-- and that will have an impact on their morale. i encourage you to continue to identify potential leadership and really invest in them and let's look at this early intervention system. i know there's going to be a yearly report summary. let's look at how we into these actions. thank you. >> police chief scott: thank you, commissioner. >> vice president elias: thank you. commissioner carter-oberstone.

>> commissioner: hi, chief. thank you. at the outset of your presentation, you mentioned difficulties around staffing, hiring, retention and drawing a link between those issues and more which is definitely a view that others have expressed as well and i'm just kind of wondering if these steps with which we have evidence or data, we all agree there's certainly a morale issue and separately there's a staffing and retention issue and i think, you know, i think there's a cut sense that they're linked, but i'm just curious if there's data supporting that? >> police chief scott: there are a number of academic research papers out there about morale and sever l of them

mentioned, you know, staffing as a part of that either under staffing mainly. there is research out there and not all of it points to the same things and some of it leads to burn-out leads to morale issues and increased overtime and issues like that. less sleep, exhaustion and all those things impact morale, but there are a number of pieces out there that i can take a look at. also, on that note, i mean i know our recruitment and staffing and our members have told us that they're working a

lot and days off being canceled and things of that nature. and it goes to the wellness piece to your question. the staffing is in the same universe and there's a lot of research on the impacts of wellness both on performance and how officers, the mind set of their jobs when they're burned out. so i think the two go hand in hand and some of those -- those two topics, rereference each other. so there's quite a bit of research on that. >> commissioner: yeah. i will definitely look at the research you mentioned. part of the reason i raise this is because i think there is a perception sometimes that solving the morale question will also solve the hiring and retention problem and i do think we need to be a little bit careful about that just because we are in an economic environment where it's hard for

everyone to hire around all sectors. i think i just read there's one unemployed person for every two job openings nationwide right now and i was just listening to n.p.r. this morning learning about, you know, it's very difficult to hire people in the timber industry in maine right now. so i think it's a widespread issue and i just want to be -- i just need to be careful not to assume causality just because it might require a very different solution if it's not primarily driven. morale doesn't help and it contributes to a degree, but if it's not the driving factor, then we're going to need to think about a whole other set of policy solutions. so i just raise that for that solution. the other thing i wanted to raise and this is really not a

question, it's more a comment but i would welcome your reaction to is is that i do kneel like sometimes in the discussion around morale, people are talking past each other and there are two things that i hold in my head at the same time that i don't think are contradictory, but i think, you know, i think there's kind of two issues. on the one hand, the officers who have made the commitment to do this very important job make an enormous sacrifice and they go out there and put their lives at risk on a daily basis and a lot of the things that we kind of take for granted and a lot of the things that we enjoy about the city and that make it great really can't be possible if you don't have a core of officers that are committed to the cause of public safety. at the same time, and so we

need to, you know, we should all be extremely appreciative of that and acknowledge the central role that the department plays in all of our lives and in the prosperity of the city. at the same time, you know, it's not ancient history that there were a lot of actions taken by individual officers and by the department that caused public breaches of trust. the homophobic and racist text message scandal, shootings of unarmed civilians that were highly questionable whether or not they were within policy or not and i think people are rightfully upset about those things and i think that it's very legitimate for folks to feel like trust has to be rebuilt and the department has to demonstrate that it's learned from these issues and that it's going to do better.

i don't think those two kind of ideas are in conflict, but i feel like folks talk past each other and like i said, that's not really a question, but what i would appreciate any reaction that you might have to that. >> police chief scott: commissioner, they're related. i mean, some of these incidents looked at the year 2020. i mean, it's changed policing for probably forever and, you know, not that we haven't had our share of incidents in our city, but what happened in 2020 took this conversation and i think to some of the points that you raised to a level that i'vener seen before in my career even going through a decade ago with ferguson and early in my career with the king incident, the rodney king incident, this was at a new

level. and i do believe they're related. i don't think that officers just in my conversations and everything i know about this department and even this profession has lost an officer that people are going to react to these types of incidents particularly when they don't meet the public's approval in a way that's not necessarily positive. i think that's expected. it's welcomed. i think when it goes past that and it goes to the extremes of -- it colors everything to the degree that, you know, extremist point of views on either side of that issue i think is very a lot of our problems are. and, internally. you know, officers who

