Their chairs like prove it to me. Prove it this is going to stick around then maybe ill invest in it myself. I think we have early adopters. We call them lowhanging fruit and people that are more cautious and thats fine. They have to be around it. They have to experience it and taste it and feel it themselves then we have people who are no matter what you say, its going to feel like we are giving special attention to some people and not others because they have trauma. And we have to work on that. So we have to it is a horizontal approach but its bottomtoop. I think the 2pointal , theyre the people that have a hard time trusting that we mean what we say. There is no funding. Were doing it from the inside out. Its not like were going to lose funding. Were doing it. This is not costing a lot of money to the department. Were not relying on external grants or consultants or anybody coming in from different parts of the droin. Were doing it ourselves. No matter who leaders are, we want to create the change and embed it into our policy and procedure. This is the traumamanufactured care 1. 0, there a 2. 0 ready to go . Thats a good question. Right now, let me go back to this slide here. You can see that what will is happening next and from the workforce training on its getting the master trainers so we can train a thun people at a time. Thats going to take 10 years. If we can train more people simultaneously, thats better. Were trying to get the trainers trained. Those people are not necessarily teachers and trainers. They didnt go to school to train people. Theyre doing their regular job and think they want do this so they need support on how to be in front of people pand how to speak. So we do that for them. The culture change is about probably a decade. We would see some real change in about next 10 years i would say. I think that embedding all of this in all these different areas is the next step. The 202 102 happens at the champions level. They take a deeper dive into the principles and concepts. Theyre developing within their cohort ways to feed back to leaders and directors so we can embed it in the pilots that we have all over the department. With the champions embedded in the pilot. Because we understand that the culture is different in each agency. What works for mine is not going to work for yours probably but we have to figure that out. The champions are doing the next level of understanding. Looing forward to having that number go down. Commissioner pating. First of all, i had the honor of listening to dr. Alicia lieberman from the department of public health. Im with you on the importance of traumaticinformed care and the science of frawminformed care. I think what traumainformed care so youre doing is bold, i see what youre doing that leads you in terms of strengthbased probes so soon orr later maybe we can push or nudge the title of this initiative from traumaticfocused to resilientbased initiative. Then i have two small questions. A comment that we definitely i completely agree with you. Throughout the training, the threehour training, you hear a lot of hope in the curriculum. Because we are really telling people, this does not dech you or your patients tream. We end with a patients trauma. We end with a module on resiliency and recovery. From there, were bringing in science from the Greater Good Science Center around mindfulness, gratitude and how you can embed that in your own personal life and agency. I agree and really, i think the goal is to not even be a traumainformed system but to be a healing organization. Wellnessbased. Absolutely. So another organization Mental Health services had a similar mission. Are you use anything monies for any of the activities . Not currently. We use our own general fund monies . Were not really what were doing is i think part of what you see from leadership is this idea that as the director, im going to forgive your productivity while you do the champions work. Thats how we use the departments money. The second thing is with regards though this being so much a traumaformed care or developing this is as a culture change, it starts with an approach to a culture of care as opposed to a culture of choice. Moving to as a client to the center of decisionmaking. How will we know we are there . One of the aspects is youll look to train so many people. But then after that, there is a training people to do certain acts. What will be some of the concrete things that youll feel you have a first lel level of adoption . I have some thoughts on what might work. Well, the competencies that we developed that are in one of your handouts, defines the principle and then lists the competencies. At some point well go back and survey everybody and find out where they are. How competent are they in each of these principles. Thats one way of looking at it. Another way of looking at it is we recently did a whole staff survey, for the department. And im not i didnt really ever look at those results. I know we did that. I dont know how many people responded and i dont know exactly what the results were, but well do another one of those through a traumainformed lens. I think continually and well expect to see a lot of improvements na souray. Sur in that survey. This is about how people feel when they come to work. Thats going to impact how well they can do their job. Those are two things we can look at, ex competencies, climate based on surveys and i think were developing other tools for measurement as we go. Were learn big doing. If you have other ideas, i would love to to be able to consult with you. I see this as a whole climate shift. Its a climate shift for wellness grated into the workforce which impacts patient care and efficiencies. This is looking at a double whammy you get. Where we try to deal can this in the Mental Services act well Key Healthcare values and its hard to measure but measuring the adoption of values is good. Patient care is dissal like 10 years maybe even 15 years before youre able to demonstrate this person got Faster Service because of this. Our hope is that, but i dont think we should expect it right away. If we start is to see some of the values get into individual staff members, annual improvement plans, im going to take this activity up in order to try to further this trauma system strawm pour system in our system. Youll see these individual meshes of adoption that were transforming. I want to commend you on this. This is bold and im excited to see this will even though it will take some time, its the right thing to do. Commissioner singer. Id love to come back with the discussion you had with dr. Chow