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comment in person when public comment is called during each line item, the public. and appre minutes from the sheriff's department oversight board. regular meeting

use you from voting. you can vote yes or no whether or not you attended the meeting. i did not attend the meeting. so you could you could vote no if you wanted or you could, or the board could excuse you from voting. you just can't abstain. okay. and i'll vote no, because i was not present at the meeting . okay. the motion passes the minutes from the 1st march first 2024 meeting are adopted. thank you. next agenda item calling light. item two. inspector general report. informational item. inspector general wylie will give a report on q1 for the office of the inspector general. good afternoon everyone. afternoon. afternoon. so in my report, some of it may overlap

with the last meeting because i think we've had some members who didn't have the benefit of hearing the last presentation. so in giving you a summary of where the ig's office is to date, beginning, of course, on january 8th, 2024, i personally went through some of the core training classes with the academy class. with the sheriff's department, and also so, well, went through some of those classes, particularly, the classes that involved some use of force, i thought the instruction was very well done from my observations. and i came away impressed with what i saw, we also took a tour of, one of the jail, the downtown jail, that was very educational in terms of just seeing all of the challenges that, the deputy sheriffs are having to deal with

on a daily basis. and we also went through onboarding with the department of police accountability and i want to say right from, right up front that from the day i arrived, the support that i personally have received and that the office of the inspector general has received from the department of police accountability has been tremendous, at all levels of their staff and the support, i also want to thank the staff that is currently working directly with the office of the inspector general, starting with dan lujan, who is just a as we all know, he's tremendous, and anytime i need anything, i can send dan an email and it gets done, but it gets it gets done correctly every single time. and then, of course, marshal kind, who is kind of my right hand

man, i got to tell you, you know, i've been a lawyer for 34 years now. he is one of the most impressive lawyers that i've dealt with in my 34 years, just a tremendous asset. so moving on , now that i've given everyone their accolades, we did two budget presentations. one on january 24th and one on february 14th, public presentation of our budget, we exciting news is we launched the oig website, and it's a website that, of course, is under development, but we are at least out there in on the net giving people access to the oig office, it has links to resources and information, including filing a complaint and we also have a complaint portal on our current website. but we also established, a mission

statement, a value statement and vision statements, for the website, we launched. and this is very exciting. because at the point we launched our new case management system, we had only been in operation for 90 days. and so it is a tremendous accomplishment for us to roll out a new, oig case management system, and i'd say the major it's a major system that optimizes the department's ability to manage and track the work, analyze and report on data, because i think the to me, to be an effective agency, you have to be a data driven agency. it is it is the data that is going to tell us what is really happening. and so i think that the, the, the system that has been rolled out is, is just, it's going to be of tremendous value to the citizens of the city and county of san francisco

. and more importantly, it has a complaint portal. and one of the things that i felt it was important in coming on as the inspector general is, i think, in order to have the kind of accountability that we want to have in the community, you have to have a system that gives people access. and one of the things that this portal does is it gives, the community access. if they have any complaints. and, and to the point where they just have to have internet access in order to make a complaint. and i don't know, in our current society, if you get better access than that, so we're very, very happy to see that. and more importantly, it only costs approximately $60,000. and, you know, when you really look at these case management systems, i've seen case management systems that have cost millions of dollars and have taken years to develop and get up and running. and so i think for us to accomplish this with, $60,000 has been in a, a

tremendous accomplishment. it we also launched, as i said, the oig online complaint system. and we also have with a joint landing page so that if you go to the landing page, it has, these symbols of the department of police accountability and the symbols of the oig so that you can go if you want to make a complaint against the anybody in the sheriff's department, you can go to the oig, symbols, click on it and it takes you directly to our website, which is very easy to operate, we also well, first, i want to thank supervisor walton, on march 21st, supervisor walton invited us to give a, orientation of the

ig's office and where we've been up to this point to the office of audit and to the audit and oversight committee, the board of supervisors, government audit and oversight committee, we were able to present, very similar to the information i'm presenting now to that committee of the board of supervisors. and, i also want to thank president su, who was at that meeting and, after i made the presentation, miss su went to the, podium and gave very supportive, comments for the ig's office. and, president su, we appreciate that, those comments. so after providing what we provided the gao with a overview of our work, and i came away from that meeting feeling that all four members of the board of

supervisors, after hearing that, presentation, i feel like they were very, very supportive of, seeing supporting funding of the oig office because at the end of the day, that is that continues to be our number one priority, because i think in order for the inspector general's office to be successful, we have to be properly funded. and we think that the proposals that we presented to the mayor's budget committee are very, very reasonable. and as i as i've said, on previous occasions, the strategy is to phase in the ig's office and understanding that we're in, unusual circumstances with the current city and county budget in that, everyone is looking at deficits and san francisco is no exception. so we understood that, which is why we adopted the strategy of a phased

in, ig's office. and so, as i say, i think the proposals that we've made are, are very, very reasonable. and i think that there's a lot of support out there. of from different entities that agree with us. we also launched our oig newsletter and will be launching our second newsletter, i believe, next week. we're going to launch the second newsletter, we've heard from some of the people that have viewed the newsletter and gotten very, very positive responses, and it's not a newsletter that's really extensive in terms of volume, but i think the quality and the substance of what we have to say, i think has been very well received. we have set up a new office within the offices of the department of police accountability. and what we're very thrilled about is we have workstations set up and, i mean, we have an office that's that's ready to go, and all we need is

the funding to hire people and on board, staff. so that we can get up and rolling. and i'll just end by, i think public appearances by the inspector general and our office are very important in terms of, making the public aware that we exist, for one. but also, the value that we bring to the city and county of san francisco. and we've since the beginning of march 8th, we celebrated the black. i was the keynote speaker, down in san jose, which i think there's an acknowledgment of the position that's been created and i was asked to be a keynote, give the keynote speech for the black history month program in february. by the city of san jose and the silicon valley naacp, i've also, i was i've

been a panelist on well, i was honored to be a panelist, and asked to speak as legends of the of the black bar. so they brought in, top african american attorneys, with some level of accomplishment and, we had a panel discussion on, what have been some of the keys to our success and, and really, it was a it was an opportunity to talk to younger lawyers that are upcoming and share our experiences with them and hope that we could be of some value as they try to navigate their careers. so i think, programs like that are very important, we also participated in the lunar new year parade, we want to thank the sheriff's department for allowing the ig's office to walk the parade route with the sheriff's department. it was a lot of fun. and, it was, you know, i walked for many years. i

watched the new york, may day parade and never had really been to a parade. and i was like, stunned, i it was more people than i had seen at any event other than a sporting event. so it was it was a great time and it was a good opportunity to interact with the citizens of the city and county of san francisco. so we want to thank the sheriff's department for that opportunity. we've also participated in the sheriff's department women's because this this past month was women's history month, and the sheriff's department put on a fabulous women's history program and brought in women of leadership from around the country. and i was able to talk well, i was able to sit in on some of the sessions and just came away very impressed with the panelists, the quality of the panelists. and, and just listening to some of the challenges that women have had to overcome and, and

continue to fight those struggles and so i thought the program was very, very well done. we also attended the myself and marshal kane and president sue attended the asian american bar association gala, and it was it was another opportunity to, to, have a lot of contact with the asian community and make them aware of the, of our office and, and just it was a lot of fun because there was a lot of good people there. we were also seated at the table with us attorney izzy ramsey. and so it was just it was a great event. and i think that we have to continue to do those kinds of events. and i'm going to end by by, we also think it's important to meet with the leadership of the sheriff's rank and file. and we i had a recent meeting with kim lamba, the president of the sf deputies association. i thought we had a very, very positive

meeting, in terms of our discussions and kind of what our role is as the ig and how we can work together to really make the san francisco sheriff's department one of the best in the country. and so i think that we were all on the same page. and then finally, i participated with dreamkeepers, we've allowed some members of dreamkeepers to utilize some of our office space , and i just happen to be walking down the hall one day, and i saw this young man. i hadn't seen him, so i introduced myself to him and it turned out that he was one of the leaders of the dreamkeepers program, and so i suggested, well, i'm the new ig. i'd love to participate, in your next meeting. so he set it up. and so i was able to, speak to the members of the dreamkeepers, at their community meeting, that next wednesday and had a great discussion with

them, many of them were unaware of the ig's office, and, we had like i said, we had a great discussion about the services that we bring and making them aware of us. and i think that any the more and more we continue to do that, i think the more visible the ig's office will will become. and i think it's important for the communities of the bayview, hunters point, in the mission district. i think it's important for those communities to know that we exist and that the services that we that are available to them from the ig's office. so with that, that's my latest report. thank you. we have any questions or comments? i do. vice president karen, hi, how are you? thank you so much for your presentation. i had a couple comments and i just a follow up question, so i did want to say i had an opportunity to review the case management

software when it was in beta form. and i have to say, it's incredibly impressive, you know, and i think that it's really exciting that we're going to be able to have that now. it's about the budget and getting a data analyst to be able to maximize the use. yes. of all of the work that got put into that case management. and so i'm really excited to see all the information and the patterns will be able to identify and, you know, be able to develop forward thinking solutions. right. you know, so it really excited about that. i, i understand that the i really think the website looks amazing and i'm so happy that it is internet accessible. have we i think this was an issue we had discussed like, you know, a pie in the sky. has there been any thought moving forward at this stage, or, you know, in the future about having self-help kiosks where people can have access that don't have access, whether that's in the public

library or in the self-help sections of the superior courts here, yeah. well, the, the, the main discussion that we've discussed is having a kiosk in the visiting area of the county jail, because, you know, those are generally the folks that, you know, are more likely to have a complaint. and so we think that that's a, a location that, that we've had discussions and, and we'll have further discussions with sheriff miyamoto, about putting a kiosk in that area because, you know, there are times where individuals who may be in custody and may be disinclined to make a complaint. and, and if they have a complaint, they might be more willing to step forward with any complaints they may have by if there's a kiosk in the visiting room, and after they make their complaint, they

can go home instead of into a jail cell. so i think i think there's some thought, because for us, from our perspective, it's really given the public access and increasing the access , and so that that has been the thought and, and again, we didn't really think about a library because we, we just think that, you know, for the purposes of the kiosk, for our purposes, it's really for if anybody has issues with the sheriff's department. and so that's probably a, you know, well, a consideration, a consideration. but i mean, actually when you think about it, they the a library might be less intimidating than, than even the visiting room of, of the, of the jail. so it's something to think about. okay, so i also went to the 30 by 30, women's leadership. yes, event and the panel that i went to was absolutely amazing. it was so powerful and so strong. i have to tell folks, i actually spoke

at the first one, last year, which was a great honor. and those kinds of events, i have to say, it was so. well put together and it was just so empowering and such a joyous event that you know, as somebody that has gone to so many conferences and done leadership trainings and do all those things, it's wonderful to go into that space and feel, you know, like just supported and educated, uplifted, joyful, inspired, to come out of those spaces. so i have to thank the sheriff and everyone and assistant chief carter, who just did a fantastic job. yeah, i it's wonderful to hear that you were there also. i know there was a kind of a it was a large crowd. yeah. and i went after i

was able to get some work done. so i'm very, very happy to hear that you also participated. last question. only question really is. well, i guess not. you've been here now a couple of months, right? yes other than budget. right. because we know budget is crucial. what are some of the challenges that you have seen and what are some potential solutions that you're looking at at this stage? well, so i'm not really one to complain. i'm just like, okay, this is what we have. and so let's just get done what we need to get done. but i am going to complain that i don't even have an administrative assistant, and i'm not going to back off on that, because i think that as an agency, i really shouldn't have to keep my own calendar and, and we really need the assistance, to, to do the kind of work that that we're, we need to do. because recently, i just received a, a list of, of

community based organizations from supervisor walton's office, and it's about 40 different organizations and so i either have to put the work on dan or myself or marshall to send out the greeting letters and to all these organizations and make the initial contacts. and so i, now, aside from that, it's the only complaint i'll have today, outside of that, i think that the reason i'm so impressed with both dan luang and marshall kine is they're like machines. yes. and we're able to get a lot of work done because i have, very impressive people around me. and so i don't really have a lot of complaints about not getting the work done, because i have such a tremendous people around me, but, you know, that puts a lot on them, that, so i think it's

important for us to get funding so that we can onboard, staff so that i'm not putting everything on dan and marshall. and it's also, to me, my perspective is, you know, you have subject matter experts that are here. we're not maximizing the expertise of the current staff. if they've had to just only do their time is being consumed by administrative matters, which we could hire someone that's an expert on that. right. and there are things that, you know, we in order for us to really help the sheriff's department become, a great sheriff's department. and i'm not saying that they're not a great department. i'm saying that every department can improve, but we need to have the time to really analyze what's going on. we need to have be able to collect data, have a data analyst to analyze the data , and i think that when you have those things in place, then you can really start, making the

kinds of suggestions and, and also, one of one of our goals that and we're going to have some further discussions. but one of my goals, after this week is to have at least two town halls, at at least two town halls per month. and because i think it's important for us to now start getting out into the community because i was, and it and the reason i think it's important is because, appearing in front of the dream keepers group and to see so many people who had no idea that we even existed. and so i think it's time now to get out into the community in form of town halls, which is why i asked supervisor walton's office if we could have a list of the cbos to get started with, putting together some town halls and really having a discussion with the community because i think, it's

important to have a tracking system. it's important to keep data, but you also have to listen to the voice of the community, and really respond to what their needs are. and the only way to really do that moment. so i just wanted to lay out for the public, not everyone knows what the 30 by 30 is. so it means having 30% of our law enforcement by 2030, which is not a long, ways away, but having been on the commission on the status of women for 12 years, we had been working on that, all along. so i'm glad to see it improving, especially with junior cadets both men and women. and, women cannot do it alone. we need the buy in of people who are making the policies and still that's predominantly men. so you know, as far as the gao goes, the government, audit and oversight. excellent presentation by you, inspector general wiley, the issue is, if you are to look at that agenda and what was on