full-timed to see these things are going to impact members of the public that's a problem as well. this is a profession that i don't think anyone joins this profession and thinks it's easy, but i do think in any profession, there's an expectation of treating people on both sides of that conversation with dignity and respect and if people that some of the incidents that got us here should hold folks accountable. and i think that's what we all expect and what we all want. because that tends to build trust in the public even when these incidents happen when people are held accountable, it tends to build trust. the extremism on either side of this issue is where we have problems. we get in our corner sometimes you're in this camp or that

camp and then we yell at each other. i'm saying that figtively that that is what drives this problem. that people have in this department or any department for that matter. so, yeah, they're related in a major way. how do we get to a better place. at the end of the day, we have to hear each other. >> vice president elias: thank you. any other commissioners before i turn it over. commissioner yee. you're muted. >> commissioner yee: thank you, madam chair. i just have a question for the chief on the morale. coming from a large institution

like myself morale can just be a fake wall to hit or, i guess, your command staff and i know that it changed over. i guess probably leading up to 2020 it's probably been building going back. is there -- i guess you're looking at policies or changes that we have to adopt to the changes to the c.r.i.. is that a factor into that? it probably is. don't need to answer that question. have that answer to that question. so looking going forward because there's more i guess changes coming with the police department. what is your plan to build that morale back up and when will you probably do the next i

guess the morale, i guess have the specialists come in or the professionals to do their assessments for morale in the police department. you know, i guess to re-evaluate instead of the 2020 to 2021, when was this last review done. i guess as jesus said, is there a timeline when the next one's going to come back up. is that at the end of the year or is it -- i just don't want to say it's ongoing or is there a target date that we have? >> police chief scott: i will follow up with the commission in the next phase of this. the next thing the officers asked for particularly with the staff was they wanted to hear the feedback and it would put a damper in some of that.

but that is -- this project is ongoing. so i'll have to give you followup with dr. eddie and her team on what the schedule is from here. but i know it's -- we've agreed to do this work with them and i'll have to follow up on the dates. it's their timeline and we'll follow up with the commission. >> commissioner yee: and, i guess the thing is if the concerns on the strategies were morale, that's one through five, i guess the point is that we're addressing these down there and probably some of the issues that maybe might be training, being fairness on training. you know, everybody is being slided whether they're getting trained or not. [please stand by]

and let's say we spent people to a semi-key. the commander is there right now. so we get an interest list and we put them in the randomizer so there's no favorite son or daughter. it's very fair, not biased process so that works out very well for us but the mandatory training, the training that is ongoing and advanced officer, that's notrandomized . that's mandatory when your name is called you have to go sign up for other training like csp are and as the commissioner alliances question we did start back up cnc are a couplemonths ago . we just got the answer to that so that training people can sign up for and we have to balance the demands for vice

president elias, have tobalance the employment but we are sending people to training . we just have to train where we are >> that's all i have now achieved, thank you very much. >> thank you commissioner and this time i'm going to turn it over todirector henderson briefly . then director henderson. >> i had to put comments but i wanted to say thankyou so much chief for the presentation . 2 things. jeff, you were talking in the middle of your presentation about the promotion stuff and i know that those things are so sensitive and a lot of the questions that comeup with the promotion are one on one . peoplecan't help but approach those things from a myopic perspective about just

themselves . what of the things we could all do is allow you or have you make a presentation to the commission about how the promotions work and what the standards are and in a very way physically for disenfranchised communities that don't ask those questions, i just feel like they're getting passed over having an objective presentation abouthow you interpret them might be helpful especially with the pay . i will coordinate some of that with the public interest groups for those that don't know what i'm talking about to make code presentations speaking to their members about some of the work they do to promote and help their own members and how the promotions work within the department. and comment 2 is maybe some of the ways in which you're talking about the stressors coordinating the overtime and what an important role that place not to push you in that

