Transcripts For SFGTV Government Access Programming 20240713

That plan the city of San Francisco its own cultural competency training. The population in San Francisco is different from much of california. A cultural training would not be adequate to help provide the Compassionate Care necessary for the population of San Francisco. Second part of comment is related to what came up earlier. I work at a Retail Pharmacy nothing breaks my heart more when they come in to pick up the medication and they dont have the insurance papers. It takes days. They are homeless and they have to leave the pharmacy after 14 hours and dont get medication. They might be without de beat esmedcase and we cant find them to get the updated information. If we find the insurance we cant provide them what they needed. It is almost like the efforts of the Healthcare Providers are almost gone to waste because they dont get the therapy that they need. Than thank you. I am jennifer. I have multiple comments. Regarding cultural competency, i heard statements about linguistic competency. In recent bargaining dph changed the way that they compensate staff when they offer services to clients in the native language. Staff are discouraged from speaking in the native tongues because they are not compensated for it. Staff are told do not speak the Foreign Language unless you are certified that is appalling. Regarding icm. I have to say thank you for talking with staff. When the criteria for step down was developed, it was not developed with any input from staff. If we change the way we do things to expect it to work we should not rely on consultants or those of the administrators we need to talk to those doing the work and touching our clients on a daytoday basis. There was a moment where we mentioned stabilize, adults who do not stabilize. This brings me to the arts. The clients who are users of services in a high way need more care for a long time. This is a severe illness. When beds at the arf are closed we are not able to stabilize people to maintain the stagization. Stabilization. We negotiated with the mayor and came to an agreement about if arf. There are 23 beds vacant and 54 beds lost right now. People are evicted from the man or, from the aurora home and from 54 are evicted, homes are closing with 23 vacant beds and are not allowed to move people. I do know why that is. These people need a home. Thank you. The thing that strikes me as essential pieces to puzzle with 4,000 people is the intensive Case Management. Basically doctor sung said they did not increase capacity for intensive Case Management. Thing whiteled down the waiting list and some could go to other places but they had to increase the caseloads. Doctor bland tells me 4,000 people, 90 dont have intensive Case Management. There is a critical absence of staff. I heard a lot of acronyms and aspirational starts but i didnt hear about when these 4,000 people are going to get taken care of. It sounds like at the rate we are going they are not going to get taken care of unless you get more staff and you really do it. It is very discouraging. Thank you. I have deanna law. I am deanna long i work for the San Francisco Community Clinic Nonprofit Community Health Centers throughout San Francisco. We specialize in providing culturally competent care in different neighborhoods. I just want to call out two things. That doctor bland and could fax mentioned that i was happy to hear. One is emphasis on the Behavioral Health work force. You there are those with an emergency medical bill. Ab1611 would protect these patients against the emergency surprise bill. Thank you. That is all the speakers i have. Is there anyone else who would like to speak on these two items . If not it is in the hands of the commission. If you have a question or comment please identify the presenter to address that comment or question to. I think i dont actually have a question at this point because i think that the initial presentation on the challenges facing our Behavioral Health services was extremely comprehensive. I thank the doctor for taking on the role of the acting director to move forward with as much progress as you have been able to do. I think that the key thing she has laid out and doctor bland identified was not so much the identification of the problems because those now have been very well elicited and certainly the doctor has helped summarize the issues that we are facing especially as you look at the homeless. I think the doctor has broadened that to say and the rest of our population needs a certain amount of support and health. We have heard the issue of cultural competent, the need clearly of language capability, the challenge of being able to actually meet the client. I dont think to say we are not going to say that. Any door wherever would come in and now we are also looking at how we can outreach and try to meet them where they are. I understand that we may go outside the doors to be able to bring them in at whatever location you are with your diagram, for example, but we need the outreach. This has been a very good discussion about how we are facing behavior health. I think the doctor for the next four or five years is saying that we may be looking at a change of even the entire process of both mental and physical health if the States Program about medicaid is actually carried out. Going through a number of hoops yet, but she is warning us again and that fits fairly well with the rest of our presentations this afternoon in terms of all of the possible changes and even the Planning Commission issues of what to do about facilities. I think that only shows the dynamic process