and pick up on comments that were made. Maybe you can tell us what your challenges are with your staff, getting them to be more my sense is more permissive with their organizations to allow this to stick and flourish because it sounded like this was not just for this to flourish, it wasnt just an issue of people going through training and adopting it, but it was more how we work as a department and sort of what sort of changes are you putting in place so that we can learn from this and it can be a durable part of our culture . I think its middle changment that i get the most concerned about in terms of the fact that i feel that that is reflective of the racial humility component of it. Iand it has do with how and who we hire for the department. Part of the i feel like we have a good leadership component. As we get into middle management and we have people here for 20 or 30 years that watched five directors go and come. I think i counted a hundred great practices that we accepted and let go of, its this collective impact that you take a few things and drive it and drive it. Where we need to focus is with middle management and that needs to reflect who we serve. Thats the component were going to be having probably a good 20 of our employees who are going to retire. In the next five, 10 years, probably five years i would expect a large portion of some individuals will retire so well bring new leadership in as well. There are several components to your question, it isnt just how do you fix it, it is how do you continue to improve it in terms of the process. Thats why its so important in the next couple of hours youre going to learn about le lean and how it involves in our improvement of quality and leadership development. Cultural humility is another area, were a government agency. And commissioner singer, you have tried to champion this thing about issue about lyring and how we do that. Thats also a struggle that we have within the Civil Service system. So and then the other area, the responsibility in the community because as i think this training also helps the providers serve our clients better. Its not just to make them feel better about the trauma, but how to thenar help our clients not asking what is wrong but tell me your story. That is a completely different paradigm. So were trying to not just do one, but several of these issues and we have a fiveyear plan to see how we are ago go to move the system as a whole. Its a complicated answer. But its also one that i believe that we can, by moving more new succession and new development and knew leadership in the department and ensure that those who want to work with us have a real focus of the communities we serve, know how to serve them welcome well and are trained appropriately to do it and have the tools from h. R. Csm from performance or the leadership to ensure is that were driving those possibilities and those improvements down. And i think having a Frontline Worker as a champion and lean is in that direction as well. How do we involve our workers into the betterment of our services. I kind of see a multiple process but it has to do with watching an institution as it grows and changes because its never the same due to the fact we change as people. Our communities have also continued to suffer in our inability to serve them well and thats the major focus we have to keep our eye on. I think the fundamental problem is for persons who have suffered chronic trauma, its not everyone, but for many people because there is an inherent resilient factor, its constructive to relationships. When you scrupt relationships, it disrupts the whole system in help seeking and service seeking. One of the things youll hear about in our homeless community, you could have the best clinic in the tenderloin but people will wander back and forth because of apprehension of entering the clinic and all that entailed. This is where if you focus in on relationship, hopefully services can fall and we need to be relationshiporiented both in Cultural Diversity perspective and in a socioeconomic or developmental perspective because of the impact on a relationship. I think thats my understanding of our focus. But its people are coming with what they come with, their strengths and struggles. Both staff and patients and helping people be selfaware of those struggles is one of the aspects where you can move people to their strengths. Thats what i see you doing. I would add going back to commissioner ca karshmers question to me, 2. 8, theyre not sure. Trauma creates helplessness and hope unlessness. And we cant do anything to change this situation for myself. I think we hear that. We see that reflected in our staff quite a bit where there might be a good idea that they have but feel like they cant make an impact because theyre not a leader. A lot of what we do in trauma 101 is give the power back to people and say this is a learned response you had as a result of stress and trauma in your life and you can unlearn it and ask you for your ideas and say you doesnt wait for this person over here do it. Do it yourself or do it in relationship with other people but you can actually do it, you can make the change. This is where you empower staff and they can empower patients. Exactly. With trauma, you have more avoidance coping. Thank you. And srml certainly this is a new process and i believe that we would like to be able to have a followup on how the initiative is coming. So i would assume in the coming year, we will have the director bring this back as an item when she feels that she can then show the further development that they are moving on this. I want to thank commissioner pating for adding the elements that you have and bringing the experience that youve awe brought from your state background. One last question, is the issue of cultural humility separate or a part of this . It comes together. Ken haring is our trainer in that area. Those are the four areas that lynn mea be can show. Right. And we were going to bring that also today, but the trainer was away today. So well bring that to the commission also. Because were serving racial and cultural communities in order for us, you know, to be able to do our job better, i believe having conversations we should not be afraid of that. That has a great impact on care and especially if you are not africanamerican and trying to serve an africanamerican community, its tools youd need to know and understand how best to surve that community. Having those four areas and this is what were looked at for Workforce Development priorities and something that dr. Otagon and ourselves are working on for our Leadership Program is looking at how we can impact our care and workforce for this training together. Usually you see this separate, we want to bring it together so people understood the connectiveness. And dr. Hardy provided a lot of that around that principle. Weve integrated his work into the principle. Thank you so much. Thank you. And well bring the racial humility initiative along with cultural competency report to the commission to fill out this development initiative. Thank you. Our next item, please. Commissioners, i believe you may consider recess at this point. Move to another room. And president chow might want to Say Something about that. Were going to be recession so that well have a different environment public of course is invited and they can continue to join us in room 220 and well reconvene at five minutes. 