direction but one of the ways you might want to consider adding to those overtime allocations would be to support the work from the training and ncr training as well. specifically with officers that want to do the training and have to find coverage in those areas or lanes to provide an element or a portion of overtime so that more people can get to the training in ways that are facilitated withthe budget . those are my two comments. you don't have to respond but i had some input i thought i could share. >> i always appreciate your input and we can talkmore about those things . you. >> i'm done. >> we can turn it over now to mrs. craig. we invited the poa as well as ted groups to join the conversation because obviously

they are a vital piece to this puzzle and we really want to heardirectly from the members . so atthis time , i am going to invite mister cray to speak and present her presentation. >> good evening. thank you, goodevening commissioners, vice president elias, chief got . when i got this invite to talk about morale it basically boils down for me about support. support of the members not only internally but externally as everyone has spoken of this evening because remember it's also supportedthe reasoning for doing this job comes into question . and some frankly believe that maybe they would be supported best elsewhere which wedon't want to happen . this is a very noble professio

. yes, we've had scandals. no one is running away from that but we've also lost very young capable officers who were killed in the line of duty so the restis award in this profession . unfortunately these things happen. i think that apartment has done a good job in restraining and trying to get people to training but yes, we are hampered by thestaffing . causethat's a real issue . so as much as we would love to send all our members to training, we still have our primary job which is to answer the calls for service that have not stopped so we are beholden to answer these calls for service and to provide a service to the community becausethey do call us and we are needed . as far as what can we do to improve row, there's been a number of things from a salary

that will allow people to hopefully live in the city. as you know it's anexpensive city to live in . if you're just starting out. trying to buy a home in the city even i tear down is $1 million. that is not feasible if you're just starting out in this profession so for to live here. all the things surrounding talking about the gas prices and if you're commuting far away. that'sall plays into it .i think the overtime often i wonder how long can people wor . the rate atwhich some officers are working to staff . like the tenderloin to staff tourism, to do recitations. i don't know if you know there's just another outbreak

at one of the stations so therefore that station is down. they're going to reduce staffing so a lot of it is yes, stretching our workforce to its breaking point. because after all we are all only human and everyone has a limit. we want to have a membership that can continue to work. continue to do the job that they want to do but at the same time have the support and recognition that they are valued so every employee wants to be valued. they don't want to feel like that they're not. that people don't care. that there are replaceable and we're finding out in this climate where not replaceable because we're all trying to get the same candidates to come into thisprofession .

it's not only us in san francisco. it's oakland, it's berkeley, it's sanmateo, sacramento, you name it . everyone is trying to buy for that small candidate pool but also to retain the officers we have here. the five and 15 year veterans. that's a hot commodity. we all know we have to do with empowerments, empowerments always happen but what's unknown is how many people we have collateral to other departments and also the profession altogether. i have many times thought about pulling. we conducted a poll a couple of weeks ago and it was a simple five question poll.it asks are you planning to not go to another department. are you planning to leave next year i thought that question based on the response i heard 16 people over 54 percent said

that they were planning to leave. that's a very daunting number because that tells me over roughly 400people could leave this department . so that's very concerning because like i said, we handle over 1 million calls for service i believe you last year, the year prior to that so no one is not calling 911 four case response.there's still continuing and we need to meet that need . whatever us together as a body can do to more out, let's do it. >> i have one question and i will turn it over to my fellow commissioners. what as the commission can we do to help officersill supported ? >> there could be a lot of

things but one thing obviously it's about policies. having some clear directly defined policiesand procedures . leaving as little gray area as possible. because officers want to know whatthey can and cannot do . we've seen laws change in this profession. every year we had updates constantly changes like our landscape we operate in and happen. people react. things change. having clear and concise policies that benefit the officers when they go out and are responding to calls for services that theyknow what they can and cannot do . that's the beginning of it. but we need perverse, we now need to work out from my standpoint what would be best to help officers out on the street do their job because that's my main focus. rank and file need to know and

understand that. so everything is crystal clear as can be. i know there is no perfect policy. we will all have our opinions but we are adults and can agree to disagree but we're working towards the same common goal of getting the bestpolicy out therefor our members , then that's what we want and i believe that's what our members want . >> can i ask a request. the new 3.1 gives the option to have officers actually comment on our proposed policies. i think it willbe helpful if the members utilize that function . currently with respect to the pretext stop we've received two comments from officers regarding the proposed policy so i'd welcome membership to participate in this function which allows them to go to the police commission website and voice their concerns and or

