Development, etc. Then alternately, is signed off by the, i would say in this case the Commission President and the Department Head who it applies to. If it isi would know, two, and this is not in my powerpoint, but the commission may decide to hear at midyear [inaudible] you may desire to do in evaluation when you have not already filled out a form like this. I would just suggest to you if you want to do that, you would need towe never like people to be evaluated on a surprise. They shouldto the extent the commission has clearly indicated to a Department Head, these are things we want you to do over the year, then i think you could do in evaluation. But it should not be anything the person isnt aware of. They have to be told in advance. This is what youre measured against. At least that is our process good so i hope you find that helpful and very happy to answer questions. Thank you, director good questions for dir. Callahan . Commissioner dejesus i find this very rigid. I dont find it well round. Doesnt provide us with information. I mean we are more like the board of directors but we dont work with our Department Heads. So like the chief of police that hes been a be interacting with many different facets of the community be easily working with professional groups. It may worked with business groups. So i was on the internet looking how you valuate a director with the best practice for evaluated director and one was they give you three options. You have a high rate get one of them is you do a survey. Two surveys with Stakeholder Community stakeholders professional community and professional stakeholders as well as with the staff. The staff is can have input, two and then have the your department give you his evaluation whether or not where he stands in these met his goals are not some of the reasons the board of directors or the board, should actually write evaluations and then come back and meet and have a consensus. So i was hoping that we would hear from you in broader opportunity to get more information to make real of valuations were to set up a plan and to know where they may be the strongest portions of their work and then any weaknesses they have. You know, so im not hearing that and im wondering is because you said the unions are involved. This set threw up with a union or you said it it we ask for anything unorthodox. Is it unorthodox last four participation from staff participation from Community Stakeholders . Well, let me address several points it on sorry viewfinder which it does not solely preclude you from i try to say this is something that can be customized by the commission. The general format is we have a plan. How did you come to compare to that plan. Now when youre answering the question of how do you compare to that plan, you can get input from various sources. Right . So that you are not precluded from that. But i would say that there are some tools that we would not consider to be appropriate for example, and i ama manager might beyou might have a new manager and the new manager is really laying down the law in a way that probably needs to be done may be managing for the first time. And were a unit that is often wellmanaged before and that person is not likely to be popular with the employees but maybe we doing exactly they should do. Like everybody got to call him suck all the time and nobody ever checks the new manager comes in and says, no, we are the limitations good you cant call in sick every monday and friday. The gumby unpopular. So we dont think its appropriate to be serving the staff saying what you think of the new boss because they have mixed motives. So there are tools that for example a three its called a 360 evaluation that are used to provide feedback to the individual about how theyre perceived by the subordinates colleagues and supervisors could ive had got myself. Where its not generally didnt go to the mayor for him to see what my staff thought of me. Was information for me to know. You dont plan your meetings very well. Or whatever it is. So it was helpful to me in my own professional the moment but thats what i 360 evaluation is for. There helpful tool. It would not be in my view appropriate or best practice to use that as a way of evaluating your Department Head. I do recommend though you know because people come and talk to, you look at measures that youre going to have three or process you be debating the results is this a good result not a good result and i will ultimately enter into your determination on whether the performance, how was the performance. So thats notjust to reference the unions, if a department for example decided to use a three or 60 evaluation to valuate the bonnet of anticipated credits from the Municipal Executives Association because weve agreed with them thats not really appropriate week to use it. It should be professional growth. That was mainly the reference was talking about but i think was a broad ability of the commission to for example, very specifically listings out and youre not limited in how you elicit information to form your opinions on whether things are cheap. I hope that is little more comforting. Well, no i think the 360 is what i think thats what they were calling it could you just 02 360s within the department within the city and county at all . No. As a Department Head to do his own 360 and get feedback from its own staff for their own knowledge but we wouldnt that information for any other