their consent calendar for the settlements, that's lots of dollars. so at every opportunity that when i've been running into the mayor, i would remind her we need a budget, and that preventing litigation, even 1 or 2 cases will pay for just the very bare bones budget we're asking for, which is really 50% of what we actually need, and, you know, it's bare bones. i've been doing a lot of work. so on the side and so i don't i try not to burden dan and you and marshall and dan together really powerful. and you know that we talk to each other after hours. so i don't know what's going to happen when, assembly member matt haney's disconnect, legislation might go forward, but, after hours, we're we're all on call and i'm kind of a vampire. so that sort of helps. but i'm very cognizant of you having to travel to the city, to the office. so i try not to call you, you know. oh, no, i don't

mind. in fact, i'm i'm at a conference right now, so i had to drive from sacramento to be here, and i got to drive back to sacramento, tonight to be. and then and then if you look at the outline that i put together for the rest of the calendar, that focuses a lot on community outreach, if you will notice, i've also included the human rights commission doctor, cheryl evans davis is really amazing. she oversees the dreamkeepers program, so i think that the office space is very serendipitous because there's a lot of, kind of cross-pollination and a lot of people who are with the government. and then i think i left an inspector general by a message that one of his childhood friends, the sister of, happened to say hi. and now it's, oh, you know terry wiley, don't you? and so and her brother was formerly on the police commission, so i think with a lot of community advocating for a budget and being the voice and helping us communicate and really want to

thank, member mango for really talking about communication, her expertise, being out there in the community, having polished newsletters to, get the message out. so thank you. yes. so do we have further comments, questions , member bruckner? yes, if i can, through the chair. so it sounds like a consistent theme. budget and human capital. yes so i want to make sure that we continue to put that out there. and i actually only had one comment, and it was more of kind of a housekeeping, as someone who was formerly on the police commission, and i was at the oci commission meeting, when i look at most boards and bodies and commissions, i would want to invite the ig to be on the dais with us. yes. versus actually presenting, i think, in this format, i think has been very common. and very general kind of across the board. but it was something that i was thinking about last meeting, and felt like it was something as we talk about solidarity and going out in community as the ig is out there, we support the ig and the sheriff's department. so i think it would be cool. a corner right

there. it's all his. it's all his. so that was it. do it. thank you, member wechter. yes. well, welcome. thank you, congratulations on the accomplishments and particularly on the website now. and one of the links is review dpa sheriff department reports. and when you click on it, it takes you to reports regarding complaints against police officers. so is that a mistake or is that going to change because it's i think it's important that we make clear in the minds of the public, there's a difference between the police department and the sheriff's department. and they're going to look at this and go look at all this huge number of complaints. but they're not against the sheriff's department. yeah. well that's one of the problems that we have with the fact that we don't have a budget and we are not yet able to, separate completely from the dpa. now, i'm not exactly sure what page you're talking about, and, and i'm sure i've seen it, but, you

know, but i think that one of the problems is that, it's important that despite us not currently having a budget, that the work is still being done. and in this particular case, we have two investigators from the dpa that are actually doing the work of the oig. and so that's why that's why there may be some intersection, with their reports and our reports. but, you know, that's something that we, will rectify in the near future. but at the i think more importantly, the work is being done. and also, i want to ask something that you and i discussed, the article that was in the pleasanton newspaper in which you said you would decide in november whether you were going to be in this position or take the judgeship. and some people in the oversight community have asked me about that. have you corrected that publicly, or made any statements saying that you are not going to accept the

judgeship? well, we do always know that the press does not get things right. yes. okay. and so i think that's where we should start. and what i have said from day one is my commitment is to the city and county of san francisco, and that's my statement today, and that'll be my statement tomorrow. and that's why we're working hard to put the agency together. so does that mean i'm sorry? does that mean you will not accept the judgeship? well, i'm going to be very upfront with you. let us get a budget. okay? i think that's a fair assessment. okay, regarding the budget. so you're asking for six 8124 line investigators and two 8126 senior investigators. yes. and does it look like you will get that? no, no. and what what are the what's the opposition to that? so i think initially that the staffing that we presented

is the staffing that would make us a fully operational, office of the inspector general. but we understand that in our current budget, this current budget cycle, there are huge deficits. and so strategically, we think it's more important to phase in the ig's office. instead of asking for everything all at once. and so we don't anticipate receiving funding to, onboard that many inspectors. but we can get the work done. and phase in the work, with 3 to 4 investigators. so that's what our budget contemplates. so let me also interject. so in discussions with the mayor's office, her anticipation was sharing personnel from the department of police accountability and i really shared with her that that's really not a wise decision, because the department of police

accountability has not missed any statutory deadlines. if we, look at different agencies, oversight agencies, they've missed statutory deadlines. so we don't want to start unraveling the department of police accountability. and furthermore, we are trying to be a little bit more separate. but, you know, marshall is wearing three different hats. dan's wearing three different hats. yes, i step in a lot more than i need to and spend many hours looking doing calendar, looking at community, legislation, policy, and sitting on a past commission where there was actually staff, there were staff that looked at particular policy and, and legislation. i'm drafting, you know, and doing editing all along with the assistance of dan and that is not what i necessarily signed up for. but i can do it. the problem is, if we make it look too easy, we may not get a budget. i mean, i think with the help of marshal dan and, inspector general wiley, we've done more work in a few months

than people would take a year to do. i mean, fresh starting something from scratch. yes. so i think the mayor is softening up a little bit every time i run into her. i impress upon her the importance of having a budget and just even having an administrative assistant would really make a difference. right. and that's why i want to, increase my public, i want to be out there much more with the public and garner the support of the public. so in one, one group that i one important group that i left out, that we met with was the san francisco latino task force. and i had a great meeting with them. and, you know, they had a lot of concerns that they expressed. and but i think that the more we do, the more interaction we have with community groups and just the public in general, i think it can generate some momentum to, for our, our, office to be

supported. yeah, i am concerned that you have adequate investigative staffing because i know that a new agency can become overwhelmed with an increased number of complaints and that can be a morale problem for the investigators. there can cause them to leave, you very quickly fall behind, and you're not going to meet those statutory deadlines. so that's why i think there has to be a significant emphasis on, from the very outset, getting a clear understanding that this is the minimum investigative staff you're going to need to perform effectively and, and, a source of support you can have for that are people from naco, from the oversight community, people who've been doing this work for decades in different agencies as, in different models who can talk about the need for minimum staffing and adequate resources and funding, is one of the 13, key factors in the for the

success of an oversight entity on the naco website, and i think you can get letters of support from those practitioners in fact, there's a research article that's going to be coming out sometime this year that studies budgets and staffing for oversight agencies. that could be a very useful, objective, empirical source of, of evidence. i'd love to see that for this. and if you contact i can't it hasn't been released yet. but if you contact cameron mcelhaney, the executive director of naco, who knows more than anyone else about what's going on with oversight agencies around the country and about the resources and staffing and funding they need. she can, i think, give you a lot of useful information and put you in touch with people who potentially can write the letters of support, perhaps call. well, i guess they can't call into the meetings, but write in to the board of supervisors emphasizing why you need this, these this

investigative staff. you know, i agree that could be a very helpful strategy. i just want to add, yeah, i just i want to make sure that we're moving along because we have some reports and i want to recognize a member of mango. oh, yeah. yeah. no, i just wanted to, restate what inspector wiley had said. he's a person of one. and i think until he has this appropriate staff needed to help him do his work, we got to maybe. maybe we as a board can help bring that support, you know. so yeah, i think it's more important for, you know, local support. we do have community, and then one thing that we, we haven't addressed, and that's what something on on hold right now is the charter. so we had the staffing based on the number of sworn deputies. but as we know, the population has increased by 50. so i'm not saying that we're going to have a barrage of complaints, but anytime you have an increase in population, we can have an expectation of more

complaints. whether they're justified or not is, you know, to be seen. but that's another issue, right. and i will tell the board that we are also trying to look at some of the data because another concern that we have is the increase in the number of inmates at the san bruno jails and the lack of increased staffing with the sheriff's department. so, ken lambda just sent me a sleep and wellness study that they did of about 200 deputies. and so, you know, we have some concerns about, their having proper staffing, and how the lack of proper staffing can impact the quality of the work that they're doing at the jail, and which ultimately can impact the services that inmates are receiving. so it it's things like that that i think is part of our role as the ig to raise, that we also think that there's

there should probably be some, some increased staffing to meet the demands of the increase in inmates and, and there's a whole new pod that are that, i think the level of services that that pod is receiving, probably should be improved, but it's very difficult to do when you don't have the staffing. thank you. and that's why we have today's presentation. owens. yes. so, any other further comments or questions, i just want to say thank you for all the hard work and keep up the good work. thank you. member palmer. it's good to see you on the job. all right. glad to see you, too. thank you, so with that, i will proceed to the next or have public comments on this agenda item for members of the public would like to make public

comment on line. item two. inspector general report. please approach the podium when it is free. mr. phil, new system. nice. great as long as we know that, no matter what, everybody's going to have to go back to school. whoever, whatever the budget you need for this new agency. where does this budget come from? because it's going to make a big difference on the data. you collect. the data can be, let's say, reliable. if you don't know exactly where the budget come from, you understand. so it's always the same question as always making sure that any conflict of interest is made clear for anything. it's serious business because you make what you want with your data. so how do you know there it's accurate?

go back to the source who finance you. it's basic. don't beat around the bush. you know it's a lot of talk blah blah blah. know what's your goal. yeah thank you. good afternoon. since we were talking or the oig was talking about systems, it's a good time. that handout that you received already is a data system collection. it's called sherlock. good afternoon. oig and sheriff's oversight board. some of you know me. for the others who don't. my name is chris klein, and some of you know that i have over 25 years of investigating high tech crimes. this week, i have been at multiple public hearings to include the board of supervisors, health commission, and the disability and aging commission. someone i won't identify by name, but is an african american and female, used a system called sherlock and other systems to alter the public comments. closed caption in a bad attempt to discredit

me. that is a crime to alter public records. on wednesday night, the same person was on a call labeled as anonymous to influence a decision more favorable to the mayor's office at the sunshine ordinance task force hearing. unfortunately, this person thought it was necessary to place this system on members of this board and senior officials within the sheriff's office. with the system, they can alter data falsely accuse a person of a crime, or attempt to use data to discredit a person, attempt to sabotage or sabotage their job, or alter decisions such as public hearings in court and their favor. i just handed out an email that is being circulated in city hall, read it and act on it. i'm confident that this board and our sheriff are the right persons at the right time to change, to force, change. and i'm not going to lie to you, this happened before in 1978. same thing. people were using systems. so if you're going to use the data collection system, make sure you have credential credentials and oversight. it's really important

because people get a hold of the systems. they can use it in a negative way. thank you, thank you, thank you. all right. so we're ready for oh i'm sorry. there's another okay. welcome. good afternoon. excuse the outfit. i was moving, so, just following up. i'm a service provider in the county jails, and just wanted to give a quick update. same kind of deal. still struggling with lockdowns, it's obviously affecting programs and the hours and the services we're able to give guys. and i know it's an effort that we're all coming together to try to meet, i just wanted to give that and i'm excited for the ig's, you know, arrival and i saw the case management system as well. so looking forward to it. thank you, thank you. sorry. which organization are you with? so i'm from, i'm employed by five keys. i'm a interim co-chair for latino task force's reentry committee and, roadmap to peace

as well. i'm really happy to have you here. thank you so much. glad to see you guys. and i did see sonny schwartz in an event. so we are all collectively wanting to reinstate a lot of the programs. yeah thank you, so on to the next agenda item, dan calling line item three, san francisco sheriff's office sfo presentation, informational item. board member and deputy michael nguyen will present on his recent completion of field training officer certification after member winn's presentation captors captain sanford, chief ramirez and chief jue will present on recruitment academy process and ongoing training, working conditions and deputy safety resources for the physical and mental well-being of sworn law enforcement and the junior deputy program member. nguyen. thank you and congratulations, member nguyen on your accomplishment. good evening, ladies and gentlemen of the sheriff's department

oversight board. thank you for having me on the agenda today. i'd like to share my journey through the field training officer program and what it means to me, my background and becoming a deputy, my path to becoming a deputy started with a passion for public service. i wanted to make a difference in my community, uphold the law and ensure safety for all. after rigorous testing, interviews and background checks, i was accepted into the contra costa county office of the sheriff law enforcement training center. the training was intense physical fitness, legal studies, firearm proficiencies, and more. after graduating from the six month academy, it was a proud moment. after the academy, i started work at the san francisco sheriff's office. i worked in the jails, and then i patrolled the public buildings or the clinics. it was challenging, but

little did i know, the real challenge waited for me during the field training officer program. fto the fto training was a grueling journey. the fto training is where theory meets reality. it's the bridge between the classroom and the streets. my ftos deputy choke, deputy galarza, deputy wacker and deputy ponce were seasoned veterans. they taught me the ropes, but they didn't sugarcoat anything. they would say, this job isn't for everyone, so show me you could do the job. you have one hour to finish this burglary report and hesitation killed the warrior, so don't hesitate. just act. we hit the streets together, patrolled, conducted traffic stops, handled domestic disputes and more. my fto emphasized situational awareness, communication and decision making. the adrenaline

