I guess maybe this is more a question to the mayors budget office. You may not know but in terms of facilities and wifi we purportedly have it in this building and its horrible and just like the Market Street wifi is horrible and so many of the city provided Wifi Networks are in inadequate and at least we have it and it works sometimes and i guess more of a question for d tbut a broader question. I mean city facilities we should have free Wifi Everywhere but particularly in city facilities. If we cant put it in our own facilities how do we roll it out to the whole city . I dont know if you can comment on that. Sorry to put you on the spot. I think thats why i am here. Thank you for the question. As i think the cao talked about last week dt and coit put together a connectivity plan that is part of the plan adopted by the board this week. The first issue is connectivity of the city buildings and the First Priority is the fire stations. The fire chief and i just spoke about this issue yesterday and she raised concerns about the timing and the speed with which were actually making progress on this issue so its an important one that i am following up on as well. I appreciate it. What is the timing proposed for the fire stations . I dont have that information in front of me but i am happy to walk through that piece with you. Yeah. I know its on his radar but to your point. Yeah, i like him and i think its very good and hes new and inherited a problematic situation that i know hes trying to fix and its i dont want to repeat some of the frustration that i expressed at the full board when we adopted the plan about the fact were not laying conduit in the street before we cover them up and the wifi publicly available wifi and doesnt work and its not going up quickly at all and when it does go up it may or may not work and were the i mean this is were right next to silicon valley. I dont want to sound well, okay. Moving away from wifi and it to the Fire Department. First i want to thank you chief and the members of the department for and i do this every year and i cant say thank you enough. Since i have taken office there have been a number of fires in my district. When youre not in this role either at the Fire Department or the board or the Mayors Office you dont necessarily reals how many fires are realize how many fires are in the city and we have so much wood frame construction in the city. Theres a lot of fires and the Fire Department has been done a beautiful job getting there quickly and containing the fires and putting them out and when i look at recent fires at 87th and lore lore or other areas and the department did a fantastic job and thank you to you and your staff. I think there has been progress made in the coordination around street design and at times a tense several year period but i think its actually been a healthy process because the departments i think have been working more closely together and gaining deeper understandings of the needs and constraints of the other departments so i want to thank the Fire Department for participating in that process. And so with that said do you excuse me, where do you see in terms of the staffing of the department and getting it where it needs to be how long do you realistically think thats going to take so we get where we need to be . And i know because of the use of mandatory overtime there is times when youre under staffed but you have enough hours but how many years do you think it will take . I think for a number of years we didnt hire with retirements and that put us in the hole but that changed since 2012. I would say were on track and again its dependent on the number of retirements. We are seeing when i first came in at 1990 and people would work past 55 and retire and we are seeing a trend theyre not waiting or working as long and not maxing out. We can make projections but i think with the Public Safety hiring plan that the mayor has proposed we should be on track hopefully earlier than 2018 than the Police Department and maybe the 16, 17 time frame and we are contemplating asking for another class in january but were working with the Mayors Office on that analysis but i think were close. Through the 1971 that the police use we look at it differently. We have a minimum staffing of 306 which represents the daily personnel in suppression that must be on duty and we use overtime to assist in that requirement but were relying less as we staff up so i would say in the next two i would say 24, 36 months we should be where we want to be. Do you think once we hit that point and with the challenges around paramedic staffing in particular that we will see a restoration of paramedics and for example i am bad with the station numbers and in my district and hawthorn street that station no longer has a paramedic sign and thats the recent information. Correct. Station 24. So do you anticipate restoring some of the paramedics who were removed from stations . We do so what youre referring to which is an important issue is the staffing of an als or advanced life staff with the engine and most of the calls a bls provider is very much essential and usually their skills and training can do what we need them to do. We would like too store i think we restore and i think we took three awares and did an analysis with response times and i think were down to 27 but get up to the 30, 32 range and restore a paramedic there and a a couple other stations as well. Thank you. Supervisor yee. Thank you chief hayes white. In regards to hiring or staffing i guess my question is really about recruitment and how are we doing in regards to its almost the same question i asked chief suhr in terms