set. The most of the three and 60 evaluation tools are dietary and you would hire an executive coach two, and administer it and executive coach that has a protocol of coming in and meeting with a person who is subject of the evaluation and would coach them on what the results mean. So sometimes its a little unclear and they would give them suggestions on how they can improve. That is thei dont know of an executive coach who for example would give it to the Police Commission for a different purpose than the growth of the individual. Thats how they were developed and thats what they are really for. That might be other mechanisms that you could use to solicit input so i just want to make it clear. Do we sit with a Department Head and we come up with awhat we want and they tell us what they want or what they think need or something we come up with a plan between the two of us . Things like we won our Department Head to one of the things we talked with the chief was to cultivate and select senior staff to develop leadership within senior staff, of the route behavior skills, develop skills you have a succession could maybe in the department. Among the staff and volunteers. Things like that . Is that part of what we would come up and talk about what our goals would be with a Department Head . Absolutely. In fact you can do it when of two ways. You might as a commission seeking speaking generically of any Department Head, you might have either subcommittee or sold in closed session develop a list of things you all agree should be in the Performance Plan in about their draft and say to their barn and what you think of this draft are we missing i think you want to add anything is this achievable not a realistic goal, but agreement valley. In the alternative, is what most mayors Department Heads do, is that we come up with our own and we taken to the marion say is this okay . So the mayor would say, i do note present my to the mayor. Would include my objectives based on the work im doing and may would say you need to do something in this area were without an iterative process could be amended a sign off now would be my goal. One of the things this year i find it we [inaudible] i dont think we ever [inaudible] but one of things you mention you can do more often. Once you come up with a big plan can you meet informally like quarterly or maybe at the Halfway Point just have an informal discussion of where we are with when on we can keep our hand on the pulse so to speak . Absolutely. I would recommend that could impact the centerpoint of one of our recommendations is ongoing communication. So in a minimal Relay Committee are with you but there could be frequent meetings to say hows it going, this one well, this did not go well. Are we doing here. Thats ongoing communication is the best. Okay. , thanks. Commissioner hing thank you director. I am new to the commission. What can you tell me about the history of this commission and its evaluation with Department Heads. . From our records well not all commissions submitwe collect them and have them did if we get them but we have no on record in our files from this Commission Although i think we may have seem on i think police chief but not from the occ now dpa. How long of you been with the department . I been the hr director for 9. 5 years. Okay. Do find that audit . I think commissions operate pretty independently and they may not decide to provide us i can i think theyre busy also. Commissions i think have more difficulty doing the weather cycle because of changing members on the commissions and imperatives that rise before them. So i do know that i would say most commissions do them but not all. I think you are cut off for you are about to say something. Short of the 360 format, i think youre about to say our other options for us to gather information . I would not recommend like a big survey or anything that couldi think we have to be respectful of the individuals in these roles and particularly women the public eye. I would noti person not considered a Good Practice to have everyone come tell us what you think about this person. That would be what i said to be used to meet with your director. [crosstalking off mic] please, comments. No, go ahead i will come back so what were talking about i would not [crosstalking off mic] im asking you for how to do it. I think that meetings with for Example Community leaders that you deal with or Business Leaders and asking how things are going and making notes about that and bringing that information to back to the commission, are you satisfied has this met your needs, etc. That might be proper . I would say so, yes could you help us design Something Like that i would workweek yes. What about staff . I know you alluded to the potential for disgruntled employees and we dont want to go there but white hypothetically, what if its not speak a disgruntled employee who has a vendetta but in fact, objectively you and i would agree that person has a valid complaint as an employee. How do we get that information . Well, let me say first that a validtheir mechanisms for complaints that you can look at and identify whether they are patterns. For example, the eeo complaints which often are not just about eeo but about people werent happy at work manifest themselves with an eeo complaint because they [inaudible] and for example our department tracks all those and we can let you know how many complaints there are. And of what