rush going. code three for a man running in the streets with a knife was unforgettable. my hands shook as i approached the man but my fto was calm. presence relaxed. me we discussed tactics, ethics and community relations. i learned that being a deputy isn't about just enforcing the laws. it's about public trust and understanding the community. the late night patrols were eye opening. we dealt with everything from noise complaints to life threatening situations. each call was a learning opportunity. we my fto certification was a milestone. after months of training, evaluations and assessments, i finally received my fto certification. it's more than being certified. it represents a commitment to excellence, integrity, continuous improvement, and the ability to act according to the post standards. it's a badge of honor

worn by those entrusted to patrol the streets of san francisco. it's a responsibility i take seriously to the trainees out there. embrace the process. learn from your ftos, ask questions, and remember mistakes are a part of the growth. in conclusion, the fto training isn't just about tactics and procedures, it's about shaping character, resilience, and dedication. thank you for allowing me to share my journey, and i look forward to answering any questions you may have, any questions or comments from members. thank you so much for all the hard work that you've put in. it's great to have your perspective here on the board and to really kind of highlight the experience that deputies have being out there and, you know, jeopardizing their own safety for the benefit of community. i think that you are an excellent model for other deputies and very proud to be

able to serve on this board with you. so thank you. anybody else? i just i also want to encourage, as we're getting into the realm of, of community, and there's some programs in the fall and, field or faith in blue that assistant chief carter also puts together. you will have an opportunity to learn day to day what deputies do, but also the simulator. and i know vice president carreon has done simulations. so that is very eye opening. so for all those who think that they can see a video and second guess an instantaneous, decision that, our police officers and our deputy sheriffs have to make, you know, you might want to think again. and actually go through the simulation, it's very eye opening, mike poon did the training, and mike's, he's he's done a lot of academics as

well. i think he's also has a degree from harvard, and he says making it through the academy, it's fewer than 5. so that's that's lower than getting into an ivy league college. so you are the elite of the elite. so want to thank you for the service. but it takes just stamina, grit, decision making, and so i hope that all of these programs and, and the presentations that i've put together throughout this year gives people a broader perspective of what goes on in law enforcement. as i publicly stated, oversight doesn't mean just taking complaints. and, you know, talking to the sheriff about complaints. it looks at the well-being of our deputies, our frontline people, to make sure that we can support them. well, because as we know around the country. but but we're focused here is the shortage of staffing. so remember, the next time you're enjoying dinner with family that many of our deputies

are recruited for 16 hour work days, you know, sometimes three days a week, so you can't plan a life around that. so and then some of our deputies live far away, and it's not safe for them to drive after so many hours, and they end up sleeping at the jail. so i want people to really think about that and appreciate that. thank you, member. yes. so. oh, go ahead. yeah. no, i was i was just going to say, i know when i was on the police commission, i got the opportunity to go through the simulator and let's just say i'm supposed to be doing what i'm doing now. yeah, yeah, there was, it was quite interesting. i did a lot of de-escalation, which in certain situations i probably shouldn't have, but just one again, just want to echo the. thanks, but, deputy nguyen, what's one thing you would tell young michael nguyen, coming to the force to be a deputy that, you know, now that maybe you didn't know back then that you would want to share with yourself, the most important thing i would say is, don't give up on yourself. and

don't don't lose faith in yourself, because right when you think you can't get over that hill, you just give it a little bit more energy and you're there. you're on the other side. so don't give up. you know, if you got a goal in mind, work towards it whether you fail or not. just keep going towards it and you'll eventually get there. i appreciate that, member wegner. yes, so can you. i know you've been a deputy for, i think 6 or 7 years now. so where does the training you went through, the certification fall in the typical career of a deputy? is this something that everyone's going through or just those who are going to be doing patrol duties, the fto certification is for people going outside of the jail. so in the field fod field operation division, people that are assigned to, for example, civil, sheriff's patrol unit, units outside of the jail, warrant services, units like that would

have to go through the field training program, to know how to handle calls, because you could get flagged down for a variety of law enforcement, incidents, and you would have to know how to handle it, so the, these, this certification is specifically for field training, out in the field deputies. so i'm familiar with the field training program for police departments. can you describe this, the length, what it involved formal instruction in the field work different shifts, etc. yeah absolutely, so it's very similar, almost identical to the, police. police department's field training program, there's a variety of shifts, day watch swings and, well, actually typically just, for, for me, i speak on myself. it was day watch and swings and, we would work depending on the fto. we work in certain district, mission district. we could go out to the richmond

district, tenderloin, soma, and we would look for crime and we would enforce the law. we also take calls off the board. so people call in to 911. for example, they would call in for a variety of issues and we would take calls off the dispatch board and we would go handle it. and how long was the program? was it all field or was there any classroom instruction, there was a pre-academy. so it was, scenario based. and also in the classroom before you actually went out there to prepare you for the streets and, yeah. so the, the whole entire program, it's approximately three months, but it can get extended if you are, lacking in a certain area. so the extension would be 16 days. and does this mean you're your assignment now will be in field operations bureau rather than in the jails? yeah, i've been out in the sheriff's patrol unit, for a while in the public,

public buildings and doing the, hospital and the fto program was getting improved and getting better and better, recently we had a coordinator, mike lee, and timothy conway, which are doing a phenomenal, phenomenal job at, directing the field training program and making sure it's tip top, so right now i'm in the, spu and i'm still in the spu, i think i go back into the jails in around june, but we'll see. yeah. thank you. you're welcome. thank you. i think before we take public comment, i'd like the rest of the presentation. so with that, i'm going to bring up chief jue to give us a layout of what's coming next. afternoon. members of the board welcome back, mr. palmer, so we're going to do a presentation related to the academy and the training that the deputies have in addition to the wellness program we have and what we're doing in

the jails. so, first present person that's going to come up is captain jamal sanford. he'll be presenting on the training and everything related to the academy in relation to the field training program. welcome, captain sanford. thank you. good afternoon. members of the board, it's my first time being here, so, i appreciate you guys and, you know, support and all the work that you guys are doing, to assist the sheriff's office and the community at large. presentation is up. excellent. i can go to the next page. all right. so i'm only going to present on, what was asked. it was just the recruitment academy process and ongoing training, which will also include some of the information that member nguyen presented, for recruitment, we have two staff members, and, one of them is the most recent addition because we, saw that his expertise in his previous career would enhance what we have for the deputy

sheriff, because a lot of our positions that we have, for our deputy staff, we go, we come into this trying to, you know, to be deputy, our sworn staff member, and we take on, other duties that, we don't have training for necessarily. we do screen and we do interviews for those people, but, it's enhanced when somebody else that has like 30 or 40 years experience, as such as mr. frank skleros does have. and to enhance what, our other member, deputy justin murray, has. so we have one recruitment deputy that is deputy justin murray. he brings his expertise, expertise to recruitment of being an actual deputy sheriff. so that way when he's talking to people, he can explain what the job is and all the ins and outs, deputy, i'm sorry, recruiter, frank skleros. squarcio. was the actual i believe he was the athletic director at sonoma state at one point. he was a coach and he was a recruiter for many colleges. so he brought his recruitment expertise to. and he also came in, got the information he

needed to be up to speed. so that way he can clearly talk to people about, the wonders of being a san francisco, sheriff's office employee. and i do say office employee because he does. we don't just recruit for deputy sheriffs, next slide, events. we do several events. next slide, some examples of plants. we do approximately, and this is on average, including the time during the pandemic where there was a minor, a minor slowdown in events, obviously, for the quarantine. but as soon as we came out, we went back to our our average of about 135, events a year, we do law enforcement academies, because there are a lot of people out there do that are not affiliated with an agency that we go and we talk to them and see, one of the reasons why they're not affiliated to if they're interested in coming to our department and being affiliated with a law enforcement agency, can we go to community colleges? we go to four year colleges and universities. we go to job fairs. particularly we just recently the city had a series of city job fairs that we made sure that we were attended.

thank you. and a really huge i don't know if i can say, shout out during this meeting because of public comment, but i am going to say shout out, to our drs diversity recruitment team because they really been helping us out a lot with being able to enhance the recruitment that we had already, we go to a parades multicultural events and we do, combined, where if you saw the slide before again with our two staff member, it was one it was definitely deputy murray, we recently, separated because dépendre was the one recruitment deputy and the community engagement deputy at the same time, we recently separated that. so where he can focus solely on recruitment and we have another person, director kelvin wu, who is now the director of our community engagement, next. so here are some examples of some of the events we went through in the last couple of months, as you can see, there are colleges and there are the citywide job fair, the one particular at the top. we are, now moving forward with even though it's been about a year, we've been dealing with some of our armed forces.

people, some of the armed forces where, we realized between p three and our army p three and, army pays program where we, are have access to bases where we can recruit, military veterans that will be discharging soon. and so the same thing with the army pays program, where they're within a year of being discharging from the military and are interested in taking a job in law enforcement that we have access to speak to them. so that way, while they're still completing their service, we they can go through the hiring process and by the time they discharge, they will be placed. next slide. same thing this is the recruitment. here are some of our partners. again army pays, our diversity recruitment team p3 office of economic and workforce development, we work with them closely on enhancing again our outreach to people. so that way we can get good quality people in the sheriff's office, this is just another list,

hiring modernization team. they are also another shout out to them who is super helpful with navigating certain things like, enhancing our presence on the air website, helping us navigate smart recruiter, and helping us organize our efforts. so that way we're, example i give is that we are focusing on the places that we get more bang for our buck, and not and eliminated places that are not places where we're getting, the amount of applicants that we want. so if i go to, city college and i get 20 people that apply, then i'm going to keep going to city college. but if i go to csm and i get five people or one person, then i have to tone down how many times i go to csm, next slide, marketing. i don't want to press the budget issue a lot, but marketing, we have no budget

for, and so we come up with little ideas and things that are helpful, we do lean a lot on our, on our partners or things that we already have in place, the bus ad that you see on there was a really struggle to get, and to get the cost down enough to where within our budget that we had, you know, we, we were we were able to get bus ads on, all these photos were taken by us. it was not done by a marketing firm, we leaned on the talents of the people that were already working the department to get good quality photos. and we have, a lot of these photos that are, changed frequently on our website, social media and ad, so on and so forth. you can go to the next slide. so here are some of the things we do, staff, it continues to be the number one resource for our recruiting. word of mouth is always has been. and continues to be how we get a lot of people to come in to the sheriff's office, email

blasts. we email a lot of people. we do a lot of communication, video conferencing. there is a particular program that we tried out, to make sure that we make connection with people. they say in recruiting that seven touches is a good number. and that means that, you know, i'm talking to you. at least i've talked to you at least seven times. so somehow, some way, whether it's through email, text or through visual, places, we recently played with a company called visage where you can make a schedule to talk to directly to one of our recruiters, and they can answer your questions. most of them are frequently asked questions, but it is good for a person to talk specifically about their current situation. so that way that you can, navigate with that person how it would be effective for them to come into the sheriff's office, smart recruiter, obviously, we are navigating around that, because we're new to using the recruitment part of smart recruiter rather than the hiring part of smart recruiter. and other networking platforms there. there's, a couple of

people that we've had, presentations from, there's handshake and things like that, where again, it is another way to communicate with people that are interested in coming to the sheriff's department to answer all the questions, particularly about their situation. next slide, we are currently on social media. we're on most platforms dms, facebook, instagram, twitter, linkedin, so on and so forth. we have had, again strategically placed, billboards, when we when we could with if we had little pockets of money to be able to do those things. and we also work with the whoever's providing that service to keep the cost down extremely low because we don't have. so some of these ads only stay up a month. and that's all we have really. the funding for, banners, if you've, strategically place at 425 seventh street, just so happen to be, strategically, very fortunately placed where it is because coming into the city and going out of the city, right, going towards the bay bridge, the back of the jail is there.

and in those windows we were able to put up, a recruitment, banner that says join our team or your future begins here with contact information. so coming in and going out of san francisco, you will see, hey, you have an opportunity to join our team, radio ads. we've had a couple, during, the playoffs with when the warriors made their run and the niners made their run, we were attached to those where basically there was a 32nd, notification that we were hiring, fliers and cards, which we, we had for decades, which is, again, what our budget has allowed for as long as i've been in the department 24 years, and we've always done that, it's basically just information cards that we pass out during a recruitment events, and then our website. thanks. thank you. now, one of the questions was the academy process and how we get there. so we're skipping past you applying and taking the test. if you're once you're in

the academy, here's the process. once you've been hired and the sheriff says, yes, you're suitable for this department, you have been selected, then the first thing we do, you swear. and i always tell my story because i was hired as a deputy sheriff in august of 2001, and i started the academy, in august of 2001. and my first month of service. we all know what happened on september 11th, 2001, and we were notified that we should be prepared in case there is an emergency in san francisco that we would be deployed at that time, people don't know that, in the san francisco sheriff's office, it is like the movies that you see that the sheriff does deputize you and that if he needs assistance more than what he has , he can deputize you and you would have to act by the law. so we swear people in before they go to the academy. so that way they can be active whenever they're needed in case of emergency arises. obviously we would not put that out in the

field because they don't have any training. they would start in places where they would do stuff like administrative work or something like that. but if it if it came to where it was super catastrophic, then we would be able to deploy them, so you get sworn in. we are one of the few agencies, i believe we might be the only agency that does a two week pre academy, during a pre academy week, we give you the tools that we know that you will experience on a larger scale in the academy. so that way you're not going from no disrespect to grocery clerks, some of our best deputies have been grocery clerk because they have good customer service skills, but, you go from being that clerk to right to, hey, you got to learn about law. and there's a we need a transition period. so two weeks of a transition period where we show you what to expect in the academy. so that way you're not going in there blind, it's been highly successful. i went to one of the first pre academies. it was only a week then. it is now currently two weeks, so that's pre academy. during the academy it differs to the academy. the