of getting as many residents an opportunity to be part of this Fire Department, and i keep on hearing stories of People Living in different states coming in and working for a few days and going back home and it may not be a concern but for emergency purposes where you need everybody on board and they might not be on duty and all of of a sudden theyre not in the bay area and its a big concern for me and other people they know. What are we doing differently that can actually strengthen our ability to our people that are closer to San Francisco or in San Francisco . Thank you for the question and i do always feel its value added to have someone that lives the bay area, maybe not the city. I know when we do rl drills and recall drills and do them annually and we have robust procedures and not have everybody come back at one time but respond in a manageable way if you will, so a couple things. What i am hearing is proximity. Although we cannot dictate where someone lives. Its against the law. We did make modifications to the schedule several years ago. I think about seven, eight years ago where employees could no longer necessarily string together a long period of time where they could have someone work with them and trade back with a trade. We still have that business practice but it is limited so that would in my mind encourage someone to live closer to maybe where they had been in previous years. I think the last time we checked we had 34 of the uniform work force live here in the city with a large percentage of the other living in the greater bay area the nine bay area counties and some live outside the limits but its not as many more than i would like but not as many as you would think and on the recruitment piece i appreciate the question. Last year we asked for a single function person in uniform just to deal with recruitment and there was a position funded and although i think the tide maybe turning and i find the value of having a person. They have a recruitment unit. We have a few people trying to piece things together and were proud of being one of the most diverse departments in the country. And i think when the federal Consent Decree went away there was concern there would be back sliding and our numbers in terms of recruitment and retention has remained robust. We have 52 of the department is minority and women and we have a very Representative Work force. We want to continue that and were in the process of working closely with the department of Human Resources particularly and a continuous testing process. The Police Department has been thrilled with their process. We are a little behind them not yet to see the full results of this. And hr is on board and diversity is a key and i am committed to it. I am just curious. Maybe you already have this but the Police Department for instance seems like theres a logical pathway from high school to young adults for the Cadet Program and what is it . Generations program or the Summer Program they have. I dont know if you have it or whether or not it can be created so there is more exposure to your department by young people. Right. We dont have a Cadet Program and we talked to the department of human reebz about it. I think its an opportunity to expose youth to what a career in fire service would look like and we are looking at but dont have a Funding Source and we have a reserve program and they do great works and show up and they have the light blue uniforms and do exterior existence for us. Its a Diverse Group of people and have to be over 21 for that and the black Firefighters Association does have a youth Cadet Program that is funded through their organization but supported by us in terms of resources and equipment and opportunities. And i know the chief [inaudible] it would probably be in the same range but i can get that information for you. We havent gotten to that level of detail. And whether we can get to the details and whether youre supportive of that. I am supportive of youth having an opportunity to learn about a career in the fire service and we can fast track if you like. I would love it and i believe in such a concept. One of the things which i can talk to chief suhr about is possibly their Cadet Program maybe having a module in which there might be an opportunity on orient to the fire service and the Sheriffs Department and something we thought of as well but we will come up with a few options for you. Thank you. I just have one more slide. Supervisor mar real quick and then get to your last slide. I am supportive of Youth Programs and local tracks to local hiring as much as possible and you mentioned 52 of women and people of color. What the percentage of women in the force and just generally of africanamerican, latino sure. I have that and 15 of women in the uniform work force and were proud of that because you have phoenix and seattle might be close in double digits but you look at boston and new york and chicago and theres less than 1 in the uniform work force still so were proud of that and then a quick run down of africanamerican males 8 , female 2 , hispanic males 14, 3 female asian and i have the other numbers listed. And the low from 2012 and down to 1300 firefighters jumping up probably 150 or up to the current at about 1500. Do we have data on those new hires like what the demographics of the new hires have been in if were making progress to diversify with more of a gender balance and even the ethic balance. That would be helpful to know and one other question that i asked ms. Hicks about Language Access needs. Are you hiring bilingual, multor the first time its part of the criteria for applicants to have a secondary language. You should