type in fact we report those to the board of supervisors. Yes but there are sometimes when short of an eeo complaint thati would think more likely than not that somebody wouldnt file an eeo complaint that has a legitimate complaint could there are also other ways we learn of employee disgruntled isliptheres a few ways. One is that remittances can everybody is in a union to whether the grievances are valid or not effective in files and we can know how many there are its reasonable to say what we would like to see those resolved at the lowest possible level. Another thing i just had a thought that i forgot. Im sorry. Its fine am trying to think on my feet are good i think youd also look at patterns of peabody employees are engaged in their work. This is a big field of interest right now the city is doing a lot of work in the area of employing engagement people engage in the work which means effectively care about their job. Not just putting in the time. Theyre going to be more productive if they are happier. Or not they understand the mission they are devoted to it. Those of the employees that you want. In any groups are going to have the engaged people sort of on the margin and the actively disengaged when you want to do is to obviously have as many peoples possible engage released not actively disengaged. The actively designate you probably cant move but the others you can and some of the measures are particularly patterns. Sickly patterns but how does your sick use leave him there to the rest of the city as an example how about your injury right . Workers compensation injuries. So theres a number of objective measures, i think which are reasonable to use and we could probably help you develop lists of ones to look at. So let me understand if i heard you correctly. Earlier [inaudible] earlier you said that with respect to stakeholders public, that he might be able to help assign something that was acceptable. Are you now saying, that with respect to staff you might also be with to help us think through something i think the difference would be with staff we would want to be very careful in how to do it and i think what im suggesting is that the minority have access to a lot of information thats not in front of you right now that we can help collect for you so we think these are things you can look at it objectively. Also the department can consider doing Employee Engagement survey. Which we have done in my department recently and we we look at how people feel about their jobs should know another objective measure be retention. Right . Are you able to keep people after they come here so there is precedent been in the city for employee staff survey . Not to evaluate the Department Head. But to do what then . To identify areas in which the department can improve Employee Engagement. So as an example in my own department we did one and we found the people felt like they didnt know what their career ladders were. They also found employees are seeking more recognition than they are getting. We have two working groups among our staff and theyre coming up and it cuts across working units and levels and people volunteered and they seem to be happy to do it and theyre coming up with recommendations for the executive staff including need to implement. Who sets that up . We can assess any department in doing that but when you do an Employee Engagement survey again its not about evaluating an individual scholar changes can be done in the arm and to promote engagement. And when you to those it does cost some money because employees dont want toemployee by employee does not tell me that they are unhappy. Right . But are happy to tell someone else. Whos going to tell me in the aggregate. So you have to really use an external entity and so it would be a process that you could either none or departments are doing it i know Health Service system is doing it. What we did was kind of a pilot which we canwill be doing some work with Department Heads anyway on the subject of employment as i dont take market hundred that might take away your willing to help us yes. That is my job. Anything else . Yes. Commissioners marshall these are all good questions. So we know what we can or cant do. We hadmy since i personally get reviewed and i review people all the time, its a collaborative process to help my borders to help me improve and its a collaborative process. I think that in the spirit of should be to do that. The broad outlines and parameters were trying to establish and of course [inaudible] the different level but my thought is that they have to first establish when is the improved on in order to really look at someone. All these tools that we may need to do that are fine. Believe me, i some of the things you said particulate goes about material being given to the be Department Head so they will know that they need to work on. I think we can craft something for everyone. Batches i take on the whole process. Commissioner dejesus b was a couple things. The 360 i was clear you dont ask everybody but to me with your Department Head or executive director and have them give you a reference, some and they would want you to talk to things like that. And from the different categories good but thats okay i think you answered it with the Employee Engagement. That might be the better way to go and i was just try to get how can we work more collaboratively and also gather more information. You know we have done with