3 30. Mayor lee welcome to the public laggard on not going to ruin the morning by my spanish but i want to at least say, hola, welcome. We are here i merely because of supervisor scott weiner and hes been a champion for working families and i want to say, thank you, supervisor for doing this and bring us together. We are here at our San Francisco name the library for the good reason that our librarian and all the wonderful friends and people that he serves to our Public Library process system has said that we need to have libraries that are connected to all of our communities. This is one way that the library is connected. There directed and so many other ways, but one way is really to have a room dedicated to our spanishspeaking families and people who want to make sure that they can learn the languages that are appropriate for here, so they can better themselves. Have their kids have places where they can go and emerge into other languages. This is another example. Its an example just like our wonderful perk system. Of course, our library system, our Worldclass School systems, where all of them are dedicated with a lot of support from our city hall to make sure their familyfriendly, and to make sure for servicing and building stronger families in San Francisco. You know, weve always been at the forefront of a lot of great programs and progress for our families and workers because of the legislation like the one that supervisor weiner lead and that his staff helped draft and create. That god done for the benefit of all the people here in our city. We recently passed a similar piece of progressive good legislation like increasing our minimum wage can highest in the nation. We also wanted to make sure that not only did we do that here but that we dont rob the talent and competition from other smaller towns so mayor with the shaft and i headed a statewide effort and im glad the state listened and governor was there to sign with the legislature another higher minimum wage for all working people in the state of california. We know that we need to do more. With accomplished great things together to ensure that our parents and children, like those in the room here today, can succeed in this very expensive city to make sure that they have the resources and the ability to be successful. So, after i sign this piece of legislation today, we will be the first city in the United States to approve 64 weeks, fully paid leave, for new parents. From others and for our parents and of course for samesex couples. I want to make sure that our city is ensuring the bond before parents and whether biological or adopted, grows strong from the very beginning and sets our children up for success. I want to say thank you again, to the commission on the status of women. Emily is here with friends of the commission, as well because they have been lockstep in this legislation in advising the supervisor and making sure we get this right. And because of the value of the bond that i speak about between parent and child, i want to make sure that all growing families understand that we want to make this family leave fully paid policy one that they can really touch. So were going to be adding more resources to the office of labor standards in order for them to fully enforce the paid parental leave ordinance as envisioned by this legislation. As of yesterday, i was lucky to announce our new director of the office of labor standards and that Patrick Mulligan and who will ensure that families get the full benefit of this new law. While we lead as much as we can and help working families and helping families in general, and helping parents, we also want to take the opportunity to take our good friend gov. Jerry brown, because hes he has voted to complement this law very similarly. As you may know, weve had a family leave policy in the state and in the city for quite some time but it only paid about 55 and then the rest would have to be done by the families. This legislation closes that gap, and again thankful to supervisor weiner for doing this. But in addition, the governor and the legislature decided they would also increase the states portion so that in a couple of years the state will be covering about 60 of this family leave and the rest of it to a staggered process will be covered by employers on a staggered basis depending upon the number of employees that they have. These efforts provide the kind of basic security and support that should be available quite frankly, to every family in the United States of america. We start it right here in a very proud that everything that we do here, everybody else watches, and they need a copy, maybe they dont, but if they do, they know its because we do it for the right reasons. Thank you supervisor weiner. Thank you to all the community embers, to the parents, not only here but the number of parents who engaged in the adoption of this legislation. And also want to say thank you to companies of already stepped forward and say we can do that. We can make sure our employees are covered whenever theres a family leave that necessitated. The Companies Like byright, associations of businesses like the Bay Area Council represented by jim workman. They are identified Business Leaders who put their hands up and say we are going to take care of our work force and support families in the city and in the region. Im very proud of everybody whos been working on this because again, it helps our city say, yes, we can do things and we can implement them and we can embrace our families. At this moment, id like to introduce the author of this legislation and summons leading this conversation with us and im sure hes been asked to speak on a number of Different National stages and rightfully so. Supervisor scott weiner. [applause] supervisor wiener