suggestions and or edits to our policy. and perhaps i think that would be helpful because i personally have gone out to district stations and have asked specifically to officers what is it that you need or how do we make policies clearer and often times there isn't a response so i assume that we would probably get a lot more responses if there was some form of anonymity or ability to do itonline. to convey their concerns and their suggestions to our policy . >> i totally agree with you about the email blast when the written directives get out about voicingyour concerns and it is on the members to speak up . like we always used to say if you don't speak up nobody's ever going to know. you can send it to me. you can send itto the apartment but you need to get it out there . so basically speak up because

you have a right to complain if you're not saying anything none of us are mindreaders . i can't read 2000 members minds what's on theirmind so i need a little help and a little help is meeting me halfway about voicing what it is you don't like, what it is you do like and what it is you want to be changed . >> thank you for that and i'm going to turn it over to my fellowcommissioners, commissioner yanez.>> thank you vice president elias . one of the questions i have is around wellness . obviously officers state of mind, their well-being isvery important . the chief a to and maybe that's on the phone. we know that obviously more access spaces we can create or spaces to process, to share

suggestions, toshare solutions. sometimes just having those spaces is beneficial . are there plans to offer more of theseopportunities ? one thing that comes to mind is after there's an officer involvedshooting there's a debrief group . i don't know whether there's formal counseling but the more we promote the fact that having folks who are exposed to armed dramatic situations it's going to have an impact on their well-being and the more we can alleviate them all that kind of vicarious impact of the work the easier it will be for them to go back into the field and feel supported. feel held especially after the presentationthe chief just a . it sounds likethere's almost a request , i desire for places to process and places to be able to give their suggestion. are there thingsin the works that are in addition to what the chief already mentioned ?

>> the department does have a wellness program. which is spearheaded really by deputy chief kellerman. we actually brought in a spiritual healer and the group that i lead, housing unit, we participated in this and we had an hour a week with the person where we did yoga. we did readings. so you're trying to tap into the very things you just said and then the department was able to spearhead this as a whole and now offers this wellness programfor officers to participate in . some people do. some people you've got to drag.

it's new age. maybe they're not down by at least they put it forward to officers but like you said, usually ourbehavioral science unit, one of the best in the nation . we leading the nation and having people who can kind of talk to officers. doctor joel says he usually leaves the debriefing. one of the last really critical instances i had when i was out in the field was the murder suicide of a father and his nine-year-old son .that's a traumatic incident. i didn't want to see that no one wants to see a child murdered. but it happens and we have to deal with that because we still have calls packed up so we had to go respond. we still had to put on our game face and be able to go out there and respond to the needs of the community. it was hard but having doctor

fay come out and bsu come out and talk us through it is getting us over because i've known many people unfortunately in this profession whohaven't been able to do that . we just lost a young man who was with us for seven years who took his own life. that's very tragic and hard. we don't want to see that happen but unfortunately it does happen so having these programs in place to help is out there, we just want to get everyone before they get to that point . the department is doingwhat they can. we're doing what we can and hopefully people will take advantage of . >> thank you for sharing that and what we could do is try to help promote and make sure other departments are contributing tocreating more of these spaces . it is not always going to be traditional therapy but i really am glad thatyou are looking at these other avenues for support . and lastly i will completely resoundingly underscore the point that you made around the

workforce that would love to live in san francisco but cannot afford to live here. and how can we make these jobs appealing to folks at either are already living here or how can we support them in coownership ? one of the things i walked away with after going on a sojourn trip was those officers that live in san francisco have additional in the game and they are perceived differently because the community sees them both in and out of uniform. their message fromthose officers goes a long way . amessage of i'm not working but i'm still going to give you advice . i would love for us to look at how we can really ties with locally and what we can do as a city to support officers in obtaining polar ship because that is an invaluable resource