used it at the last time was 2012 we have done for here and i know but where are they stored if we do these reviews create and they will be in the individuals personality which is kept at the apartment of liana locke four. [laughing] i guess we dont know where so we asked the barman has to give us at least the plans we dont always get them. Director hicks informs me that she was last evaluated in 2011. It may have been 2012 and i do have those plans and he was president mazzucco who signed him. Is it appropriate may produce peak little bit . Sure. Director hicks i did meet with the then president and Vice President of the commission to develop a plan that the plan was discussed in closed session with the entire commission. We altered some provisions of the plan based on the commissions input then i was evaluated on that plan but it has been a while. In the early years, we did it. But it has been sometime. I have been remiss because i did not provide the plan to the department of human resources. So the director. Thank you. Ive asked to clarify director the commission does evaluate the chief on an ongoing basis, especially and we in closed session where we have reviews on decisions to return officers to do the over after other personnel matters. [inaudible off mic] in closed session we do [crosstalking off mic] i remember a report given to us not an evaluation best achieve the specific questions were not present for any of those for a report not an evaluation, no we evaluate the chiefs performance and his action. He was i dont see it that way. I know what its called but i dont see it that way. Well, whatever anyone sees it the question to clarify the record and i have. Any other questions for dir. Callahan . Thank you director. My pleasure and sgt. , you can let me know if theres anything or feel like to proceed. Absolutely. Thank you. Maybe we should set up a committee to work with director to so we can come up with some ideas to present okay. The public. Public comment. On this matter. Public comment on this matter for the evaluation process. Good evening id. Commissioners davidSan Francisco for Police Accountability. Dd eight and opc is a clinicala critical part of accountability in San Francisco. The numbers unfortunately speak for themselves. The success rate in terms of actually getting anything done is very very low to bring to your attention the fact that this salary of the current director just went up big time did you know, you guys serve with basically every item on eight hours work you do but you do a tremendous work. Youll get paid for it. The expectation that you should have of your directors should be very very high. The fact that five years has gone by since the last evaluation, i mean i can only chalk that up to the fact that you guys are really overburdened. I get that. But i think that the anecdotal evidence that we have is that this department is not doing its job in any way shape or form that we would very much like to be part of the Stakeholder Group that if you have something and it would like to bring to you the sensibilities of the communities involved i think that one of the things you could do in terms of a survey is to really talk to the client, talk to the client from an occ dpa. The people that actually been there to try to get something there about a some type of officer misconduct etc. We have one member of our group who went recently to does when it was still occ and had a basically a disaster. You know, this person was felt she was very badly mistreated them a disregarded and she ended up just throwing our hands up in the air and pulling back from it. I will also let you know that i been told i have independently checked this, but sean moore, about two years ago when he was badly beaten up by sfpd in a muni incident, actually dropped the charges, and self, went to occ to try to file a complaint and basically got nowhere and gave it up. So i think theres a lot of anecdotal evidence that you will find if you reach out to the community about the failures of this department. So i really hope that whatever you do in terms of the evaluation edit be prettypretty strict, pretty reality based and its this is not a touchya time for touchyfeely get this a time for getting a department back on track so it can do the job that its tasked with. Thank you. Further Public Comment on line item 3 . Mr. Short. If there was a problem inhouse could it be investigated and written up within 40 days . This is if theres a problem within the police force, the problem with too much force, complaint, could that be solved within 30 days and presented to the District Attorney instead of lingering that on . Would that be a form of performance of tested performance . We are a professional investigative team. We keep hearing we are the best but inhouse, we should be able to figure out whats going wrong within a month. Again with the videos. As soon as a police opposite her sees the video or offered to see their videos should be released to the public within 24 hours or 20 hours afterwards. Without a part of what were discussing your . Thank you. Yes, sir. Hello. Michael adams san franciscans for Police Accountability him understand his conversation to be not just directors but employees and at a previous meeting i presented you with a pilot certificate in a medical certificate that combined allow person and airplane. Once not good without the other. The medical certificate is extremely