that healthcare is undergoing. What i i see is one of the Biggest Challenges to try to answer these needs is really what is it that we are going to be able to have as a work force and it goes back to i think our Health Network was talking about. The real challenge right now is we are going to have all of these ideas, some of which are going to need immediate implementation to help the homeless, to help those who actually also have other Mental Health programs that are not homeless but need the same help because some of them are also on the streets. They are not getting the care they need. How many are not going to be able to be from the Homeless Population in the intensive care they need. Where do we get that . We heard from the Community Consortium they have trouble and we have heard that, i think that is really one of the Biggest Challenges. I understand with the new director of Human Resources we need to identify people or we cant put them in a system and we have to accelerate how we work with identified personnel, potential personnel because they will go elsewhere. The identification of personnel and keeping them going is almost as critical as looking at opening the new hospital or as we were looking at the personnel for management of the epic program. I see that as a lesson that i have gotten today that is a real challenge and how our director is going to be able to work with the different well what opportunities they are going to have. I could ask the director what he view views as a way to move on this and what we might look for in terms of implementing what are very nicely developed and certainly well thought out ideas. I am sorry are you specifically asking about the work force . Yes, we cant identify personnel to carry out the programs that we are working on, we are not really going to move the needle. This is something that is for Michael Brown in the back now, our new hr director i talked with nim within his first hour of starting laying out a plan to focus and recruit on these positions. Going back to your comments, we have a proof of concept with regard to hospital skill. It takes considerable resources to do that, right. If you look at what mayor breed has talked about as increased investments in the work and we need to talk across the different stakeholders including unions and Civil Service to provide incentives for people to come and stay in the work. We have been looking at things to have more opportunity for people to stay, other incentive programs as well. We also need to create a culture of excitement with h. I. V. Having reengaged in the h. I. V. Clinic there. There are people that worked there for years. I think they could get compensated better in other places. They are Mission Driven and inspired. I think many of our Behavioral Health team are committed to that. We need to expand that perspective in our culture that people can be shown to make a difference in that way. It is a combination of focus, data, priorities and making sure that this is a priority and people are supported in moving that forward. I would repeat that. Also, shifting the culture with regard to where we call a difference when we do epic. Many in the room were major contributors. It was a heavy lift, but we did that lift when we addressed the h. I. V. Epidemic, we found a way to do that. Key is those were not issues just one part of the department, right . That was not the only job of a director within the units or section. That was a Department Priority and resources were brought forward to do that to make a difference. This problem didnt happen overnight and we are not going to solve it overnight. As you saw with the Behavioral Health network we are making structural changes to have a road map to go forward starting now and into the near future. One final comment with jeff. In regard to the work force. It is very important that work force be able to not just have the knowledge and the credentials. This is where i think unless we do that we dont reach equity. We cant answer the disparities. Whether it be because of a cultural issue in terms of working with africanamerican communities or with some of our other Foreign Language speaking communities that we are able to also work with that. I know that is the real challenge. It is very important for us to be able to answer the disparity especially for a fairly sizable part of our population. Thank you. I would make a comment that for the first time in many years i have been a part of the system i see a cultural shift in the Government Entities in relationship to the community that we have been serving all of this time. What we need to do is continue that cultural shift in the government and cb o community so that when we deliver what has been presented today that those communities, those cb os and the Department People are invested in and committed to doing the work because without that shift, we will be having this conversation next year and i do not want to have it next year. I want to also suggest that because it was so explicit in doctors presentations we understand where we are going now we have though create resources and will to get there. I thanks you both for the reports that were educational for me as well. Other comments. I would echo that. You have done a very comprehensive job of identifying the population. Of course, the challenges of the work force and the aspects about the population that is so critical. I wonder if you collaborate a little bit how you envision the Behavioral Health services working to the goals. Do you have any targets . I know there are some about how long it takes to house people, what percentage would be housed in