that we could be providingor that we can help them work towards .so please let us know how we could be of support officers are doing work andwhat we can do is try to make their lives a little bit easier . by making sure we are paying attention to their needs . >> thank you commissioner. commissioner carter-oberstone. >> thank you for sharing your thoughts on this important issue. just do things for me. one comment and onequestion . i like to pick up where you left off with vice president elias about getting input directly from officers because this is something i feel strongly about . i was just at central station a couple of weeks ago talking about this and obviously what i said to the officers is

obviously it's our job to set policy for the department and do not just do it in a way that states our values, our goals and a high level but to do it in a way that makes those values at least concrete and can get directions officers in the field of course caused by design none of us have any experience actually doing police work. not just welcome but that we get input directly from officers who can especially make comments around feasibility and implementation and have areal-world experience . that will inform policy so that actually works out there in the real world. so i understand officers are very busy week are actual jobs so i would love to continue the conversation around ways to make it easier, more streamlined for officers to participate in their policymaking process especially early on so we can detach things early on in the process versus at the tail end.

but if you want to take a beat on that i can also cause or ask some questions. >> you don't have toask questions . i'm nodding in agreement. >> all good. you mentioned earlier in your remarks the issue of the department competing with neighboring departments over the same pool of potential candidates. i brought up at the last meeting i want to agonize for future commission meetingsthe issue of recruitment of women officers . and i think there's just a ton of research showing the really great outcomes women officers get in the field but will one related thing is the idea of alternative pipelines for

recruitment. because we are competing over the same smaller perhaps shrinking pool of candidates. i wonder if you have thoughts on whether we should be expanding our scope of who we consider as a potential cadet. who would make a potentially good police officer as a way to improve our hiring generally also just connected to the issue ofincreasing the percentage of women officers in the department . >> as you know i was born and raised in san francisco. my first job at the city was as a wreck director i was a junior wreck with parks and rec and through that, i was into me a lot of officers who ended up coaching from the police activities league. doing all sorts of things. so there's a pipeline i think for this and that maybe some

other city workers and other jobs and we had people lose work, juvenile probation become police officers (wreck become police officers. i think the pipeline is there to look at other avenues. people in this job and yes, definitely blowing up in the western tradition. i'm sorry i have to post directorand i've known paul . i have a prompicture, i still got it on my phone . this disconnection is your talking about to the city. weird to see kids who grew up and up in public service. so through the program funds is another way. through our program is another way to make that connection . you know, women, yes.

i'd love to speak for women in the apartment because i do think we bring a unique perspective to this job and how we dealwith people in the community . that would be great . but like commissioner yanez says we're not the only ones struggling about having people working in the city. nurses, firefighters, teachers and all the public sectorjobs . public safety jobs are struggling becausewe love albacore through the people here in the city . i mean, i love to talk more to you about this because i think always that we can of our game and try people intothis job . to recruit more women, to recruit more homegrown. the department has raised made great strides to get more in san francisco. more minorities, more women but still not enough. me so much more. so hopefully we can get there.

but it's a worthwhile conversation to have. i look forward to just talking more with you with everyone on the commission how we can do that because we want people to do this job. it's very rewarding your helping people and there's no greater reward andhelping another human being . >> i don't appreciate you putting my business out there like that . >> stop. >> maybe if we had more prom pictures could be like some of the pipeline we couldrecruit. i think there's still around on mission .>> don't tempt me out.>> let me stop talking. >> nighttime in on that? >> did you have apicture do you want to give ? >> know, i just wanted to say

that question from commissioner carter-oberstone. it's definitely great to work with him on this issue. don't know if anybody else is on the commission i want to say tolieutenant mcrae and others . when i first got here in 2018 and really was about increasing our recruitment, trying to remove some of the known barriers to hiring more women in job and they really did future deputy chief priority was a part of that along with the time deputy chief and i'm having a brain state. it was deputy commander maddox at the time. along with rank-and-file but i have to say this . they were able to identify barriers that we were able to

