may we all rise for the pledge of allegiance. >> pledge of allegiance. mr. president, i would like to call roll. president mazzucco, present, vice-president turman, present, commissioner marshall issen route. commissioner dejesus, commissioner chan, kingsley, commissioner we have a quorum. >> welcome to the san francisco police commission meeting. please call line item no. 1. >> the clerk: general public comment. the public is now welcome to address the commission on items that do not appear on the agenda but matters that pertain to the commission. on the police commission rules of order, during public comment personnel nor commissioners are required to respond to questions presented by the public, but may provide a brief response. personnel should refrain from entering into any debate during public speakers. please limit your comments to 3 minutes. >> good evening, miss brown. >> there was a young man and his mother -- i don't have the audio so i can't really explain it to you. this is another mother in our building circle, her son was murdered. this is my son. he was murdered. that's him laying on the table dead. these are all the young men that have been murdered in san francisco, unsolved homicides. as you can see these are areas where young men and women have been murdered that have been laying on the street and their blood running down in the gutter and their months are -- mothers are trying to claim them but they can't get passed the police line. these are mothers that have been protesting through the years. this is a project complex where young men are being murdered. these are all the young men that have been murdered. including that one, that's me standing over my son. again. these are all young men that have been murdered and still no closure. no justice. i was just here. i gave all the names of the people that shot my son. if there is no witnesses, where did the names come from? those are the names of the people that killed my son. i will just continue to come here and bring this up so that i can have some closure because i have no closure. thank you. >> miss brown, thank you. you can come here as much as you want every week. we are more than willing to hear this. we are both hoping and praying for your son that this case gets solved. i know the chief is working on it. he works on it. you have been here every week for memory of your son. please don't apologize. please come every week and we'll do everything we can. next speaker? members of the audience and commissioners, good evening. for the record my name is emilio lawrence. i have spoken many times in the past. i want to talk tonight about the special police have done a little research. i don't know what's happened over the next number of years, 1995, 1999, there used to be about 450 special police. when the sfpd had about 1200 police officers. all of a sudden that number has shrunk to 25 or 28. the pay roll of the sfpd has come to some million today. every police department on the peninsula have switched off to the sheriff's department including oakland which is down to 200 officers. the main professor: is payroll. due to searching i found out the average federal policemen makes about $55,000 a year. but the sfpd they start at 80 to $90,000 a year and by the end of the year they are making $140,000 with over time. as payroll and pensions explode particularly with the police union. we have yet to collect one dime from the president of the police officers association who owes the city $650,000. the police have not done anything to collect that money. police are making $700,000 a year doing a job that is three times the pay of the president of the united states between 1992 and the year 2000. and this commission has done nothing about that. the civil grand jury report of 2009 says there is two unions that are going to take the city into bankruptcy by the year 2019. that's the farmers union and the police union. there will be no money to pay the pensions and salaries at the same time to pay the payroll of the city and county of san francisco. these aren't facts that i made up. these are grand jury investigative reporting. i bring it to your attention because last couple weeks ago the president of this commission volunteered to help the san francisco special police, and if you really want to help them expand them to about 200-300 and get them back to where they were in 1990. >> thank you, next speaker, please. >> good evening, good to see you again. doing okay? >> oh, well, probably more like no. i was a victim of a crime tuesday. the police came out. i showed them the video of the crime and they made plenty of excuses for the victim. i'm wondering if i can, if you can send me information as to who i go to when i'm a victim of a crime and i want it reported. i want somebody held accountable. >> we'll take care of that right now. >> the other two is i was listening to the npr and they were talking about the suicide of the police department. hopefully you are working with that. the other thing i'm thinking about is that officer who pulled the people out of that plane, he breathed a lot of smoke and stuff and he's probably got as as asbestos in his lungs and i'm concerned about what happens 5 years from now. moving on, i'm going to play the rest of this audio. i played only half of it. i'm just hoping that you don't excuse this officer of threatening me with violence and involuntary hold and threatening to make-up evidence or whatever because they were angry. so -- i will play it later. i'm running out of time. [audio recording] i just feel like i'm just trying to be civil and the violence just continuously being treated hostile. >> you have been very civil. the first matter deputy chief is here and a member of the occ is already handling the other matter. but maybe you want to talk to mr. ford. >> who do i talk to? >> he's right there. >> any other comment? public comment is closed. next item. >> review of recent activities. >> good evening commissioners, i want to talk about the starting pay for police officers is $80,000. the rest of the numbers spoken to, i don't know where they came from. they are not accurate. i will leave it at that. it's been busy, although the department still continues to deal with homicides, a 40 percent reduction from last year. 25 percent reduction in gun violence. we did suffer two homicides since our last meeting. on thursday september 19th, officer responded to multiple shots fired at 22 arkansas, located two victims that had been shot. the male victim passed from his injuries. the female will survive. officers have some leads and actively working on those and some have been taken out of county. the second homicide occurred on the 24th, the night before last at bright and randolph street. you may have seen this on the news. we have some good video. we put it out. other investigative leads were followed and we actually arrested this suspect with more firearms last night without incident and we'll have further development because there is more interviews needed to be done. it was a great job by the officers of taraval, the responding officers with the mta and some of the forensic work done by csi. it