certain period of time. That is not part of Mental Health. Are there any new targets you have developed that you think you can reach in the near term . I also notice i think there are 800 people right now working within the Mental Health system. Have you thought about how you u can redeploy these people to the top of their licenses, incorporate remote providers, which is a huge opportunity for us, where you are going with that. Where within the system you expect to find did leadership and creativity to move along in these paths you have outlined . Thanthank you for the questi. I am going to invite doctor sung the invite the second half of the question. I was assigned for two years to complete in survey to make these recommendations. It is important to acknowledge with in the two year timeframe there are many recommendations that our team is working to help the Health Development develop a framework for implementation we wont be present to see them did deployed. With respect to the work force, it is important to come back to the Community Members comment. One of the key investments the mayor agreed to make is to supplement the number of intensive case managers. We have a target and goal. Right now we have one case manager for every 17 clients. When people have complex needs like the 4,000 based on our success in the department, fullservice partnerships is one case manager to every 10 clients that requires more people, more case managers and also resources to recruit and retain. In thinking about the outcomes i have been pleased with the support and collaboration with the Deputy Director of support services looking at developing clear outcomes for the intensive Case Management services across the board. As pointed out earlier the system has been very closely focused on compliance and regulatory measures which are process measures. We are now taking the shift to ask the difficult questions about what where the actual outcomes associated with the interventions. We think about care coordination and particularly for intensive Case Management, what is happening with Housing Status . How much do they spend time in jail . Are they engaged in meaningful activity . Are they engaged in physical and Mental Healthcare consistently . The baseline measures. We are pleased to have the partnership to assess the Case Management services at that level. I would like doctor sung to respond to the second half of the question. Thank you for the question. I think the question was redeploying staff . Yes, because we have to meet the needs of the changes moving forward. How do we deploy them . What will it lookalikes . We need to fill the current positions. That is one of the challenges. We prioritize this and i appreciate the partnership as well. Thinking about what is it going to take to hire staff and keep staff . What they see is you know what happens when you change staff, there is a loss of connection with clients. They have to learn. They get burned out if you have a one to 17 caseloads and they leave again. It is a cycle. The shifting will have to happen at the same time. Does that make sense . Thank you. Thanthank you, doctor sung fr your Service Today and as we go forward. Would you like to economic in . I would like to know the commission has lost quorum. This is an informational session. Would you like to check in about if rest of the agenda . Yes, we have two other items the Fourth Quarter report and the office of compliance and private seize annual update. I would request that we move those to a meeting in the future. I am making that request to my colleagues up here. If there is no objection we will do that and i will have mark schedule it for us. I agree. We have agreement. We will move those items to a future meeting. You can consider adjournment at this point. You are unable to vote because you are not a full body so the meeting is adjourned. Good night. I want to thank all of our partners here today, city around county, Mayors Office, all candidates, thank you for being here. I want to turn it over to my associate and friend, ms. Joyce. Is it afternoon now . Good morning, everyone. Welcome to visitation valley. We want to thank you all for coming out this morning. We are so excited and so happy. These job fairs keep Getting Better and better, and i especially want to thank joshua, the Mayors Office. A wonderful wrong man working to make sure we all have opportunities. We have a special guest in the house. I want everyone to help me recognize and our own district 10 supervisor walton. [applause. ] good afternoon. This is what a hiring fair is supposed to look like. Sunnydale is on fire. I want more energy and excitement from this room. Good afternoon. There we go. You know, we do hire fairs all the time throughout the year in various communities, and one of the things that i always used to stress when i used to work for Community Developers was i dont want to just have a job stair job fair to check boxes to say we had a bunch of people show up and nobody has a job. Having focus hiring fairs with employers engaged with community having conversations and people walk away with jobs, interviews, something tangible to continue to be excited, continue to work hard to get connected to jobs is important. I want to say this is what a hiring fair is supposed to look like. [applause. ] we have several employers, several communitybased organizations in attendance. We have folks working hard in the community. Oewd, airport is here. Police department is here, we have thank you so much for hosting, city build out on the ground every day. I saw judy here and a lot of community partners, but one of the things i love is