important and there are 34 levels of medical evaluation under fitness for duty concept and i like to suggest you look into this and try to extrapolate from the Aviation Industry the notion of fitness for duty with periodic reviews depending on the level of your pilot license it can be as few as six months, one year. I just passed mine which is at the lowest level for three years i get reevaluated in three years. That fitness for duty includes a mental component which gets into the environment that many of our Police Officers find themselves. Its the other side of the cit its about our officers im sorry, sir is the thing about the evaluation is about evaluating the officers are forms its not about officers about directors okay. You heard me a little after i started. Spew i decide to let it go wanted to see the wasspew okay. Ill wait until general, then come back [crosstalking off mic] thank you. Thank you. I will pick up where i left off and keep it short. Thank you. Hearing none, Public Comment is closed. [gavel] general public common. Item for general public almonds. The public is welcome to address the commission. Speakers all dressed the remarks to the commission as a whole and not to individual commissioners were departments or dba personnel. Under Police Commission be rules of order during public, Neither Police or deviate personnel were commissioners are required to respond to questions presented by the public may provide a brief response. Individual commissioners and police and dba personnel should refrain however from entering into any debates with discussion of speakers during Public Comment during these limit your comments to 3 min. Mr. Adams. We thank you again Michael Adams after halftime i guess. So i was hoping you would consider when youre doing evaluations of these officers performance that there be some way of doing a periodic review and determine fitness for duty might turn some employees off but its a way of evaluating good is this person in trouble . Is this personand relates to the eis and you may remember i can challenge the e part of the eis last time because arise on beta evidence that that drives the intervention. Which means sometimes its afterthefact. This kind of evaluation is nonstigmatized because everybody goes through. Doesnt wait on an event or incident under eis is a regular program of checking in with the mental and emotional states and physical state of the officers and everybody would go through it and nobody is singled out in that way. Now we know the Fire Department does spotchecks for drug and alcohol use i understand the surprise folks go to the i believe thats accurate. So i would just offer this information to transpose from the Aviation Industry where lights are at risk to the Police Industry where officers are at risk as well as the public. And invite you to kind of look creatively at the opportunity that i realize the union would have to weigh in on this but the opportunity to prevent illness burnout, suicide, domestic problems at home where officers are stressing out and nobody is catching on because its not officer like to ask for help. So this would be a regular routine program. Thank you much thank you mr. Adams. Next general Public Comments. Good evening get we spent an hour talking about you. We should all been in close stores. Imbeciles to bring all the stuff out about a director of the occ in a public format is imbecilic opiate and of subject. Lets move onto something more important welcome chief scott i dont talking to a former boss when you got sworn in but chief [inaudible] is one great man i read a great article about them lets move forward cit, organa talk cit [inaudible] impotent. Plain and simple. If the [inaudible] is not crying part of cit is impotent. Unaware [inaudible] argues, where 70 of the San Francisco is [video] muscle where African Americans will be gazed three times more than white counterpart for same offensive am aware of that. Its that documented. [inaudible] new york, okay its a fact we can live with that but its part of the game. Godblank blank dont be biased with that taser beat [inaudible] you come back from that taser. But look, we are impotent we still dont have it. Weve got the bodycam yesterday at the board of supervisors meeting but what happened on january 2 . We shot a man. We shot a video. Yes. Had we had a taser we would not have shot that man. Of course the officer should not been approaching him. Okay, fine. Oh well, we shot him hes alive god bless. He had a taser and eight end of subject at two weeks ago on six street i was there. Three cops with their weapons drawn [inaudible] with 2 x 4 i written up a friend of mine with an issue that nader. I said, no theyre not good i got between them officers that i looked him and said put that blank blank done and he walked [inaudible] he was sweating and were screaming them i said put that blank playing down. If you step forward to going to shoot you. God bless you. They tackled him. Sf general. Had he step forward what choice did they have . Is going to buy for 6 feet long. What choice do they have . [inaudible] gimme a break is good to buy for what is a baton. [inaudible] forefoot how close are you to get to him but with a 2 x 4 . Lets be adults here. Lets get these [inaudible] mayor lee wants them chief suhr wants them everyone in the density but they Police Commission get we dont want them. Adam and tagging. Back with a taser. Have a good evening. I