know that we have a number of i dont have it off the top of my head. We have Spanish Speaking and cantonese speaking individuals in the department and uniform members and some with tag log and russian speakers but primarily russian and chinese and cantonese. I know as we have our Language Access report we will have more of the reports that come forward through the office of immigrant affairs and Civic Engagement soon but i was going to make a point about chief suhrs chart about overtime and it looks like its creeping up the costs are creeping up in the Police Department even though the number of officers has increased significantly. I am wondering if you have an you know date on the overtime update as your seeing the increased levels and i assume we will have less overtime but i dont see anything from the slides [inaudible] its a great question. I believe we are having a reduction in the overtime and have mark address it further. Good afternoon supervisor. To that point absolutely. The more personnel were able to bring on board the lower our overtime would be. However there are other factors to consider. For example station four which opened for us and that is additional staffing commitment on a daily basis. paused . Were teaming up with the red cross. This is a recent agreed to program with the red cross being able to provide smoke detectors to outreach to the citizens. They have the ability to go in and install them and have a home escape plan and we think it will save lives and looking forward to that partnership and continue the work which we did for 10 years with the Burn Foundation and we have members that dont get paid and volunteer and passionate about what they can do. They go into the schools provide Safety Education and provide it in spanish and cantonese and proud of that program and partnered with the unified school district. We have two programs related to kids that have asthma in hopes they dont miss school and have a better understanding of the disease and we have that and that has been positively received and our members are dedicated going on to continue the outreach and educate the public. That concludes my presentation. Thank you. Thank you very much. Colleagues any questions for the chief before she steps down . Okay. Thank you very much. Thank you for your presentation and for all the other Fire Department folks here. Last but not certainly least we have our department of emergency management. Thank you anne for waiting. Good afternoon supervisors, chair farrell, members of the budget and finance committee. Its a pleasure to be here today. I am anne kronen berg executive director of department of emergency management. We have prepared a few very brief slides for you today in our presentation. You will see just four slides because wow. Right, i thought being the last one to present its something you would appreciate. We did take the what we were asked by or at least what we thought this hearing was about which was focusing specifically on response times and so im not talking about our whole department but just in that one area. We will appreciate that. Thank you very much. You realize the shorter the slides the bigger the budget gets. Awesome. I like that. Just kidding. Our mission is to lead the city in planning preparedness, communication and response and recovery for daily emergencies, large scale city wide events and major disasters. The department is the vital link in the emergency communication between the public and the First Responders and key coordination to stakeholders and residents and visitors. Functionally were comprised of three operating divisions, the division of Emergency Communications and thats what we will be focusing on today, division of emergency services, and our administration division. In addition to that dem serves as the bay area fiscal agent for all Homeland Security grants that come into the bay area so we have our staff urban Area Security initiative here in my area. Regarding the state of the citys Public Safety services. 911 center falls underneath our Emergency Communications and unlike the last three presenters i asked my Deputy Director in charge of 911 to go over the statistics there because its rob and hes behinds and got a hand on the issues were facing and develop a longterm solution to deal with them so im going to turn it over to rob. I thank anthony our budget analyst from the Mayors Office and of course kate howard who has been supportive of us and our controller Ben Rosenfeld and i will turn it over. This slide shows the call volume but in the last four years we have seen what is now up to a month over month, about 40 increase in call volume. To go into that a little more detail the second slide tries to show the monthly call volume and this is adjusted for seasonal differences and differences in length of time so this is attempting to show consistent, so thats the individual bars and then theres a line that shows our service call volume as increased one of our challenges is making sure that we are able to answer 911 calls in a timely manner and our service goal is to answer 90 of 911 calls in 10 seconds or less. We fell below that goal. We are now coming back towards it and one of the challenges is weve done that through use of a lot of overtime and i will be back shortly on a supplemental request for overtime, but we are also ramping up our hiring. Weve done three classes. We seated three classes in the last a little over a year period and unfortunately it takes about nine months when a class is seated to actually when the hire is available for doing dispatch, so theres a little bit of a lag time so we will continue to use a fair amount of o