when our resident leaders come out and participate and actually set an example for the community. I want to thank our resident leaders here from our Public Housing communities. These are the folks that advocate on behalf of the community and 99point of the time they are doing it because they care about community from their heart. It is not like they are making money doing this work. I want to thank everybody. I want to thank all of you for coming out. We are going to continue to work hard to address the issues of unemployment across the city, and even though we have a very low Unemployment Rate in San Francisco. We know in isolated counties in the southeast sector Unemployment Rate is much higher for people of color, people with disabilities, people in the Lbgt Community and low Income Community and folks having a hard time getting jobs. We want to change that. It is good to see when city departments come together, when communities come together, but most importantly, when folks from the Community Come to focus on engaging in working with opportunities that are available. We are going to continue to do more of these across the district, across the city. I am excited to see sunny dale fired up and to see the room packed. We have people ready to go to work. Welcome to g10, welcome to sunnydale. Lets get folks connected to jobs. Thank you so much. Thank you supervisor. I was so excited, i didnt introduce myself. I am Joyce Armstrong proud president of phta. I want to give a shout out to the sunnydale residents. We worked hard to make sure we sat rated that development. They are going through transition of a new community built for them, and we want to make sure we support them as much as we can. I also have my fellow Board Members here. The treasurer and monaco, the vice president. We have our esteemed commissioner ms. Mary ann pikes. She is a resident of sunnydal sy sunnydale. We had the leadership here but they had meetings. This is when they do community meetings. We just want to thank you for all coming out. We want to thank the San Francisco Public Housing, our director is here somewhere, tanya is the in executive director of the San Francisco housing authority. We are under transition. We have our president of the where is the president of the commission as well as joshs boss . Porsche is going from community to community, connected with us and some of the other residents that are here. I am so happy this keeps Getting Better and better. I thought josh was going to have a heart attack. He goes 110 about any project the that he is working on. We want to thank him again. Once again. We are phea at 1815 egbert street to keep low income housing. Affordable is good, but we need 30 of income housing. I do want to add that they were appointed to the shipyard by may or ed lee. We are working hard. It represents all of district 10, not just bayview. When they do Candlestick Point there will be jobs, opportunities, a movie theater, a hotel. We wish they would build a casino. We havent heard about that. That would bring revenue. I know i would. I would like to have a casino here. Momy goodness. Hope sf. Is there anybody else i should acknowledge . Dont give me a microphone, i will go on and on. Once again, we want to thank you. [applause. ] i need a shout out to my c. E. O. Faces sf and all of the others here are partners as well. We have mission hiring hall, s. F. M. T. A. , project level, in the house, yes. Lake view in the house. Goodwill in the house. We have our Access Points in the house. We also have commissioners throughout from various commissions as well as board of directors. Thank you for supporting us. I need for you candidates to make sure you connect with the employers. Amazon needs 100,000 people in the next 12 months. I think danada60 people. Fedex how many . 30. They want 30. Belton institute in the house. They have quite a few people, too. They need 15 people. The jobs are here. Go and get your interview card and interview. There are jobs available. I need you to get those jobs. We have more guests coming. We will let you know when we are ready to have them up. Thank you all. [applause. ] listen, for the best part of the day except for this event, i would like to tell you that this woman fights for us. She gets jobs for us. She is one of us. It is my delight to bring on the honorable mayor london breed. [applause. ] mayor breed i am so excited to be here. Let me just say that we know here in San Francisco we are lucky, right . We have a 1. 8 Unemployment Rate, but, sadly, we have so many people who cant get access to so many opportunities in San Francisco. I have made it my mission to make sure that we are bringing the opportunities that exist to the city to the communities that traditionally dont get access to these opportunities. The thing is we know what the numbers have said for decades in terms of this particular community having some of the highest Unemployment Rates in our city, and more specifically, the Africanamerican Community having some of the highest Unemployment Rates in San Francisco. We know what the data has always said. Now we have to do Something Different to change that. We have to meet people where they are. We have to go into the communities and bring the opportunities to the people who need them in these communities. That is why we are here today. We just opened a job center in omi exce area. Go see ms. Brown in that area. This is one of the first times we have done Something Like this here. This cannot be the last. It is important to be consistent. The woman in the back who is going to do training opportunities and helping people with city employment