want to be on record for objecting to objecting to the use of the racial epithet by this person. So noted. Where he just mentioned police bias and when i spoke earlier i mentioned why im herewhy im here is because the primary reason is, i sevenyearold son right now his name is on your brown. I cant see or speak to him. Ill tell you what. I was in a relationship back in 2015 where i was on the receiving end of domestic violence. Simply because i dont hit women. It put me on the defensive right. . So i met with a woman on the job we moved in together yet a son my son was five years old [inaudible] she became physically abusive to me and we had a situation. She would hit me. Now i literally bear on the table calling 911. She still hitting me. Youre being assaulted right . Still it happened three times between 2013 and two 2015. Three times should two or three times i called i was arrested. I was taken from my home. And the other times actually taking a walk. I took that water. I took that walk and came back [inaudible] she came downstairs and resumed hitting me could i call the cops again right . And [inaudible] is my shirt fell off me right . Please came in the door and person i do [inaudible] im in the back of the car. Im not sure what type of person that is but this consequences to that because there is noguy got shot and killed right . But this is a slow right . Consistent with the rain did what i mean by that this is weathered me. Ive aged more in the past few years than in the past 15 years. The past few years right . Because i was taken for my home. I hope i invest my last few years and by last few years everything in that house less unvested putting my energy into the relationship it i invested in. [inaudible] i coached her son from out of school. So you understand me. [inaudible] to be in a [inaudible] within three years. When we broke up the courts [inaudible] the house the court gave her complete custody of my kids. My of user has total control of my sevenyearold son that can talk to. He can talk to me or anyone outside my family even rather see grew up with is that other brothers erupt with that he can talk to because of bad judgments. They came to the house they assume i was a bad guy and i was arrested. [inaudible off mic] thank you, sir. Thank you sir i appreciate you coming we had to keep everyone to 3 min. Thank you, sir. Next Public Comment please. Width tombudget for the homeless and for the crisis people will be interesting. Whoever would try that we could prevent it thats why dont want folded into the prominent publichealth needs be on its own. The Police Officer teams im still trying to bring forth the idea of two tenured thats that have no problems working with a bookie 413 years that we can change teams but i like the idea of two tenured bets with morning once whove never fired a bullet and no complaints helping a bookie get established and you can change the teams every six months so this way a rookie in three years could have the knowledge of six, eight, mathematically a lot more experience that is going to get at the two guys working with mr. Moore did. Again, i would also like these teams to experiment in being godless. I think its time again the militarized nation of this country, letswe had a military man die in yemen last week. What are we doing in yemen . 50 years ago we were in vietnam. Were still fighting it 50 years ago the police were referred to as pigs when i was a child growing up were not a child. A young adult. The demonstration in chicago in 1968 was a police riot soma alabama am a right now we want people that are from San Francisco, please, you can be a cool cop. This is a cool town. We want people here. There are people that been raised with bullets flying over in hunters point, bayview and they are not part of that deadend scene. They are adults could they know they want to go straight they know thats a dead end seemed yet they dont want it. They can be part of our police force could i would like 70 of the next class to be from San Francisco. A hard navy to reach but we should try to we should get it done. Next, i really think we can do some nets ive seen some fishnets that insult then your throat 23 nets at a person where are they going to go . They are all entangled. I would like to see something going along those lines. I will leave it there. Thank you good luck to all of us. Next member of the public please. Good evening for last on commissioners davidsan franciscans for Police Accountability, one not overstay my welcome. Lets see. With regard to the committee of the whole yesterday i think it was a very very successful one. And im very much looking forward to the fact that the next one will be in may. We will probably try to do a livermore preparation for it. The chief will have been here long enough so that we will be able to ask some more questions may be more detail. One of the things that came out of it was the new community rations unit. We are very happy thats happening and we are going to stay as informed as we can about how to hook into it etc. Would also like to commend the chief four when he was asked for some the statistics letting us know a fix of the officers involved in the texting scandal were no longer with sfpd. Thats a step very much in the right direction it is not clear and i dont think that you can tell us whether those six were fired, with a left on their own accord. Etc. Nor was happening with the other 12. I just