work through and eliminate. working with dhr and with our recruitment people including increasing our ability for people to have access. to working out with our recruitment units so they can be prepared for the job. they helped design a recruitment poster that came from them, i did several iterations of that. there's a lot more we can do and definitely commissioner i seethat you have an interest in this we love to work with you on that . we have the apartments come in a couple of years ago and they commissioned a report on internal career pipeline type of analysis of opportunities for women with a lot of recommendations and i can share with you because there are a lot of recommendations we have and i submit some in process but there's a lot there. so definitely i'd love to work

with you andcontinue to work with lieutenant mcrae but there's alot to be done and we can do a lot more as tracy said . >> thank you chief, i would welcome that . the report has a lot of corners and highlight on my desk. >> thank you. >> i think we have another with lieutenant williams on theline . >> i'll bringlieutenant williams on in just a moment . lieutenant williams, are you there? >> yes i am. >> thank you commissioners for inviting the officers into this session. the san francisco voice departments more out issue has

very been a major concern for our association . over the past 6 to 7 years. as we see morale is at an all-time low with the officers and we think and believe it is based on the fact that our officers don't feel like their value and overworked due to the currentstaffing deficiency . with officers who are compliant with the demands to work on their off days, there met with resistance from their supervisors there that late to work or they take off another day to do to 50. some supervisors even went as far according to some of our members to write them up and even reports the doctors note. this is perceived as being little to no appreciation for the efforts to try and support the department. in these very difficult times. officers are still seeing and

experiencing inconsistencies and disparities in the process so the rules policies and procedures are applied to the discretion of the supervisors and the standards are inconsistent so once again inconsistencies are creating more owl issues because some workharder than others . some are supervisor monitored more than others. the appraisal processis virtually nonexistent . every six months about our new policy generated. we should have a performance appraisal what's happening is rather than the performance appraisals being based on culturalalignments and physical high standards , it should be also based on community policing goals.

we should be encouraging and trading and encouraging our officers about the importance of career development and this is a way for us to support a succession plan which would be forthe future . when reformers roll out the question is asked by many members , some who have left our apartment is whether or not this was trulybefore . the cause when we asked for reform it was based on strained relationships with black community and other minorities. the last round of promotions includes a black man orwoman . it's systematically excluded us, the only person promoted in the last five years was the now retired commander to see for. and he was compelled to leave

his apartment into the blatant disregard for what he felt he needed to do to make him self and put himself in a position to be able to sell rather quickly in this department he was the most training, most experienced and most dedicated . 31 years of dedicated police service and he was respected by his peers and also people who were his immediate supervisors this is another reason for lowbrow because people feel it steve for which ice is a sydney doctor before can't get is not doable so why should they try. we have many members, minorities, women who could take promotional exams within thisdepartment but they don't want to do it . because they don't feel it's going to two what they really wouldn't have liked .

promoted to the command staff with simple high school education yet there's still talk amongst members who are having more out issues about the nepotism, the cronyism, the checkered past the people who are in high positions and these types of things are what creates conflict and misunderstanding and our officers are cold these are the brightest people within the department. but does this all truly represent reform? we have fought to make a positive difference which we thought would occur with reform but to some extent it seems like it's turned to the worst nightmare becausemorale is so real low . this is the largest command staff in the history of the

department yet where lacking balance . where is the equity? equity equals access to our minority officers currently have no access and two are marginalized communities that are affected by the delivery of service we get to them. so subsequently we have officers leaving the money, the benefits and pay is but to these officers who have left and to at least 10 to 15 officers who have spoken to me about this plan to leave. people want to be valued. if you look around the apartment you see underrepresented within management if you're not catching what i'm saying , it seems like it's an intentional or maybe it's unintentional but there is definitely an underrepresentation of black and brown officers in our department which was supposed

to be addressed to doj 59.1. and we're still not seated at the table. often times when the sessions occur about issues such as morale or issues about working conditions. and really the officers suggestion has made numerous contributions as have many of our black officers and they feel that it's not being recognized orappreciated . the department has a women's history month old and the police headquarters they invited other women to the panel who are representing the management of this department . they spoke about their journeys in law enforcement but the most insulting thing there was there was not one black female manager even though there are some who still are working and active such as myself but we