opportunities, she is going to come here every other month. Every other month to make sure that if someone is looking for a city job which provides good healthcare and benefits for retirement, lets make sure you have someone to work with you to help you understand the complicated city process to get one of those jobs. I have started opportunities for all, a program to provide paid internships for all High School Students in San Francisco because i wanted to make sure that our kids growing up in communities all over San Francisco dont fall through the cracks. That is an Amazing Program which is really done a tremendous thing in opening up doors all over San Francisco for so many city departments and also the private sector. We have to take it a step further for people who are adults now who are looking for opportunities. There are so many jobs in San Francisco and the bay area. This is an opportunity to connect people who may decide they want to do Something Different in life. People may be retired but want to generate extra income. People who want kids to move out so they want them to get their jobs to pay their own rent. That means that we have to continue to invest in these communities. We have to get out thereinto the community, and i have to tell you i am overwhelmed buyer the number of people here and so appreciative of the different city departments and agencies and the Public Sector folks. I just talked to a gentleman who got hired on the spot. That makes me feel real good. [applause. ] when we talk about income and equality, when we talk about the achievement gap in the public schools, when we talk about all these things, this is just one small way to do something about it. Today we are changing o how we o business in San Francisco. We are changing how we do business in San Francisco. I want to just leave you with one last thing. When the door is open for you, dont shut it behind you. Open the door for the next person. When you are in those Job Opportunities and you hear about something and no someone looking, then make sure you reach back and help someone who is looking for an opportunity, too. Make sure that when you are working in these various industries you put your all into your work, that you do a good job and make your family and community proud. If you want be to start your own business or anything else that you put your all into it. I want to change the future of San Francisco, and changing the future of San Francisco starts today. It starts with making sure that anyone in this room who came for a Second Chance or an opportunity or a Career Change or anything else for that nature that you have an opportunity walking out this door to do whatever it is you want to do. That is what today is about. I want to thank the Public Defenders Office for being here as well. They are here to talk to anyone who, for example, may have challenges with their past and need some assistance inning what to do. They are here to work with you on record expunging and whatever you need. We have done a lot of things in the city. Let me break it down so you can understand some of the laws that, basically, that we got rid of to make it easier to get rid of barriers to employment. When you say you dont have a drivers license or you have something on your record or owe some money. In San Francisco we have given everyone a clean slate so you can get your license without paying excessive fees. Go and check that. I am really proud we have been able to do that. Also, we dont discriminate when it comes to employment. If it is working for the city or any other company that does accident in San Francisco against people who may have done something in their past that is following them and preventing them from seeking out opportunities. We have gotten rid of a lot of those things that get in the way of a job. Dont just walk away or give up. Make sure you ask someone. There are so many people who want you to succeed. We want everyone here to talk to whoever they feel they want to talk to, ask the questions they want to ask so you can get the results to change your life. Thank you all so much for being here. Thank you to our work force director, josh, just in case you dont find something here that works for you, call josh directly. He will pick you up, take you shopping to get you an outfit to do interviews. I want to also thank Joyce Armstrong and the pca. Joyce is a leader for all of our developments around San Francisco. She has been incredible to make sure resources are delivered to residents of Public Housing throughout San Francisco. Thank you marlene tran forgetting the word out as well. Thank you, drew, i hope you brought your kids to get them employed as well. I want be to touch on something else. I know this is a job fair. I want to introduce you to James Caldwell who is working in the Mayors Office now. Some of you already know him, but part of what he is going to focus on is dealing with the challenges around violence in our communities. Whether it is any of the shootings that occur, some of the issues around the Senior Community who have been attacked or what have you, we have got to change what happens in the community. It starts with us holding our families and kids accountable to keep each other safe. We have to look out for someone another. Anyone wants grandma to walk down the street without worries. We have to start working on the community. James is an important part. He used to work with sdip. He will work with this community. Not only do we want you to thrive in the work force, we want you to thrive in life and feel safe in your community. Thank you, james for being here. Thank you big rich and daniel