wonder bring us back to that for a second and say theres any way to deal with those other 12 that should really happen. Thats a very sore point of the community. Those tax. Youve all had a chance to look at them they were really horrible. Lets see, what else. I think thats about its. Thank you all for what youre doing and i think were heading in the right direction. Next member of the public please hello ms. Brown. Hello. Again im here to talk my about my son by also want to say that on 2020 they had a gungunfire i mean firearms third leading cause third leading colors of children ages 117. My son was 17 when he was murdered. So i hold the signs because i talk with my signs. I would keep the overhead. My son operate other cost up murdered august 14, 2006 from a semiautomatic come 30 rounds of bullets left a gun into my son and because he called out to save someones life and no one saved his life and to this day theres no justice for my son. When doing this his birthdays coming up in april. April 6. So im feeling it. Im really feeling it. So i want you guys to understand what im feeling to know i want i dont my son to be forgotten. I know i say this all the time. I need to say this and like i say every time i come here this is my therapy. This is my therapy. I only talk to my son. I talked for all the children and mothers that video i showed earlier than most of those mothers are children are on this picture. I walked with these mothers all the time. And you see their children and i still talk to them. I bring this picture because this is all i have left of my son of 17yearold boy laying on a gurney lifeless. Cut from head to toe bite autopsy and wasnt shot in his head but they lift his face up up off his body. His what i had to look for in the grave. I mean in his casket. My me, he has a father. A mother and a father who raised him well. His father is from nigeria. My son was raised well. We put him in school we pay tuition. Offer someone to take his life. So my me, 11 years later, you guys, i still cry but dont let these tears for you. Im a strong woman. But i still grieve for my son. I wont i want justice for my son. This is what i remember it hes fading away from me and i cant even remember his smile anymore. I cant get this is all i have left. I want some closure. Thank you. Thank you. Other Public Comment . Earwig Public Comment is closed. [gavel] commissioner turman if i may, i like to make a comments. Many times during the public since ive been on the Commission People say things. Sometimes its irresponsible. Sometimes its helpful to the commission. Sometimes it is harmful and sometimes it out right mean. I do not this commission when clive comes back he walked out before we had chance to talk to him. That he be censured for what he said to this commission. The term he used is a term that should never be used. Its not just by anybody in any context. Its derogatory. Good for the men and women in this audience of people who i serve with on this Commission Im up here with the chief director of the occ pc members of this commission, when that term was used i felt something the man sitting to the right of me. Thats irresponsible should never be used at this commission. I asked the people in the Public Comments be responsible. A lot of times when i was the president has the people use especially if they were lawyers are held to a higher standard. Their officers of the court after represent the fax is a know them could not rely on hearsay and make things up. I also asked members of the public that they, too, be responsible. We sit here and listen to Public Comment every week and sometimes people walk away and they joke about the things that are said that sometimes they walk away and they are angry about what said what was said tonight was wrong to only perpetrates all the issues that continue and when clive comes back i know well be watching this tonight that i ask that next week he be censored for what he said. Next item mdm. Sec. Item number five public on on all matters pertaining to item 7 below close session including Public Comment on the weather to hold item 7 in closed session. Ladies and gentlemen every public on on the fact that we are about to consider items in closed session . Hearing none,yes doesnt transparency start somewhere around here . Thats it. Do with Public Comment is closed. [gavel] speak next item item 602 whether to hold item 7 in closed session including vote whether to assert the attorneyclient privilege with regard to item 7rob up San Francisco administrative code section 67 point and action. So moved. All those in favor say, aye. [chorus of ayes. ] opposed, say nay. Commissioner we are back on record in open session and you still have a quorum. Thank you to a motion with reference to disclosure regarding closed session . So moved. Second. Please call next why dont item number nine a german is there a motion . So moved. Second. The meeting is adjourned. Thank you everybody. [gavel] [adjournment] [gavel] good afternoon it is now 1 07 pm. This is the regular meeting of the commission of Community Investment and infrastructure. The Successor Agency commission to the San FranciscoRedevelopment Agency for tuesday, march 7 2017. Welcome embers of the public. Madame sec. Please call the first item item first order of business is item 1 roll call please respond what i call your name pimentel present bustos present singh here bustos dear mdm. Chairman rosales is absent