state mandates 17 to 20 weeks. it actually mandates our. i'm just guessing that it tells you about what the weeks are. i think the hours are something like 664 hours, and the academy is actually turned out to be 17 weeks, which actually, the information on the next slide. so i don't even know why i'm guessing. next slide please. all right. there we go. 17 to 20 weeks. current academies that we've been using consistently is south bay regional consortium. they have four academies. one at in san mateo, two in san jose and one in seaside. and santa rosa is another academy. we use, and we recently started using alameda county out of the need to, get people that we just hired into an academy quickly because we want them to come out in time to bring down some of this overtime. so those are the three main ones we use, next slide, that was pre academy. the

academy, once you graduate the academy then we, you get your star because you can't we can't give you a star before you come up before you show me your posters, your post certificate, then you get your star, and then we send you, to a training that comes after the academy. some of the post academy training is, for back in the standards of training that they have for correctional officers, you have to go through a core course, a supplemental core course, which is supplemental is this is training that's supplementing the academy training, and that is approximately five weeks in our department, even though it only requires 56 hours. so we give a lot more training, during that time, and, for our internal training, we have, which is similar to the field training program, we also have our jail training program, which is also seven weeks. every deputy sheriff goes through those two first, to the member nguyen's, training. that is something that

specialized, depending on how you get there, we have what they call satellite assignments, which are, five year assignments that you can elect to go into. you, apply for, you're selected, you stay there for a period of about five years, the hospital unit that he's in current is a five year terme and is one of the satellite units. there are some field non satellite units. basically you get also still get selected to go into those units and you that you do need field training in. but everybody gets the core class and the jail training. next slide. ongoing training. we are mandated by law to take a certain amount of training because we all know that sometimes you depending on your assignment, you don't do certain things. so they do want us to make sure that we have a couple of things, which is perishable skill training, professional development training, so on and so forth. so we have two governing bodies that we have to please. one is california post, the other one is the board of state and community corrections. and post

requires that 18 hours of, certain types of training, tactical firearms, drivers training, arresting control, strategic communication, use of force that we have that training 18 hours of that various training depends on on which one you want to that that you choose 18 hours every 24 months. so every two years and in back is yearly, on a fiscal year basis, you have to have 24 hours of advanced officer training is what we call it advanced officer training, where you also can either do a combination of these trainings that we're that we listed here at and other training that, they actually approve. they don't have a set training that you have to give. they just want to see that whatever training you're giving to people that work in a custodial setting, that they look at their they look at it and they approve it and they certify it. if it is certified by them, then that's the training that you can provide. and they will say, we will give you credit for those 24 hours. if you give these trainings that

you told us you were going to give, slide. thank you, then we also have our city and county of san francisco training that we also give, which is the mandated training. we all have to do as, city employees. and that is our discrimination and harassment training, the cyber security training that we all get those emails about saying, please take it. so we can make sure that we're all safe and, professional development training. it is in the msas, which is the managers and supervisors association for the sheriff's office. it is in their contract that we give them a certain amount of hours of professional development training. and, then by our employees, not just necessarily deputy sheriff, but any of our employees that put in a training request. we look at the training and how it is relevant to the sheriff's office or to that person's job scope, and then we approve that training. we send them the training. so if you find some professional development training that you like, then we'll send you to it. there are also some training set that we encourage, like the sherman block leadership

institute, for anybody who wants to be a supervisor or manager, then we encourage them to apply to those. those are specifically selected sheriff signs off and we send you away. next slide. and there was a question about the junior deputy program. so, junior deputy program, i might get a little emotional about this because it's near and dear to my heart. this is my purpose as dealing with youth, so, remember, brichter will, attest to i am a product of youth, youth, community development, i used by one of my first paper jobs. i say paper because my father owned a construction company and i worked in construction. so i was 11 years old when i turned 14. i had to get a real job that came with actual paycheck. and i started at ycd, and i worked, latchkey at the, joseph lee gym, when i was about 14, i read books to kids, so, someone, to go to the

next slide is a nonprofit 500 and 1c3 that the sheriff's office has a letter agreement with. so for support, in that they, give a summer academy. we do mentoring, we do sports camps, the air squadron currently is working with them on flight stuff with, unmanned aerial vehicles or drones, planes themselves, so on and so forth. they take them a lot of field trips. it's a great program, and then they also join us at community events, some of you who were at the women's leadership conference at, seeing three of our junior deputies, that were there, i'm particularly proud to of caitlin. caitlin has a really strong story, she was very, very nervous for months about giving that presentation. and i'm glad that, i'm so proud of her. thank you. that's for saying it. i'm so proud of her, so all the age groups, we are trying to be strategic about the age groups, the junior program try to be

about the age group. so we make sure that they are actually getting the information that they need so they can be leaders wherever they are amongst their peers, it does stuff like leadership training, mentoring, conflict resolution, because we would like them to be able to be peer support at their, whatever schools or in their family, they get first aid training, so on and so forth. and they do get like the baby babysitters training and training because we also bring it up to the fact that it doesn't matter what age you are, if you have a younger sibling and something happens to them, you should be able to help that person until emergency services come. so, it's a really good program that we support. we want to continue to support that program, because we have a lot of good leaders in some of these young men and women, and we want to make sure we bring that out there. they have the right information to do it, other than that, i believe i will turn it unless you have questions for me, i will turn it over to, chief. chief ramirez so he can continue to the presentation. thank you. thank you. i just had a quick question, in the past, what was the tangle out percentage from the academy versus now? i understand that

the classes are smaller now, but more people are getting through the entire academy. that that varies. before i can say this, before, because we're talking about recent years, i can't go back as far as when we used to be. we used to feel academies with 40, 30 or 40 people, in my tenure as the administrative captain, we've sent about approximately 20 per academy until the pandemic. and then it started to dwindle down to like 4 or 5, we're currently increasing that back up. that number is going back up after the pandemic. it's about last academy we sent was about 14 people, the next academy, the next two academy sent eight. so it's slowly but surely climbing again, we have a like 90, 95, graduation rate. normally we only lose maybe one per academy, sometimes none at all, we did have one time where we had an anomaly. i can't even say the

word. i don't even know. i'm trying to say the word, a rare occasion where we had, more than 4 or 5 fell one academy, but either way it goes, the opportunity for that person to go back through, depending on the timeliness of it, we try to put them back through because it might be one minor mistake that they made that they learned from. and then we try to get them back in. great. i hope i answered the question. yep, that's good to hear. okay. yeah. any other questions or comments? member wechter, you mentioned the you have no marketing budget. how does that compare with san francisco police department, let's say surrounding counties. san mateo sheriff's department, are you getting short shrift compared to comparable agencies? it's absolutely a word. did i say that right? yes, on on several scales. right, the amount of people we have doing certain things is not comparable. for instance, you saw, when we when i say that that deputy marin was the recruitment deputy and community engagement deputy, when everybody else has 16 to 20

people doing that type of thing, same thing with the amount of money, i can't i don't know what the actual figure is for what our budget is. i do know that our recruitment budget covers, it doesn't cover what you think it covers. when i say recruitment budget doesn't, that doesn't mean marketing or any of that thing. it means salaries. right? so that means the people that my background investigators , their salaries is in that budget. what we pay dr. to give our test that's in that budget. so it's not the marketing part where i can actually pay a marketing company, you know, however much money it takes to run a full year round ad or multiple ads and multiple different mediums, there's it's zero compared to people who have , you know, 1 to $2 million for, for that. what are the question regarding the perishable skills, the ongoing, does that include

any training on constitutional policing since sheriff's deputies are now doing patrol duties where they will be making stops, searches, arrests and the law changes all the time, is there any updated training, on that? and if so, how much, anytime there is a, an update in the law that affects the things that we do, there is training on that. and it's not just training saying, hey, this law changed. here's a memo. it is training that we have to incorporate it specifically. we know that laws have changed specifically in recent years and use of force, that has been reiterated with specifically talking about the, the law itself for a certain amount of hours and then incorporating how that affects our use of force policy and how how how that changes it. specifically. yes. thank you for a great, thorough presentation on, so you have recently hired

pretty recently a director of development, right. development or or isn't a director of outreach. oh. community engagement. i'm sorry. right. okay, great. so does that person are they also responsible for marketing or do they do something completely different? so how does that work? if we're talking about the director of communications, that person is in charge of what internally is communicated to our staff and what is externally committed to communicate it to the public, that is essential of, the person who is pretty much management of our, our public relations officer and our, our public information officer. yeah. so part of that would be like the website, which is a part of our, some of our recruitment advertising, but it's also the website for the entire sheriff's department where we are currently working on. if we did have the budget is a separate recruitment website, so that way we know and we can definitely 100% get the analytics on where

people are, seeing us and how they're applying to our department. so that way we know we can focus specifically on those areas if we had our own recruitment site, because that would be dedicated completely to recruitment, where people had a space to go to ask their questions and specifically say, hey, i saw you at the women's leadership conference, can i get more information? and that's the key to everything. i think being out there, being visible, i know member brueckner. he's he's out at different events for chinatown youth center. so it was chief jue, i was there and, kelvin wu, it's always great to see the same faces because when it comes to recruitment, there's a comfort level in seeing the same faces. and so for people who might be hesitant to go to the recruitment tent after they see the same faces, it's like, well, they look pretty friendly. i think i'm going to go up and ask some questions. yeah. so that's very heartening. and so i

just want to remind all the members, if you get to go out there, you'll probably find some familiar faces and introduce yourself to some of the deputies or the captains or chiefs who don't know you and kind of work together and kind of get the feedback from the community. and my mantra has been for a long time, you know, good leaders know about their community, but potentially great leaders are immersed in their communities. so thank you very much. any further, member palmer, nice to see you again, i talked once with, the chief about, like, having some type of community, engagement around, like, a softball game between, organizations, nonprofit organizations that do work in the community. that way you can, capitalize off of the people that you're serving there, and then people who may even have an adverse, perceptive of the sheriffs. and we play some softball or some basketball. and

then you are recruiting young minds to, to know, how honorable it is to serve in law enforcement, especially as a sheriff, being that the name sheriff comes from sharif, which means honorable. so you know, implementing that into the neighborhood, sooner rather than later makes the recruiting even easier. and i think it's important that people who live in the community serve the community as sheriffs. not to say anybody who lives outside of san francisco ain't all that great, but we would love to have people who live in the neighborhood, who knows the neighborhood, serve the neighborhood. so what do you think about, you know, and i can help you with that if, you know, let's let's let's let's do it. let's do it, i mean, the angle that we have been taking recently is the sports camps that we have given. we gave a free camp, last year, year before at, at si, it was a free camp for youth. we had a bunch of people, young men from, from peace parks, from the patrol

hill rec center come out to that camp and take advantage of that camp. it was free. i actually gave it. i am a basketball coach, so. and it was wonderful. we do participate in, you know, law enforcement night at the warriors where they do battle of the badges. we do have some times we do play basketball in the community, but yes, definitely 100. let's let's do it, we welcome that type of stuff because those ideas and those type of events, it is hard sometimes to connect with, community leaders to arrange these types of things. unfortunately, my busy schedule, because i do know a lot of people, doesn't doesn't allow me time to go out and put those two things together. for instance, ryan and ross is the president of the san francisco brown bombers. my son played there. i coached there, and, we were i do frequently visit their practices and talk to people, i grew up in bayview-hunters point in potrero hill. so i do have those

connections where i'm able to talk to the community in those two, in that specific, those two specific neighborhoods. but i'm just one person, and we do have a lot of other people. but it's timing to be able to get out there. i, i literally in the six and a half years i've been in this position have, only been out of my office for those important things that i have to go out and do, the flexibility by having director wu in the position he is, he has a little more flexibility to be able to get out and make more of those connections. and that's just a recent position. but but absolutely. my father used to coach the san francisco centers. if anybody remembers who that was, bill marquis. and that's the vision that we're having, is to be able to do somebody in that kind of position, to be able to do stuff like that and make those connections with the community, but yes, i'm gonna take you up on that. all right. that's good. i, i actually had one last question. i wanted to congratulate city administrator carmen chu and dr. director carol eisen. how will the career center help or dovetail with

what you do? the new career center right here on the first floor of city hall. we will take full advantage of it. 100% diversity recruitment team with portia bunton, and her crew. we man it. they are a blessing. that's to our to our department to our recruitment efforts, because again learning right is that is what we needed. that's their job is just to, to recruit the more knowledge we can get from people who do that specifically, the better. they helped us out with presentations is how we should be able to reach out to people they've been reaching out to people for us. they've offered us when there's their day to be in the career center, to be down there with them. so yes, 100% taking advantage of it. and i just have to say, i really happy the poster is still there. i frequent stonestown mall, and now right on the side entrance, you'll see the big poster. and so that's deputy justin murray there, but also it used to be in the food court that it was just alameda county. and i would always call chief gee. i'm like,

chief chiu, what is alameda county doing? trying to rate our people. and so i'm, i'm so glad to see our poster. and it's still there. yeah. i don't know if we want to post in alameda county, but that is a goal. so really quick i just wanted to say thank you, captain sanford, for all that you do and all that you've done in community. and mine's actually really specific. so i actually serve on the board , with the director of dr. and a couple of other directors here in the city and county of san francisco just looking at workforce development. so it's very near and dear to me and just thinking about, okay, while we're getting folks into the academy, we had 14 and we had two sets of eight. i'm also thinking of the influx of individuals that are going to be retiring and probably have been retiring at the rates that folks have, and just really my direct question, because, you know, i love the junior deputy program, is just what what's our relationship or what's the relationship with the department. and sfusd and what does that look like? just because i know pd has sros, so they have people and access to the schools, i'm just thinking