was very good. also there was an arson arrest made and there was another arrest of note where officers arrested another person for incidental offense and checking his cellphone discovered videos of pit bull breeding and we were able to identify the parties in that through some community help and two of the three suspects are in custody with a felony warrant out for the third suspect. that sends a pretty clear message on how we feel about fighting dogs. then there was an arson back on september 11th. it's been a while. that suspect was taken into custody because sometimes those turn into serial things. besides being down officers, they are at the right place. although 123 officers retired. there is about half that will attend the temple. we'll be graduating an academy class in the morning. we like to do the whole circle of life thing. this is a movie. as the younger officers come in, the 238 recruit class, captain moez ar can't get them in here fast enough. also it's going to be domestic violence month beginning on october 1st. we have reissued our, there is no excuse for domestic violence bumper stickers. and we'll continue to work on the dgo. there is a meeting tomorrow with beverly upton to try to further it. we've updated our sitting general order and advocates thought there should be a standing order. we continue to work with the kids in the program and there is a heroes breakfast where matt and steve will be recognized and mta who saved the elderly lady. the little one and the elderly lady that got saved. it's all good. we can't get the new officers in fast enough. i continue to urge the public to not use your cellphone in traffic. if you can pull off to the side like the old phone booths, is the way to go. if we can be smart with the cell phones we reduce robberies. apple 5 and galaxy has activation locks that can prevent theft proof. with that, i will hand it over to sergeant wair and where we are with the hiring process. >> good evening. if i may i will just introduce sergeant walter who is part of the investigation process and david johnson who also assist with the hiring. without their help many of our efforts wouldn't be possible. tonight i will be presenting information regarding our hiring process and data associated with fiscal year 2012-2013 and fiscal year 2013-2014. the process begins when a candidate submits an application to the department of human resources. at that point the candidate is submitted into a written exam, an oral test and written test. at that point successful candidates who participate in that examination process will complete and submit a packet containing a questionnaire. viable candidates determined from the review of the personal questionnaire will participate in a triage section which consist of a hair sample, fingerprinting for life scan and questioners and writing samples. successful triage participants are assigned a background investigator. the background investigator has a significant task. they identify scope allegations and identify feels for investigation and conduct intake appointment and verify documents received and conduct oral interviews and personal employer, spouse and home and neighborhood checks and visits. at that point members are ready for a conditional job offer and participate in a polygraph, medical and psychological appointment to follow. the san francisco police department complies with standards required to conduct background investigations. the following post jobs are measured for each candidate. moral character, integrity, emotional control and substance abuse and other risky behavior, handling stress and adversity. stress tolerance. work habits, conscientiousness, interactions with others, interpersonal skishlgs intellectually based stabilities, decision making and judgment and learning ability and communication skills. our next slide for demographics for officers hired 2012-2013. the data is as shown. o a for a further breakdown we provide percentages for the hiring. that's 183 hires for the year. an overview of the classes that made up for the hiring for that particular year was the 233 lateral, those are lateral police officers. they consisted of 10 recruits, 4th entry level. the 235th entry level which consisted of 50 recruits, the 236 lateral which consisted of 32 recruits. next is the individual class breakdown for the data for demographic and bilingual numbers. this is the 233 lateral. the 234 entry level. the 235th entry level. as we go through the slides you will notice that some classes reflect more diversity than others and that's due specifically and relative to the candidate pool itself that we draw from. 236 lateral. >> sorry, the difference is based on what? >> it's relative to the pool that we select from. >> okay. >> so per list. right now we have one list that is sunsetting? >> yes. ending in february. >> so that list as it tested out did not have the same kind of proportion of numbers. >> did you inherit the list? >> we inherited the task. >> the pool that it comes from. >> i will steal your thunder a little bit. when i became chief the hiring window to hiring of a police officer was one week and it was random through the year and the window just opened and closed. so since becoming chief, we established the last two years, a two week window fixed in the week after thanksgiving and the first week of december we were told by a charter that was the best they can do because of the amount of people that applied. i don't think that's good enough because when you meet people to ask to wait for a year because the test doesn't get off until february or march. we are hopefully within 6 weeks or so of adopting continuous online testing where anybody can go online and take a test that's actually scenario based. it's supposed to be a much more objective test. it actually plays much of the things if you remember what was on the slide that we are testing for and it should also play well into increasing our candidate pool almost at the ready because when you meet somebody you can tell them, when they say, how do i apply, you can go online and test that day. the police department is ready to go. the fire department is also wanting to go to that but they have a rule in their system that has to be agreed to and changed that we don't have so we can just go to it. that's coming and hopefully that will take what has come out better, more diverse candidate pool and even make it more so as we go forward. >> quick question about this online testing, how do you know who is taking the test? is there a testing center? >> you go online. >> i can say you are doing an amazing job on your test. >> some people can take the test and some don't. it just caught my attention on it. >> they say the police department doesn't trust anybody. >> the test? >> those things have to work out. most list are 2-year list. >> commissioners, the 237 is now up and that concludes our hires for the year 2012-2013. moving on to hires for fiscal year 2013-2014. we just hired 50 to start the academy september 30th. they are not officiallien in yet but we have the breakdowns as shown. percentages are included also for bilingual data and demographic data for that.