forgetting the word out to the community. We will do these job fairs in all sorts of neighborhoods that have never had these before. We will not do them just once. We will come back time and time again. If there is anything you need when we are not here, again, joyce has the phone number, drew has the phone number. Folks around here can call anytime. It is really time to change the future of San Francisco and make sure that no one is left behind, and i need this community to do your part in working with us to make sure that we are investing in the things that you care about the most and this Community Needs the most, especially as we do rebuilding of sunnydale, make the changes we need. We want this community intact and that is what i am committed to doing. Have fun today, get a job, help somebody get a job and thank you all so much for turning out for us today. Mayor breed, before you leave i have a special guest. Because of the mayors vision, what came to fruition was the city drive program. 300 were laid off. Mayor breeds vision and they went to s. F. M. T. A. I have a city drive candidate to speak on behalf of city drive. It is an honor. I am emotionally devastated. My husband and i both lost our jobs. Then the mayor came and spoke to us, and she put in some help for us. We received help from owd, faces sf to apply to muni. We were taught classes for license. Ithey drove us at 5 00 in the morning for the test. I felt the support from the mayor. She took the time and effort to help us in time of need. As a result, currently i drive a trolley coach in San Francisco and i am loving it. applause . From one loving family to another, thank you very much. [applause. ] muni is hiring still so good job, good benefits, good retirement and part of what we will do is help support you throughout the city drive academy, right . We also know that sometimes the challenge with people going through these programs is they cant afford to participate in the program. That is something that we are trying to change so that money is never a barrier to an opportunity that can help change your life. As someone who basically came from a community. As you know you grew up in fillmore, and the challenges there in the Public Housing i live in, it was really hard to see so many friends and family end up going down the wrong path because of lack of opportunity. That was so important to me. When we have an opportunity to change someones life, we have to put fort the resources they need to succeed. Not just put them in the program, pay them in the programming, make sure they have money for transportation so they dont leave the program. We have to change how we support people if we want them to succeed that is the goal today. I am excited to see one of my dreams come alive in serving this incredible community. Again, get a job and take care of mommy and daddy and have fun today. Thank you so much. [applause. ] thank you so much, mayor. Now, i need everybody to get a job. We have employers here. We are interviewing. Get the interview card and go to the second floor and get interviewed. The jobs are here. Thank you everyone. Hi. My name is carmen chiu, San Franciscos elected assessor. In our seven mile by seven mile city, we have over 210,000 properties and close to 90 of their are residential like the homes you and i live in, so you might ask, how can we possibly value all these properties . Well, to better understand our work, we need to explain the states proposition 13 law. In 1978, california voters passed proposition 13. Under prop 13, we value your property at market value when you first buy it. Every year after, that value goes up by the c. P. I. Or the California Consumer price index. But if the c. P. I. Is more than 2 , prop 13 caps the increase at 2 . Well walkthrough the maximum increases prop 13 would allow. Lets take a home with initial value of 400,000. In the second year your assessed value grows by a maximum of 2 , growing from 400,000 to 408,000. In year three, that 408,000 is increased by 2 to roughly 416,000. Every year, the value grows by the maximum rate of 2 , and that is called your prop 13 value. Keep in mind as time goes by your prop 13 value may not be the same as market rate. What do we mean by that . Lets say over the last ten years, home prices in San Francisco have gone every roughly 10 every year. Despite that, your prop 13 value is capped at 2 growth creating a difference between your market value and prop 13 value. Know that the value recessed when theres a change in ownership. A change in ownership means that the property has a new zoner. Maybe through a new owner. Maybe through a sale, a gift or adding or dropping names through title. At that time the home will be assessed a new market rate. That value becomes a new starting point for the property. Just like before, the Growth Continues to be limited at 2 until the next transfer happens. Remember, the new owners are responsible for paying taxes at the new level from the first day that they own it. Value might also be added when construction happens on your property. That would be another instance when growth in your value might exceed 2 . Here, we would add the value of construction on top of your existing prop 13 value. Every july, well let you know what your assessed value is by sending you a letter called a notice of assessed value. You can use that information to estimate your property taxes early. Please note that a separate office called the treasurer Tax Collectors Office will send you a letter in october and theyre responsible 230r collections. For more information, visit our website, chair fewer good morning, everyone. Accept my