about when i was a young and many, many moons ago and law enforcement would come into the school and have conversations about being, you know, sheriff's deputies and being police officers, just thinking about the basics while we're talking about marketing and dollars that are needed for that. but i think , as member palmer pointed out, being out in community and being able to talk to people who are here who are going to be here and should be serving our city and county, i think is very low hanging fruit. so just i think directly what's kind of the department's relationship, picking off, piggybacking off of some of the things that i've learned from officer johnson over at sfpd who runs operation genesis in his in his spare time, is connecting with because we are partners with him in the youth career academy where they take high school kids and we do a summer program with them, piggybacking off of what he's done for the last couple of years, we have done the same thing. we've reached out to the school district and we've just walked up, and i'm a big, stickler for not telling people what what we have is asking them what they want or what they need first. so that way i can see how

we can work together to accomplish that goal, school safety is a big issue in san francisco, as as i'm, as i'm out there speaking to principals, and other administrative people in the school district, so we're saying, hey, we, you know, just coming out talking and so forth. i particularly myself and some of our other community engagement, team members have been to the, i forget. oh, my god, i'm mr. ruiz, who runs the summer criminal justice program for the school district, we've done three presentations with him. he just emailed me, and i got to email him back, to do it again, we also again, we host the same three days we do for the youth career academy. we will host that for anyone. we've done it with leadership public schools in richmond because the person who runs that program used to be a five keys, teacher. so we will provide those 2 or 3 days of instruction that, that,

president sue also went through, for any anybody we've done, obstacle courses for elementary school kids over at the lower school and over at lorton. we do that anywhere also, and at saint john school, we'll do it at wherever. so we are getting out there, the limited amount of spaces that we have been, oh, stop the bleed. also that we've done with dfe, but the limited amount of time we have out there again is due to time timing to get people out there and staffing what we're trying to do for our deputy sheriffs who are working those 16 hour shifts to give them a change of scenery, a change of scenery. so we offer that as a detailed time for them to be out in the community. so that way they can get a breath of fresh air, one and two. so that way they're not doing the same thing every day. but we do have currently a community engagement team that has approximately six members in it, that are the main people that are. tomorrow we will be at visit valley outdoors over at hertz playground, i will be on the grill. so you, if anybody wants stop by, it'll be between 10 and 2, and we're going to

have a good time. yeah, and you do a mean barbecue. thank you very much. thanks thank you. any any other questions, we'll open up to public comments. i believe . oh. presentation. okay. oh. so, chief or chief for mayor. sorry good to see you, that's a hard one. he's barbecuing. that's a hard one to follow. right. what am i going to do? right. inspector general, members of, dpa. good afternoon, madam president, the board. good afternoon. good to see everyone again. i think last time i saw you, we did some training over at one 2014 street, it was great . i really enjoyed that session and found out why we no longer have homestead ravioli, so following up with some of the things that captain sanford was talking about, do you mind if i try? can you hear me? is that or

do i have to use it? i have to, all right. yes, we'll try it. so we wanted to talk a little bit about, staff safety and wellness, and what i wanted to start with was a personal, story. when i started the department about 27 years ago, on my first day, i had just finished core a couple of weeks, started in jail, i was assigned to the swing watch that night at about, it's about 8:00. i got a call from a supervisor saying. ramirez, you're staying over, 16 hour shift, first day. and usually what we do is we do what's called count, go around, start counting, everyone, make sure everybody's accounted for, and they're where they belong. well, unfortunately, that night, i was in what we call c pod medical facility right over at 45 seventh street. and, my count didn't clear everybody that i had to account for wasn't there. so we looked a little further. and what it was, was somebody was committing, trying to commit suicide. so my partner that

night and i, worked together to, keep that person safe after that shift, i went home. it was about 2:00 in the morning after writing reports, a bunch of other things, tried to go to sleep. after rolling over a couple of times, stared at the ceiling for 4 or 5 hours and said, let me get myself into. first night on job. all right. after a couple of weeks. so since then, what the department has done is really look at this issue of officer safety and wellness and what the rigors of the job, what that does to officers, deputies, both male and female, all age groups. right. and what we've done over the years have developed a couple of different things. one, everything that the department does that's mandated, that's required for safety issues when it comes to training equipment, the facilities themselves, and then what the department, what staff do for themselves. so we have a very robust, very, healthy peer support group. and alongside the peer support

group, members of the unions have also engaged the department in discussions about how we can make wellness better for the department, how we can work together between the labor groups and the department to create better working conditions for staff, and in my presentation, i'm going to talk to you about a couple of things. but what i'd like to show you, really, just to start off, is our peer support group on day one on the job. and this is something that i didn't have in many others. didn't on day one, peer support. right. the department makes sure that peer support gets out to new recruits and does this presentation and make sure that they know that these resources are available to them, so that on the first night on the job, if they have a traumatic event or a situation where they have questions about what happened or how they're feeling, they have somebody available to talk to other than a supervisor or somebody that they may not want to share with, and that you have members of the department that are looking out

for you and providing resources. so i'm going to share with you a little bit of the presentation that they do for our staff, while they're onboarding into the department. next slide please. and a lot of it is they want to know who the peer. they want to make it crystal clear about who the peer support group is, how to get in touch with them. if you need some help, if you need assistance, what the availability is. and these folks are supervisors, deputies that use their own time to really help each other in times of need. so they really make it available to let folks know who they are, where they are, how they're accessible. next slide please. and they really go and talk about what stress, what kind of, stressful factors you're going to start encountering on the job and maybe not right away. some folks after the academy do great. and then a traumatic experience happens along the road. and if you have no one to talk to, they

talk about all the different stress involved. and instead of taking time off or doing something that might be reckless, they have somebody available, a peer that they can talk to. next slide please. talking about stress right i know stress. it's kind of funny. next and one of the things to help folks stress in the academy. they talk about what to expect while they're going through the academy. for some folks it may be a long time before they've had to go to a school environment with all the rigors of, going to school. the athletics, involved shooting. if you've never shot a firearm before. so they try to prepare you for the for the academy and what it's like meeting new people. if you're unfamiliar with the program, if you're afraid of getting hurt, losing your job, being away from home for a lot of folks is the first time they've been away from home for a long period of time. and for some folks that have heavy responsibilities at home to be

away for six months dealing with an academy, it's traumatic. stressful. next slide please. and we talk about how you handle stress. and we really talk to deputies about what are there alternatives out there. what's what are the options out there. next slide please. and we'll go through these quickly. we talk about you know the stress with family exercise going talking to friends making sure you're recreating in between. next slide please. so these are all the things we talk to the deputies about. how do you handle your stress. you know. and we caution them about some of the unhealthy ways especially during the academy turning to alcohol, drinking, going out, partying on. you. got through the week. great. you're still with us. let's go party this weekend. and we tell them be careful with that. right? there's cautionary tales there. a lot of things could go wrong. and we talked to them about healthy alternatives to deal with that stress during the academy. next slide please. right. and for the folks that say, well i don't do anything, i do nothing. well, we encourage them to say, hey, let's get

together and let's go play a little softball or let's go do a sporting event, or let's get together and get to know each other. maybe we need to study for a test coming up. right. but sometimes we don't want you to take on all those stress, all that stress on yourself. right because after a while it builds up. okay next. and then after the academy. right. we talk about things going through the jail training program, going through rafto. congratulations deputy win. good job. thank you. chief all right, that's a whole different type of stress, right? as i go along in my career, how are people going to look at me if i fail this part of the program? right. if i'm not able to accomplish that? so we talk about involuntary overtime and all the extra time that you're going to be at work bouncing around from different shifts. if you've never worked a midnight shift, the impact that has on your life. right, and that it may not be forever, you may do that for a year, and then you may move on to another assignment. so always what's down the road next, please? talk about shift work and overtime.

right. we find that research shows that shift work can be hazardous to your health. right? day in and day out. 16 hours, three times a week. that's difficult. right one of the things that we've done our down rooms, we've talked about that that was one of the things that the union brought to our attention, folks live in sacramento and they're commuting after a 16 hour. it's ridiculous. right. so at county jail one and at county jail three at both campus, there's down rooms where deputies can stay there and sleep and get at least two extra hours of sleep a night when they've been held over for 16 hours, instead of trying to fight traffic for 2 or 3 hours, that 2 or 3 extra hours of sleep on campus seriously makes a huge difference. okay, next slide. all right. these are all the things that we tell the deputies as they're coming in. and we've done this presentations to different groups. we talk about fatigue next. weight gain and diabetes. the impacts that gaining weight can have on your health. next

and a heart attack. right, cardiac conditions next. and we tell the story. we talked to them about your backpack. right the load you're carrying and how at first, when you start in your career, that load may that be too big. but after, a few years in the department and, families of kids, children and other responsibilities, well, that backpack soon looks like this. next slide. right. and you're carrying the weight on your shoulders. and then, god forbid, you promote. right. and then that backpack gets twice as big. and now you're dealing with evaluations and day to day decisions. right decisions that has impacts on your staff and their health and their safety. next slide please. right. we talk about staying connected, spiritually with your community, with yourself, family and friends. and we want people to just be well-rounded and not just about the job. right. that's why community engagement

for us is another way that we're helping, staff deal with wellness. get out into the community, talk to folks. some folks love to work in the jails, and they just want to stay there. and they get very, they get somewhat tunnel vision, right? they get very comfortable sometimes working in the facilities and they forget, you know, the customer service aspect of it. and the greater the greater picture, right, of what the sheriff's office is. next slide. one more please, we keep going. okay. and really it is what's peer support. and i want to leave you with a process where person discusses personal issues with someone that is trained in peer support. and it's that training that i really think sets our peer support, apart from others. it's not just a group of folks that have. i've been through it all. i've seen it all. kid. come here. let me tell you a story. but the folks that lead this group do a lot to go to training. they do a lot of, peer support training. so

they do have a post training under their belt, they work a lot with, eap, so the eap, the, what's it called? employee assistance program. thank you so much. so they work with the employee assistance program often and make sure to make referrals and encourage people to use the eap. in their medical benefits. there's a lot of other, there's all kinds of benefits there that people should take advantage of. so the peer support groups always looking at wellness options to provide for our staff. next slide, a lot of the things that we talk to them about, peer support especially, is that it's rank free, that nobody's going to look at you any different for going for peer support as a matter of fact, as a supervisor, one of the first things that i do when i know deputies been involved in a situation is let me get peer support for you. let's have somebody talk to you about situation, when we have deaths in the department, people that have retired and we haven't seen them in a couple of way, we remember that a few years ago.

there are best friend on the tear, right. that has an impact. so we make sure to get peer support involved and talk to folks when they're going through that situation. loss of a of a former member or a current member, even. next slide please. yep, peer support is super diverse, right? we have a little bit of everything, sometimes i've even gotten a call from peer support and saying, i know you're not peer support, but can you come talk to us? come. come with us to talk to somebody? absolutely not a problem. right, we know you have a very good relationship with so and so would you mind coming with us and you'll see that most supervisors are are quick to say yes. next slide, it's also required under the government code. right. and i think sometimes what happens is you get a very watered down version of what a peer support just because it's a mandate or it's required. and that departments don't pay enough attention to their peer supports. we're lucky here. i know the police department has a very robust

peer support group, as do we, i think even if it wasn't required, the department would be there, supporting our peer support group. next slide please , we use an app on our phones. so all the phones that we issue, our department staff have an application that has a wellness component in it, and you go through there and there's all kinds of different little exercises and little tips, about wellness and what's to be healthy, right, both physically and mentally. so next slide. there it is. there's the employee assistance program. we talk about eap early with staff i didn't know we had eap until i was a lieutenant. right. years and years later after being on night shifts and stuff like that, really there's benefits. i didn't know that. so we want our folks to know right away the minute they're in the department, there are benefits available to you. there's folks that you outside of the department, if you don't want to

talk to somebody here, find you somebody outside of the department that you can go, contact information is there available. it's voluntary, it's confidential. and there used to be this big stigma. well if i call the employee assistance line, are they going to report back to the department? and we make it crystal clear that that's not going to come unless it's a mandate report situation. right a very specific where somebody is going to cause harm to themselves or others. right but regularly we make the referral folks do take advantage of it, along with some of the other benefits, from your health programs, next slide. so it's free next. you go through these fairly quickly. there you go. it's confidential. it's 24 seven 365. it's always available to you. it's culturally competent. it's, folks that have experience dealing with law enforcement officers, so they know the language. they know what we're

up against, and it's. that's it. next slide. the other thing is that it's for everybody. it's for not just for sworn staff, but it's also included for our cadets, our non non-sworn staff also that are going through things, and we make sure that they're available. the other thing that our peer support group does really well is that they provide a cert team, a critical incident response team. if there's been a death in custody, if somebody's been hurt really bad, we have a group that comes out and they help start talking to folks and see how they're feeling and see where their mind's at, they come out to shootings when a deputy severely injured when gunner taken away, child deaths, attacks on staff or unfortunately, when there's a suicide by either a member or family member. next slide. we also have and this has become a little bit bigger. we've always had a chaplaincy program, but it's expanded a little bit. and assistant sheriff carter has actually been very instrumental in having more chaplains join in

the department, it's been good to see them out with us a little bit more. and we've been talking about different programing that we can have with our chaplains and really take advantage of that resource. next we do. they put on things like the family academy and next slide, family academy is great. it's one of the ways that we can invite our family members to come and see what we deal with on a day in and day out, we have a session coming up later on this month. i would invite all of you to come and attend, and go through the family academy so you could see a bunch of the different demonstrations, the walk environments, and what it is that we do, it's kind of a different perspective when peer support puts something on like this. so i hope i hope you all could make it. next slide. right. peer support goes around giving around free books. right. they love to give resource material. i love a cop. it's a very important book for anyone involved in any way with a cop.