were not a voice heard atthat table . and that is an issue. that creates morale problems. when you're not believing you are an important integral part of an organization that you work and dedicate your life to. we have been systematically disrespected parts along by this department is perceived by many of our junior officers at sfpd is more of a form at times in their side and this is why they're looking to other areas and other fields or employment. some of them are even going to school in order to completely leave the law enforcement provision. and that is of great concern to us who are in leadership. and we are at this point i have

to say that it seems at some point in time this department needs to really reevaluate what we're doing. the atmospheric pressure has risen to a level that we have to do something and it can be a bandage approach. training has gone to where it can go.now there has to be something a little bit different. maybe we need to consider some listening sessions because right now, it's almost like talking about the morale issue is a moot point. it's all, and insulting because we have been talking about this for quite some time and here we are in the 11thhour still trying to address the issue of lowbrow . and this institution we hope can help usto fix it .

thank you lieutenant williams. fellow commissioners do you have any questions or comments for lieutenantwilliams? commissioners . >> i just wanted to thank lieutenant williams for her advocacy on these issues and that the commission to take up the offer of the listening sessions and i amencouraged . she's got lieutenant williams and mcrae. it seems like a common theme that we're getting is there is not communication whether it's to the commission or to command staff. there have been talks about suggestion boxes, listening sessions and i think all parties should get together on gradedapproach to address those issues .

>> thank you williams for providing feedback. i believe there's one more group, the filipino officers. where excited, is there any other. >> no one else has checked in. form the paper. >> i want to againthank everyone for participating in this valuable discussion . >> if you like to make a comment regarding the apartments more how presentation or the paid group presentations please dialá3 no . good eveningcaller, you have to miss . >> speaker: i want you to listenintently to what i'm

saying . you don't want the dirty clothes in the manner that you've done. the words that will help you to bring about change is upliftin . ones who know the etymology of the uplifting, you will reduce your implicit bias . once presentation was given, one commissioner asked about 15 questions and now the commissioner askedabout five questions . another commissioner started with two comments but ended up with fivecomments . if you want the police force to

trust you, it's a bit too late. out of the 2000 that supposed to be there thousand areworking . as you have heard, and another five or six months or 500 may leave. if we are left with 600 or 500 as the force, what can we do? we must uplift one another. stop criticizing and stop having implicit bias. i'm not afraid of the poa. i've gone there many times.

i've known so many.i've known going back 15 police chiefs including the present police chief. i knew the present police chief ... >> and commissioner elias, that is the end ofpublic comment . >> thank yousergeant, next item please . >> line item 6, public comment on all matters pertaining to item 8 below, closed session including public comment on items seven whetherto hold i am in closed session . >> if you would like to make public comment pleasedialá3 at this time .

... there is no public comment. >> great, next item please. >> float on whether to hold item 8 in closed session including vote on whether to assert attorney client privilege with regard to item 8 a and 8b, san francisco administrative code67.10 action . >> can we get a vote? commissioner yee and i will second . >> on the vote to go into closed session commissioner benedicto. [roll call vote] you have a

unanimous vote to go into closed session . >> please take us into closed session. >> would you like a five minute intermission between closed session?

. >> secretary: san francisco administrative code section 67.12a, action. >> commissioner: motion not to disclose. >> commissioner: second. >> secretary: on the motion not to disclose, commissioner benedicto. >> commissioner: yes. >> secretary: [roll call]

vice president elias. >> vice president elias: yes. >> secretary: you have six yes votes not to disclose. >> vice president elias: great. adjournment. >> secretary: line item ten, adjournment. >> vice president elias: yes. we need to take public comment real quick. >> we need to go in open session. >> secretary: we are in open session. >> secretary: if you would like to make public comment regarding the nondisclosure items, please press star three. there's no public ccccccccccccc

>> welcome to the chase center arena. you guys feel that? [cheers and applause] >> that's that winning energy. okay. [applause] >> let's give a round of applause for the gold letter warriors for last night's performance. that was amazing! [cheers and applause] >> still confetti on the floor over here. well, welcome to the opportunities for all summer kickoff. we're so happy you're here. i'm your mc, niko romand and i'm a program manager, a partner of opportunities for all. [cheers and applause] >> thank you! and -- >> hi, i'm miracle. i'm a graduate senior from mission high school.