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Or whatever the processes would be, for a more permanent way of making sure that hiring is really more effective as you have shown . Thank you, commissioner, for that question. Just so you know that part of what we did is that we dismantled some of the norm processees that we used in hiring. But even with that, if you looked at just the nursing, for instance, that theres some things that we did which we can keep as we go forward. And im hoping that it will also blend and lend into the rest of the type of hiring that we do. With the directive from the mayor we were able to bypass some of the Civil Service rule processes in terms of hiring. But what we did specifically is to start looking at with the nurses and hiring without having to wait for the supervisor who is doing the clinical work to do the interviews and the processing. And h. R. Took control of that. And those are some of the things that we can do and to look at in the fut ....
Little bit more than 50 . Some sections have a little bit less than 50 . And that was for december. As of today, june 2020, we have surpassed 50 . Every station in the San FranciscoPolice Department has more than 50 of their officers trained. It is a hard task to do. When we talk about training and how we get this training going, i know back in 2016 we had a few incidents that pushed this Program Forward and asked the department to look back and see what else we can do to improve the program. And took over the program in 2015, we had 250 officers that were trained in c. I. T. As of right now we have over 1200 officers and 40 hours. I think thats a big statement that the department has done as far as how much we care about our officers providing the training that they need. Not only do we do that every time we do the ....