i'll definitely keep this book on my bookshelf forever. so they're out there giving you resource material that's available not just for you, for you, but for family members also. next slide please. a couple other books, the emotional survival for law enforcement, i think i think we all have a copy of this on the shelf somewhere. right, it's a quick read. it's very interesting, next. so the other thing is i and the reason why i took so much time with the peer support is just because, we've come such a long way from. here's your keys. you start work. that's who you answer to. good luck on the job. right? to having, good training. like direct supervision. training that that i put you through when we did that previous training, to peer support training. where people know, what the job is going to do to you, going into it. so you're well informed and what you can do about it. and what the resources are available to you. the other thing is the department has a safety analyst. we have a safety officer, when i

was at the projects and planning division, the safety officer was under my chain of command. and one of the things that we did was develop this department's injury and illness prevention program, next slide, please. so the safety analyst officer really looks at conditions in the jail environment, looks at hazards, anything that may be a cal osha violation, that type of thing. and really. provide a recommendations on how to mitigate some of those factors. for example, on the old seventh floor, we used to have an issue with flooding. flooding was something that happened all the time. so what did we do? we went out and we bought a bunch of, of, spill kits and basically what it is, it's a bucket that has a bunch of blankets that super absorb liquids. so if deputies were responding to a to a situation, one of the first things we would do is grab one of those buckets and start throwing blankets on the floor to soak up the excess water, we have those at all the facilities

now, and that came about from a couple of incidents that we had that involved, flooding on the tears. right? flooding in different situations. i actually cringed when you mentioned that because i remember being a prosecutor at, the hall of justice when the flooding happened. and there was human waste. oh, yeah. oh, yeah. that came down and fell all over us. right. so it's not just water you're dealing, right. it's the hazardous material involved. it's right. yeah. it wasn't just a one time deal. no, no, that's, you know, having to destroy uniforms and all this stuff and, you know, it's traumatic, right? yeah. some of that stuff. yeah. and your cases don't stop. so, so that's what the safety analyst officer does. i have, i brought with me just because i wanted to share a couple of items from that. i don't know if i can. is it okay to hand you some material. could you please. here. now, this material will be posted on the website. it is. so what i'm showing you actually is

a, one of our policies. it's our injury and illness prevention program. it used to be a standalone program. so, as you know, standalone programs, what happens to them? they get forgotten, they get overlooked. so instead, what we did with the new lexipol policy platform, what we did was we took it and we created a policy in lexipol. so now it's readily available. it's there all the time. it's very easy to find. and for those required mandated reporting, cal osha incident notes or any other incident, that requires, by law, some type of action, you can easily refer to the 1031 injury and illness prevention program. a couple of things that i wanted to, point out. so under really the purpose of this policy is to establish an ongoing, effective plan to reduce the incidence of injury and illness for members for the san francisco sheriff's office, injury and illness that results in lost time. that requires medical treatment and beyond first aid, right? so day to day, we have a lot of injuries that don't require you

to stay in the hospital, be admitted, that type of thing. but in the event that you are admitted or there's significant injury, we go to the injury and illness prevention program and see what happened. what's going on there, and how do we keep this from happening again. and there are certain things that are required, for example, if you look under 1031 three, you see that we have to post or distribute safety information and just one of the other programs that we have that the sheriff has created is what we call a sync. it's the sheriff's, information network center. and basically what we do from admin is we send out safety bulletins about everything and anything. would you mind? let me get up and move. so if there's anything that we see that's going to be critical or may cause injury or something, that is an officer safety bulletin for a safety issue, we send these out from admin every day that are

reviewed during muster, during what we call briefings, during assemblies, so that people are aware of potential hazards that are out there, we also have what we have, safety and health committee. captain kbb now is the new, chairperson of that committee. and they go through and look at injuries and, and illness, issues that can be avoided. and and provide recommendations on how those items can be improved. and so this policy, which lives in our department lexipol and i believe you guys have access, i think if you don't let me know and we'll make sure that you have any policies that you need. it also talks about inspections. one of the things that we do in the jail every week are weekly inspections. during that time, we go around, if we see if there's anything that's hazardous, members of our engineering department are available to address those issues right there in that. so we're constantly going through our facilities and making sure that we're addressing anything that is going to cause harm. and

let's see next slide please. and what you're looking at here is, one of the gyms that we're building over at four, two, five seventh street for staff as part of our wellness program, working with the unions, they've made some recommendations of what they'd like to see at one of the gyms. county jail two doesn't have a gym right now. they will in a few months, so we're ordering equipment, same equipment that we're ordering, to update the equipment out at san bruno. so they'll have some new spaces that are identified specifically for, staff downtime and so that they can get some exercise while on duty 16 hours a day. no exercise. well, here's an opportunity for them to, you know, take the duty gear off in a safe environment, get a little exercise in before they go back. okay. next slide. and then i just wanted to share with you the other thing, that was asked was about assaults on staff, the

sheriff's criminal investigations unit currently falls under my command, and we have a core group of investigators that deal with all our criminal investigations, anything that the fod guys would bring to our attention or anything that happens in the jails and. we take any assault on a staff as a crime that would happen either in custody or anywhere else. a crime is a crime is a crime. and we assign these cases to our investigator to, file prosecutions and follows prosecutions as far as they can, last year, fiscal year 2223, we had 73 incidents of, assaults on staff. 44 of those cases were referred over to the siu team. there was eight assaults from our field operations division. this was something that happened out in the street somewhere. 36 assaults occurred in the custody

division. of those cases, 39 were booked, for our prosecution by ciu and of those 39, 27 were filed by the da's office. so far this year, we've had, 50, 55 assaults on staff, 49, which have been referred over to the criminal investigations unit 15 assaults from fod, 34 from the custody division. of those, 37 were booked and 28 have been filed by the da's office. and it's standard booking, standard rebooking process. as any other case. okay. any questions, i just wanted to raise something. you know, we were talking about communications in the jail, so giving those incarcerated, tablets and that sort. but that also can become a weapon, knowing that all of our devices have glass and metal. so i think i wanted people just to be a

little bit more aware that anything can be turned into a weapon. absolutely, absolutely, and then one other question about the family support. i think it's so important that you are actually mentioning the families because it is a sacrifice for families of our sworn officers, the late hours, but also just the time to decompress and everything else. so do the families regularly get together or do they have a similar thing like eap that they can call so family members can call eap? they absolutely can. that's why we also invite families to our family academy, and we design that family academy specific for families to come in and experience what their loved one is experiencing. and the other thing is, any time we have a promotional ceremony of any type, the first thing we do is make sure that family is invited right? it's not just for the officer, it's also for the families and the sheriff makes it a point to always thank the families first, right? because

it's with their support that we're able to have deputies go away for six months, study, concentrate, make it through the academy and come back and do the job right. and i think what's alarming, too, is statistics around the country. now that there are retirement suicides are on the rise. and i think, it's hard for someone to know unless someone's been in your shoes. so i think in retirement, the possible isolation or the lack of camaraderie and also that people don't necessarily live in the communities that they serve. they live far away. so there's like further isolation. correct. and studies have shown that children of law enforcement officers highest dropout rates, highest substance abuse rates, it's just a fact, right? we do have studies that show that. so i think the more you bring families in, it helps bring those numbers down. right? it used to be, anecdotal. right. the old, line was that cops live five years after they serve, after they retire. right. it used to be something that people

used to say. they have a five year lifespan. i think with a lot of wellness programs, that's changed. right. and now and that was looking primarily at law enforcement patrol officers. right. and now because of the umbrella of law enforcement being so wide, those stats have changed a little bit too, right? when you include corrections and other type of law enforcement. so we want, you know, much longer lifespans after retirement. and some are coming back under sort of the ambassador programs too, right. the ambassador program, we also have a lot of folks in our department that are coming back. prop f has a lot of, support staff. so yeah, just again, staffing budgets, right, being what they are. so it's funny for us, when we see those folks retire, it's difficult because all that institutional knowledge that leaves. right. and it creates such a vacuum for us, but as the prop f's come back, we have those folks that can take the younger guys and gals and tell them, hey, when i was here, we used to do things this way. luckily for us, some of that new technology coming out,

helps some of the redundancy. we do a lot of things that are, you know, data, data input. right. and we use these systems that are so antiquated. but as we see new technologies coming out, it really helps the minimize the redundancy and put officers in areas where they're better needed. you know, instead of doing admin work, technology is sort of a two edged sword, because i think there used to be a lot more human interaction. so that's sort of a means of support and joy for people that they don't necessarily do anymore. yeah yeah, absolutely. so any questions comments for chief ramirez. yeah, i have a question, i have a comment, i noticed from the first time i was i visited the jail and the last time that there is a better, spirit in the jail with the deputies and those who are residents. i know there are certain populations where i saw them communicate and de-escalation and very respectful talk where before it

was, this is my house, and you're going to do what i say. and if you don't, then you know, i'm going to force it. situation where at this time and in the jails, there's more relaxation. and i see that, the younger ones are maybe not even necessarily the younger ones, but a certain group are even more engaged with, respectful conversations and humanizing language. so they're not is only safer for the deputies because now they're not creating a conflict situation or, or someone you never know what their mental health issue is. then they might want to be revengeful. so it's safety not only physically, but it's emotional safety for everybody involved. and so i just wanted to point that out. i contribute that to when you talk about new technology, it's not just devices, but it's also, mental technology, skill sets that are being applied as well. that's great. no, i appreciate you saying that. thank you. yeah. so appreciate you saying

that. and what i wanted to add to that was, there is, you know, for the group of people who've always been in our department who've always had that, that, that mentality, that's why that's, you know, changed because changing of the guard and it can't i can't even say it's generation because people older are still doing that thing. they've always been there is now they're more present. we recently did, a training for those people who, may or may not have that same mentality was, we was put on by the group called why you why'd you stop me, and it is a very, very really robust program that they do where they dig deep into beliefs and, and things like that. and it gives both sides of perspective, like, hey, this is this is my perspective from you talking to me. and when you stop me. and what is your perspective when you are stopping me? so that way we can meet in the middle. it's like when i'm pulling somebody over on a felony. stop what my

mentality is, what my fears are and my all these different things of like, hey, all of the things that could go wrong because that's how we're trained and that's why we thought, is that okay? i have to anticipate that if i pulled this person over for whatever i'm pulling them over for, that they may harm me, and how do i mitigate that? and how do i talk to that person? and when i get there, i have to. my conversation has to be from the lowest. even though my anxiety is at the highest, and then, you know, and then the person on the other end may be feeling the same way. and i don't know it. i just know i'm just doing my job. so that's a open conversation about that type of stuff. so i just i'm just a really good program that we recently did. we're hoping that we can implement it more as an ongoing training for our staff. so that way, again, those people who do not have that mentality of, hey, conversation and just every day, being the best human being you are and treating people like, like human beings, that will also mitigate the conflict. and we're hoping that we can get people who don't have the mentality, to have that mentality. yeah. you know, i was going to say, you know, my conversations with jeff adachi was is to do psa at traffic

stops because traffic stops, domestic violence calls are some of the most dangerous, for law enforcement. so i wanted things that were in language what to do if you're stopped by a police officer? keep your hands visible. stay calm. don't you know some people are really enthusiastic about reaching for id or registration? but that's scary because, you know, the officer doesn't know if you're reaching for a gun or a weapon. so i'm hoping that down the line we can do in language psa's. the other thing that we find is, believe it or not, body worn cameras, more of our officers have body worn cameras, and they've just learned now that, hey, i'm on camera all the time. everybody's watching what i'm doing. so, you know, i don't i don't have to put on this front of. i'm the tough guy all the time or tough guy or whatever it may be. i just am, you know, and you're going to capture me on camera and you're going to hear what i said, right? so i don't have to, you know, make up a story or it is what it is.

right? and it's all there. so i think that's really had a big impact, too, on how people react to each other and respond to each other, so i'm sorry, vice president. karen, you had something to say? i just had a comment. thank you so much again. it's great to know that you're really addressing secondary trauma and just the reality of it, that things as well as family members are surviving. i did want to make the comment that i would like you to change the nature of anxiety and distress in your report. i think it's problematic, and i'm happy to talk about that, at a different point, but i think it's important to publicly say that because, you know, i think women's bodies and, and, women's bodies and shaming women's bodies happens so often, that i think that if we're doing this as a presentation, then we should be aware of that. so we'll change it. all right. absolutely. no problem. thank you. birx. yeah. and. maybe the color as well too. that was a

little difficult to read. the black on green as well. so thank you for that though. member. carry on. i just had one question, chief, because you kind of brought it up and alluded to it is just can you kind of talk about the monitoring of hours for deputies because, you know, one of the things that you did share was, you know, when deputies have to do a 16 hour shift, can you just share with the public, you know, after they do 16, is it mandatory? eight off? how many can you do in a row? right. because as we're thinking about again, as member palmer shared, as you mentioned, the customer service, like, how do we make sure that we're looking at the hours, making sure that folks aren't zeroing in to be like, hey, nobody wants to work in the jail, so i'm going to work in the jail for 56 hours straight, just what does that look like within within the department. so, a deputy can work 16 hours a day, so no more, right? at 16 hour, we have to cut them loose. no. regardless of if they're involved in an incident where they have to write a report or something like that. when you hit the 16 hour mark, you're

going home. that's it. or you're going to stay in one of the down rooms or something like that. right? but you're off duty after 16. and it used to be that you could be what we call drafted every day of the week, when i first started the job and we were having staff shortages, i remember being drafted four out of five days every week, right? and that went on for 2 or 3 months, now we've made, through some agreement with the unions where you can no longer be drafted. and let me correct. let me check, what are we doing? twice a paper, currently. right now, we made an adjustment to twice, pay period, a pay period or a week. i think it's a week. it's a week, a week. so now you mandatory overtime will be twice a week. so you're you could be compelled to work two 16 hour shifts in one week or four in a pay period. two weeks. now, that doesn't keep staff from working voluntary overtime. so some staff will work double shifts every day of the week. and twice on their days off. we have seen

that that's an extreme case, but we don't cap voluntary overtime unless we see that there is an issue, right. behavior or something going on. and then after discussing with that person and see what's going on or coming to some agreement, we may cap, overtime, but mandatory compelled overtime. it's two shifts a week, total 16 hours per day, or for in a pay period. and the reason why that you have to do the math. and it gets kind of weird because we have so many different tours of duty. we have eight hour shifts, ten hour shifts, 12 hour shifts. so we're constantly looking at how many hours did you work the folks that work 12 hour shifts. we could only compel them to work an additional four right? for a 16. so sometimes when you do that, it's hard to make up the remainder of the shifts with other folks. so but on the flip side, is there a required number of hours of downtime, even if it's voluntary, there's not a or a downtime requirement. but usually we say there has to be an eight hour break in between

duty. that doesn't always happen. right? but the person may be released after 16 hours, but they might decide, hey, i'm going to stay at the facility for an hour or so, go work out or go do something else, and then i'm going to go home right while they're at the facility. does that count? there's always been certain gray areas, right, but usually right now that's our understanding, our agreement with the labor groups, no more than twice. it was three at one point, went down to just two. that was a good question. yeah i mean, i mean, that's sort of data that we would be looking at in the future. how many hours worked and possible discipline of deputies behavior, interactions. so that's why we ask about it. so yeah, i actually believe that that's part of the case manager data that, there's now data points for that. and if, if i may, speaking from experience, first i'll say this a lot of overtime

is financially fiscally i would say irresponsible. just on the taxpayer because overtime costs more than regular time. so if a person is working overtime every day of the week and on his days off, i understand he's trying to get his bread. but what does that do for the taxpayer that has to fit the bill? second is i've seen where our officers, who are not quite as liked, are working overtime in somebody else's part and they'd be like, oh, now the whole the whole culture and the shift of the mood changes. and so looking at, you know, 602, which is like a write up on the officer and being able to use that data to say, well, maybe you do need some time off, or maybe you need some extra training because this the people in this pod right here really don't like when you when you come on shift and you disrupt the culture of that, that pod, so, you know, to her point, to the president's point,

you know, maybe there should be some, required downtime just for you can get your mental health together and relax a little bit and then and come back with a better mindset. i have two questions. does the sheriff's department have an early intervention or early warning system? we well, so i know some departments will use like ia pro and they have a whole early intervention program software that tracks that. we don't have a formal tracking system that has an early intervention. but what i would say is that every supervisor on the line, having been there myself, i understand, we're always keeping tabs on our staff. what's going on with them? what's their situation, why somebody has selig on certain days, every every week, so i think really what happens is those, you know, those front line supervisors become our, our

early intervention group, and they make referrals to eap or send it up to admin and talk to the personnel unit about issues that people are having, and a lot of that is just mentoring, right, supervisors that mentor the younger ones and say, hey, what's going on with you? or what's happening? or i've noticed this or your uniform, you look like a soup sandwich. what's going on with you? right, and sometimes it's those very simple conversations that we use , to get people, to walk straight again. right. it's something as simple as that. but formally, is there software that tracks that? and no, we don't, there may be, what we call a counseling sometimes if somebody did something that needs a corrective action, that counseling process may be used to document some behavior or something out of policy that can be corrected without discipline. has there been any discussion about instituting an early warning or early intervention

system? oh, yeah. i've been part of those conversations right in planning, but they cost money, and they're usually the first thing that doesn't get funded. right. what is the cost for that ? the chief is correct right now. it is a human thing where supervisors are trained to monitor that type of stuff, we are currently we currently do have a contract for a software that would do that because we're trying to move from a manual, handwritten performance appraisal, to an automated software that we currently have a contract with. it is $56,000, we would like to support, to continue that funding. so that way we can actually get it implemented in that particular software does have an early warning intervention. component of it. it also does also have a program that watches out for supervisors when they evaluate people, what, you know, when there's a huge gap between one supervisor evaluating a person versus another so that way we also can keep track that the

mentoring is on point. so yes we do. we have one and we're trying to implement it is has come to a couple of hurdles. it took very long time and very hard work to actually get the money to get the software, we would like to continue that. okay. well, i hope you're able to do that, second question is, given the stress that the mandatory overtime. two, 16 hour shifts a week seems like a tremendous amount and incredibly stressful to me. what effect is the assignment of deputies to patrol duties which deputy nguyen described, what effect does that having on the ability to fill the shifts and perhaps avoid the mandatory 16 hour shifts at the jails. so a lot of that it's happening everywhere. it's not just happening in the jails. it's in our field operations. it's throughout the departments, in our administration. it's everywhere, because we work, business hours monday through friday, right, with weekends off, we're not getting drafted, as much as others. there was a

time, especially during covid, where we were doing some compel drafting across the board. everybody was doing mandatory overtime. but right now, now, we certain places have staffing minimums that have a requirement to be filled. and obviously those are going to get, compelled overtime first. right? then other units that don't have mandatory minimums, if they can go without, they will. but the patrol duties that deputy nguyen described, i think are comparatively new, aren't they? not necessarily. we've been patrolling at the hospital for decades now, so, on the swing watch, if you need a deputy. the day watch deputy is staying behind. i'm referring more to the patrols in downtown and the tenderloin south of market. some of those operations have been staffed, they have a different staffing model than our traditional staffing model. it's a little bit different. so usually right now, if we don't have sufficient staff for a swing shift on that patrol unit, we'd probably go without or we'd

make an adjustment in other patrol areas to cover those those areas. so not very different than what the police department does, right? if they have a task force or something assigned to an area and they can't cover it, well, district picks it up, right. they do a very similar thing. thank you. can i one last question, chief. and you might not know this information, but it's just got my mind. my mind is like now scrambling, especially as i start thinking about overtime. and we talk about the lack of funding. but given the amount of jails in the population that we have in san francisco, what is kind of what is adequate staff of a sheriff's department, like how many deputies are we short in terms of, you know, city, our size, the amount of jails that we have, folks that are housed there like, you know, how the police department says we're supposed to have x amount of police officers because of the amount of people we have in san francisco. and i don't know if you know that off the top of your head, but i'm just well, we have for specifically for the jails. we have what's called our

minimum jail, staffing. we have a matrix of what we recommend is the proper amount. we can provide that to you. we can get you a copy of that. okay. but even then. right. that's a minimum, of course. right. yeah. that's a threshold that means on duty training isn't being done right. that means that when an incident report has to be done, somebody's going to stay over, not necessarily 16 hours, but at least 3 or 4 hours to complete an incident report. right. where if you had additional staff beyond the minimum, you can do some training on, on on watch. you can get reports done and send people home on time. right, if we have to send somebody to the hospital, that means that you've now fallen below minimum because somebody at the hospital. right. we're usually if you had an additional staffing, you know, an optimal staffing level, then you could still be, at minimum, send someone to the hospital. well, i was just saying we had past reporting from chief jue, and so we don't want to compromise any kind of safety, so if you want to keep it quarterly and average, that's fine with us.

and you can send the data to dan. yeah, or through chief jue. either way, it'll get to dan. all right. for alpha mango, do you have any comments or questions? all right, to say thank you. thank you. all right. you know, you almost have enough for a softball team. i know, but we'll take that challenge, and it should stop raining, so i'm ready to get out there. we're having training camp pretty soon. yeah. thank you. so do we have. oh, chief jude, do you have. oh no. you're good. okay. thank you. thank you for organizing time zone right here. i know, i know, i've looked at the time, but i'm like, okay, thank you so much for organizing such a comprehensive presentation, so now we're going to take any public comment. board members, the public would like to make public comment on line item three san francisco

sheriff's presentation. please approach the podium when it is free. thank you guys for that presentation. i'll be very brief. i think we also want to keep in mind to, you know, the culture of the sheriff's department and all policing is just as important as everything else that we're talking about, right. in order to implement these things that we're coming out with, whether it be on the cell phone or, yeah, i heard all the wellness initiatives taking place. so i think that's really, really crucial, across. yeah, all departments. so thank you guys. thank you. okay. next item on the agenda dan calling line item for department of police accountability dpa presentation. marshal kane, chief attorney, will present on the importance of separate criminal and administrative investigations and the safeguards to ensure that one investigation does not

compromise the other. thank you. and i think this is important. so this is our ongoing education without having to spend, budget but appreciate, marshall kane for being here and giving us some constitutional education. good afternoon. board members. i seem to always find myself standing between you and the weekend, welcome back to board member palmer, congratulations. board member win on the, field training certification. thank you, president, sue, vice president karen, this presentation, to put it in context, is responsive to the recent news articles that that this board had identified, relating to the terminations that are reversed many years later, that has justifiably and understandably caused a lot of concerns with this board and with the public. while i can't

speak directly about the cases, given all of the statutory statutory protections of confidentiality under penal code section 830 2.7, as well as the operating agreement that we have with the sheriff in performing this work, i can provide an informational presentation about what are the common issues that have arisen, that have created tremendous, problem with both administrative and criminal investigations and the success of those types of prosecutions, given all of the issues that often make it very difficult to perform these investigations, we certainly don't want procedural defects to, to, cause these investigations to run afoul of seeking the accountability, that these procedures are intended to achieve, in this presentation, i'm going to go over generally, three areas with you, in terms

of the legal framework between administrative investigations and criminal investigations, kind of the minefield it presents for investigators and prosecutors, so we'll cover how indiscriminately commingling evidence between the two investigations can create some catastrophic problems in the criminal investigation. secondly how the overreliance on a criminal outcome, can have on the administrative adjudication. and that's often an imprudent shortcut. and what measures that can be implemented to safeguard against these problems from reoccurring in the future. and that's ultimately, i think, hopefully something that addresses the concerns that i've heard from a number of the board members. how do we prevent the issues that have occurred in the past from reoccurring in the future? so for foundation, let's start off with, what is

generally well understood in the public, and that is criminal investigations. what are criminal investigations? it's an investigation to determine whether evidence about conduct supports criminal charges. it's the uncovering of that evidence develops of that evidence, and then putting it into the context of a criminal prosecution. the standard for that is the highest standard or the standard of proof for that, the highest standard in the legal system beyond a reasonable doubt. under the us constitution, fifth amendment, no person shall be compelled in any criminal case to be a witness against himself and in honor of march women's history month, i amended the constitution, added herself as well. i don't think the drafters were, as gender inclusive as they should have been, that is the fifth amendment right against self-incrimination, against self-incrimination. and

everybody knows what that right is. and based on that right in the landmark case of miranda versus arizona in 1966, the court created some judicially prophylactic protections where individuals under certain circumstances have to be advised of these rights before they're interrogated. namely, there are two, two features that have to be present in order to trigger miranda rights. and that is the person is in custody. and secondly, the person must be subject to an interrogation, an interrogation, meaning that the person is subject to, questions designed to elicit incriminating statements. now most of these features are not present in a criminal investigation and administrative investigation of police officers for particular events. and that is why the california public safety officers procedural bill of rights act, included the admonition in the california

statute government code, section 3303, subsection h, where where an officer is subject to potential criminal charges, they must also be advised of their constitutional rights. we commonly utilize the rights that are prescribed in miranda to satisfy that requirement. lesson less well understood is the world of administrative investigations and what our administrative investigations is. it's to determine whether evidence about conduct supports violations of policies, procedures or rules and laws. this type of investigation uncovers procedural violations and policy violations that do not rise to the level of criminal conduct, the standard for proving this type of violation is a preponderance of the evidence commonly understood in law as more likely than not, or a feather on the scales of justice. public employees are,

subject to being compelled to cooperate, in the case of lybarger versus the city of los angeles, public employees, including all peace officers, are required to participate in an inquiry and are responsive bill for providing cooperative responses to questioning by, the authority conducting the investigation. so in essence, what lybarger and government code section 3303, subsection e, creates. is no right to remain silent for a public employee. so what this creates is two conflicting principles. when there's a criminal investigation , there is always going to be an administrative investigation. if the officer is suspected of committing a crime, he most certainly would have committed an administrative violation. the

reverse doesn't necessarily stand true. many administrative investigations, occur without a criminal investigation because obviously you can violate a procedure, policy or law without filing a criminal law that subjects you to, criminal prosecution. given the rarity of criminal prosecutions in the world of police accountability and the vastness of administrative violations, it is certainly, administrative violations that shape and define , the world of accountability and discipline. however, where there's the possibility of criminal prosecutions, that is the ultimate level of accountability. some additional principles as it relates to compelling a public officer or a peace officer to provide a statement, under lybarger and under 3303, subsection e, is that, if the officer refuses to,

cooperate or provide a statement , that officer is subject to punitive action or discipline, and that's admonition, and that has an intended admonition that the interview and whatever is provided in the interview cannot be used against the officer in a criminal case under spielberger versus santa clara, in 2009, the court had found that by admonishing an officer, when they're subjected to a compelled statement, that their statement cannot be used against them in a criminal case, in effect, that is providing the officer with use immunity. and by creating use immunity, meaning that nothing that the officer says in the administrative investigation can be used in a criminal case, that triggers, that triggers a series of protections, under garrity versus new jersey, where

this really creates a series of problems for the criminal prosecution. is that under, under a use immunity, it extends far beyond just the statements being used against the officer, but also anything that is derived from that statement, any information, any evidence that is, even tangentially related to that statement, becomes inadmissible in a criminal case. and once that occurs, once the administrative investigation, compels a statement, the officer provides a statement, evidence is developed, and, the officer is subject to a criminal prosecution. they can claim, the protections of use immunity, which shifts the burden to the government, to the prosecution, to prove that all of the evidence that it proposes to use

in the criminal case was derived from legitimately independent sources, and that is, in essence, kind of the problems that potentially taints, a criminal prosecution when there is a parallel administrative investigation. so how do you harmonize these two rules for a successful both a criminal prosecution and, and an administrative investigation that leads to administrative, administrative discipline? well, the evidence needs to be scrupulously maintained, documented and quarantined from the two parallel tracks, if that's not done, the prosecution in the criminal case ends up in what we call kastigar hearings, and for those familiar with that process that is putting the prosecution behind the eight ball, it's almost like putting toothpaste back into the tube afterwards. and while it's very rare, it almost, is almost fatal

to most prosecutions, in the high profile case of the killing of freddie gray in baltimore in 2015, there were about a half a dozen police officers that were charged in that prosecution. and because the prosecution in that case used some compelled statements from one of the officers against the other officers, when at last officer was subject to prosecution and all of that information had already been publicly revealed, it becomes almost impossible to separate out all of that evidence from the compelled statement. and while it never got to a kastigar hearing that last officer, after a series of unsuccessful prosecution on the other officers, that officer's case's case was dismissed on the day that they had scheduled to start and conduct the kastigar hearing. so it is certainly it is certainly an area that prosecutors seek to protect

against and avoid. so how do we ensure the, successful prosecution, on the criminal side, as well as administrative investigation and leading to, administrative sustained violation, if it's warranted by the evidence? here's a graphical representation of how the two investigations should run parallel and be structured, to provide the essential information, but also safeguarding against some of the perils that i had previously described, you'll have an incident that leads to both potential criminal charges and, an administrative investigation. criminal investigation must be proven beyond a reasonable doubt. the administrative, an administrative investigation by a preponderance of the evidence. so lower standard of proof.

information can flow. freely from the criminal investigation to the administrative investigation. in fact, it's almost essential that the administrative investigation has all of the evidence uncovered in a criminal investigation, because the criminal investigation is seeking to prove the case by a higher level of standard. and if you have a criminal violation, you will have an administrative violation. however the information should not be flowing both ways. there's a very important firewall feature that is necessary to prevent the information from the administrative investigation, particularly after the compelled interview, from flowing into the criminal investigation, because just the very act of information getting commingled into the criminal investigation following , a live argued statement or a compelled statement, means that the entire pool is tainted from there. it's almost creates the presumption, shifting the burden to the prosecution to show then

how every piece of evidence has a legitimate source. also, as i had mentioned, it is certainly it is certainly commonly used where a criminal conviction is almost, per se an administrative investigation, administrative, violation, and will sustain a, administrative violation. however, i would caution against complete reliance on that criminal investigation or the criminal conviction for the purposes of sustaining a violation, because if there is some sort of defect with that criminal conviction that is discovered later on and that conviction is reversed on appeal, then your entire basis for the administrative violation falls away. so, let's go over some of the safeguards to protect against. all of the problems that i've described. first, i would highly recommend

starting the administrative interviews after the criminal investigation is completed, just so that there is no possibility that that, that there is potential allegations that there is some evidence derived from that compelled administrative investigation. now that potentially is somewhat of a controversial statement, because because it is not always prudent or practical to completely delay those interviews us until the criminal investigation is completed, for the simple reason that many times a criminal investigation and a criminal prosecution can drag on for years, and, and i think many in the oversight community will agree that that is way too long to, to initiate administrative proceedings, for administrative violation, which, which. then

deprives, the aggrieved party of some sort of justice for whatever they're complaining about. and it also, creates this long separation between, the act, the offending act and any sort of accountability, which, is never preferable. i'd also point out that there is no requirement that the administrative investigation start after the criminal investigation starts, but that's just a protective mechanism in place. and government code section 33 04d2e provides for that to happen. provides for the administration, administrative investigation to be delayed until the criminal investigation is completed by tolling the statute of limitations for the completion of the administrative investigation in. it's important to create separate units or divisions conducting the

administrative investigation versus the, criminal investigation. and up until 2014, as it relates to the sheriff's office, both of those units or both of those functions, the administrative function and the criminal investigation function were housed in the same investigative services unit. however given a number of issues that had arisen from that, the investigative services unit in the san francisco sheriff's office split into the internal affairs unit and the criminal investigation unit, which is best practices for any department to have two separate divisions that operate, within in their own lanes of administrative and, criminal investigation, having interagency firewalls. particularly when the

administrative investigation and a criminal investigation are conducted within the same department, is absolutely essential. and i'm happy to have also identified, policies within the san francisco sheriff's office policy set, policy 607 and policy. 1010, particularly. 1010 .5.2 and 607.7, that provides that the administrative investigation and evidence from the administration of administrative investigation does not and is. prohibited from flowing freely into the criminal investigation. the ideal structure is to have a separate agency which we are building right now with the office of the inspector general to perform the administrative investigation. so that there is virtually no risk of that, that evidence getting co-mingled. so long as we have the protective safeguards in place. and lastly,

recommendation seven, the last, recommendation is to fully develop each investigation option such that even if the criminal investigation leads to a criminal conviction, don't rely on that criminal conviction alone for the administrative violation. develop the administrative files action in and of itself, that administrative violation is broader than the criminal case. for the simple reason that you could violate a number of different policies, beyond what is captured by the criminal conviction such that if years down the line, the case gets reviewed, the conviction gets reversed, there is still an independent basis that that will withstand scrutiny, on a on an arbitration appeal, later. thank you. chief client. we may have

to invite you back at the next to the next meeting for questions and discussion and public comment. thank you. due to time, that was so necessary. if only we had great professors like you during law school, it would have been less painful. but i was waiting to hear about fruits of the poisonous tree, i think at this point we will hold off on any kind of questions and make sure we have public comment. although, janet, do we need a motion to continue the other items? no. you can just make an announcement. okay. we will continue, item five and we may have time for items. i don't know, maybe we'll continue. item six as well, so now we'll take general public comment. thank you so much, marshall. thank you. well, you need to do public comment on this item. oh, yes. public comment on this item. for members of the public who would like to make public comment on line item for department of police accountability presentation, please approach the podium when it is free. it

appears we have no public comment, line numbers five and six will be continued to the next meeting. calling line item seven. general public comment. at this time, the public is welcome to address the board for up to two minutes on items that did not. appear on this afternoon's agenda, but are within the subject matter jurisdiction of the sheriff's department oversight board. during public comment, neither personnel nor any board members are required to respond to questions by the public, but may provide a brief response if we. if you would like to make public comment, approach the podium when it is free. as a reminder, you have up to two minutes to give the public comment. there appears to be no public comment calling line item eight adjournment action item. all those in favor? no no. so can i say before we adjourn? yes. just want to give great appreciation to margaret baumgartner. i wish you could do a vulcan mind grip on me so i can learn all of your expertise, you will be sorely

missed. but i know ronnie singh's been a great understudy, and ronnie singh will be taking over for you starting next month, i don't know if you want to come up and tell us and make us jealous of what you're going to do in your retirement. yeah, this is last meeting. thank you. actually taking over us of next week is my last week, so i as of april 13th, which will be my literal 32 year anniversary date. working for the city. i will be retired. so i don't have anything that specific that i'm doing in retirement except a bunch of travel and, things like that. and my husband retired three years ago, and his statement is, the best thing about retirement is simply i don't have to go to work every day. so that's kind of what i'm looking forward to the most, is i get up in the morning, i don't actually have to go to work every day, so i will miss a lot of it. i will miss a lot of you. working on boards is always with boards, has always been, entertaining. i'm curious to see

how the ig's office ends up melding with the sheriff's office. i'm very hopeful, given the staff, that this will be a positive of move forward for, the department and for the city as a whole. so thank you all for your service on this board. and, good luck in the future with my replacement. and hopefully there'll be somebody else that will help ronnie out as well, in the fairly near future, i hope i have my fingers crossed. so thank you, thank you. have fun. happy trails. okay. with anything else, jana, that we should address? we're good. that's it. all right. calling line item eight. adjournment action item. all those in favor? aye, aye. any nays? meeting is adjourned at 4:53 p.m. thank you.

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exhibiting senior art work across the bay for 30 years as part of our traveling exhibit's program. for this exhibits we partnered with the san francisco art's commission galleries and excited show case the array of artist in historic san francisco city hall. >> [inaudible]. call me temperature is unique when we get to do we, meaning myself and the 20 other professional instructors we are working with elders we create long-term reps i can't think of another situation academically where we learn about each other.

and the art part i believe is a launching pad for the relationship building:see myself well. and if i don't try when my mom again. she may beat the hell out of mow if i don't try >> seniors, the population encounters the problem of loneliness and isolation even in a residential community there hen a loss of a spouse. leaving their original home. may be not driving anymore and so for us to be ail to bring the classes and art to those people where hay are and we work with people in all walks of life and circumstances but want to finds the people that are isolated and you know bring the warmth there as much as art skill its personal connection. men their family can't be well for them.

i can be their fell and feel it. >> i don't have nobody. people say, hi, hi. hello but i don't know who they are. but i come here like on a wednesday, thursday and friday. and i enjoy. >> we do annual surveys asking students what our program does for them. 90 plus % say they feel less alone, they feel more engaged. they feel more socially connected the things you hope for in general as we age. right? >> and see when i do this. i am very quiet. i don't have anybody here talking to me or telling me

something because i'm concentrating on had i'm doing and i'm not talking to them. >> not just one, many students were saying the program had absolutely transformational for them. in said it had saved their lives. >> i think it is person to support the program. because i think ida elder communities don't get a lot of space in disability. we want to support this program that is doing incredible work and giving disability and making this program what supports the art and health in different way bunkham art as a way of expression. a way of like socializing and giving artists the opportunity also to make art for the first time, sometimes and we are excited that we can support this

stories and honor their stories through art. we hope the people will feel inspired by the variety and the quality of the creative expressions here and that viewers come, way with a greater appreciation of the richness what elders have to share with us. [music] >> you're watching quick bites, the show that is san francisco. and today you're in for a real treat.

oh, my! food inspired by the mediterranean and middle east with a twist so unique you can only find it in one place in san francisco. we're at the 55th annual armenian festival and bizarre. this is extra special not only because i happen to be armenian, but there is so much delicious food here. and i can't wait to share it with all of you. let's go. armenia, culture and cusine has had much cultural exchanges with its neighbors. today armenian food infuses he flavor from the mediterranean, middle east, and eastern europe. >> this is our 55th year and in san francisco we're the largest armenian food festival and widely recognized as one of the best food festivals in the area. we have vendors that come up from fresno, from los angeles showing off their craft. we really feel like we have something for everyone in the neighborhood and that's really

what it is, is drawing people to see a little bit of our culture and experience what we experience weekend in and weekend out. >> we are behind the scenes now watching the chef at work preparing some delicious armenian kabob. this is a staple in armenian cooking, is that right? >> absolutely, since the beginning of time. our soldiers used to skewer it on the swords. we have a combination of beef and lam and parsley. and every september over 2000 pounds of meat being cooked in three days. >> after all that savory protein, i was ready to check out the fresh veggie options. >> this is armenian cheat sheet. it's tomatos and mint and olive oil. that makes summer food. and what i'm doing is i'm putting some nutmeg. it is kind of like cream

cheese. in armenia when they offer you food, you have to eat it. they would welcome you and food is very important for them. >> in every armenian community we feel like we're a "smallville"age and they come together to put on something like this. what i find really interesting about san francisco is the blends of armenia that come together. once they are here, the way people work together at any age, including our grandmothers, our grandfathers, skewering the meat, it's fun to see. fun to see everybody get together. >> we call it subarek. it's a cheese turn over if you want. we make the dough from scratch. we boil it like you do for la san i can't. >> the amount of love and karin fused in these foods is tremendous. they come in every day to prepare, cook and bake bread, all in preparation for this big festival. >> nobody says no. when you come them, they have

to come tomorrow for the feast. >> what a treat it is to taste a delicious recipe, all made from scratch and passed down through generations. it really makes you appreciate the little things. >> it's one of the best festivals. it's outstanding, a marvelous occasion. >> we're outside checking some of the food to go options. i grabbed myself a ka bob sandwich, all kinds of herbs and spices. i'm going to taste this. looking fantastic. one of the best i've had in a long time. you know it's delicious b i have just enough room for dessert, my favorite part. we're behind the scenes right now watching how all the pastries get made. and we've got a whole array of pastries here. honey and nuts and cinnamon, all kinds of great ingredients. this is amazing. here's another yummy pastry made with filo dough.

oh, my god. really sweet and similar, it's lighter. this is what i like. we have a lovely row here. looks like a very delicious and exciting surprise. i'm going to bite into it. here we go. um. this is great with armenian coffee. now we're making some incredible armenian coffee. >> we buy our coffee, they have the best coffee. they come from armenia, specially made. and would you like to try it? >> i would like to try. >> would you like sugar or no sugar? >> no sugar today. i'm so excited.

really earthy. you can really taste the grain. i think that's what makes it so special. really comes out. i hope you try it. we're having a great time at the armenian festival. we ate, we saw, and we definitely conquered. i don't know about you, but i have to go down to the food. check out our blog for so much more at sf bites at tums abler.com. until next time, may the force be with you. ♪♪ ♪♪ >> first of all, everybody is welcome and we ask two things when they get here. one, that they try something they've never tried before. be it food or be it dancing or doing something. and if they feel like it was worth their while to tell one person and bring that person, that family member, that friend down the street to come with them.

>> we're going to have to do a lot of eating so get ready. >> get ready. and you diet tomorrow. april 10, 2024 the time is 9:01. this meeting is held in person. members of the opinion may attend to bench public comment at the meeting location or calling 1-415-655-0001 and using id, 2660-750-0668 and the password is 1, 2, 3, 4. >> members may address the commission up to 3 minutes purpose item. ensure you near a q