thank you mr. Mayor, mr. Mayor, thank you for making a big deal about this signing because this is a very very big deal. The step that we are taking today in San Francisco to once again show the way toward not just our state but our country, about what you means to support working families, to truly support working families, what it really means to address income inequality and not just talk about it and so mr. Mayor, thank you for doing this. You know, it was an editorial this morning in the New York Times that i think beautifully encapsulated why this legislation is important. Imagine the legislation but it didnt have to. The editorial talked about how in california we pay 55 of wage replacement for parental bonding lead. Going up to 6070 of new york state is starting at present and will escalate from there. But the editorial mentioned what we all know. That, when you are lower income, your workingclass family, its not realistic to take a 50 or 40 or even a 30 pay cut and in this country we are forcing families to choose between bonding with a new child and putting food on the table. No family should ever ever, have to make that choice. We want new parents to spend time bonding with a child. We know and its not disputable that families that have time to bond are healthier families and more successful families. Parents are more successful. Workers are more productive and children are healthier and have better Educational Achievement over time. We know this is true so why is it that we as a country are one of just a handful around the world that dont actually put our money where our mouth is and value parental leave and encourage and support families in establishing these strong bonding relationships immediately after birth or adoption. So, what we are doing today is eliminating the need for that choice and telling families, you can spend time forming a healthy strong relationship with your child and you can pay the bills and were going to support you in doing that. This legislation also in line with californias approach, it helps us to start really tearing down some of the gender stereotypes around parenting. That both parents are responsible for clearing a child. Its not just about the mother same staying home with the child. The father should to were both fathers were both mothers that everyone has a role to play in that also makes for healthier stronger families with everyone develops a relationship with the child. So, im just so excited that were moving forward today and this is a growing national movement. We know that the president is committed to expanding family leave, better leading Democratic Candidates for president are committed to it. I think were moving in a good direction. I want to really just thank a few people and organizations for making this a reality. First and foremost, i want to thank, in my office, my legislative aid ontario power, was actually on his first day parental leave today, but came to celebrate with us. So, welcome back on todays. [applause] supervisor wiener this legislation was andress idea. He came up with it when he was researching his own parental leave benefits and what he saw was that as city workers, we get decent, pretty good actually, parental leave benefits but what he saw was that in the private sector, particularly lower paid workingclass workers, dont get those same benefits and so he came to me and we decided we were going to move forward and close that gap. So i andres, thank you. I also want to knowledge some of our amazing partners in moving this legislation forward. Equal rights advocates, legal aid society, Employment Law center, opportunity inst. , california work and family coalition, banned parenthood, which is spontaneously endorsed the legislation. We didnt even talk about they just went ahead and did it so thank you planned Parenthood Department on the status woman dr. Murawski avenue commission the Bay Area Council, for helping us work really through some of the issues with the business community. And by right which was doing this before they were required to do it. So this is a great day and thank you by much everyone. [applause] mayor lee the faster i sign this the faster entrees will get reimbursed. [laughter] mayor lee there you go. Mayor lee there you go. [applause] mayor lee there you go. [applause] tick. Tick. Tick. Tick. Tick. Tick. Tick. Tick. Heat waves. Massive heat waves. Tick. Severe droughts. Tick. Tick. Tick. Tick. Tick. Tick. Devastating. Devastating hurricanes. Tick. Tick. Tick. Tick. Tick tick tick tick tick tick our future. Tick tick is up. To you. Tick. Go to fightglobalwarming. Com while theres still time. We all know a major earthquake will eventually hit San Francisco are reproerl presented San Francisco is making sure we are with the Public Safety buildings. This consists of 4 consultants the Police Headquarters with the from 850 with a brand new fire station number 4 to serve mission bay swimming pools at office of economic Workforce Development in the fire station thirty. Is the the hall of justice on bryant the new home for 2 hundred and 50 uniform and voiven compresses we all it was opened in 19 so sociothat is a 50year improvement as far as structure and Work Environment had that will be a great place to work. When construction began in 2011 this was with an clear goal to make sure with the big one heights the resident will will have a function Police Department those are the highly seismic standards it is up to operate up to 96 hours from the Police Department perspective that building is selfsufficient for a main made arrest in all disastrous zake ever after we will run our operational from here no matter what happens this building and the people that serve the businesses will continue to function building is designed to meet lead goal certification and also to art installations on the campus that was designed and constructed to better sense of ability so for example, were using solar water heaters were also urging gray water for reuse inform flush water and rainwater for the cooling and irrigation locked on third street and mission rock is it serves the motorbike neighborhood and motorbike i moiks is a growing neighborhood and the intent of the bond to have please and fire serves to serve the community. Hemming helping to keep the building and the stay safe was the not the only opportunity it creates many jobs with 82 bleb businesses overall san franciscans contributed one hundred and 87 thousand hours to help to complete the project it shows the city of San Francisco the elected officials and Police Officers and more importantly the voters that paid for the building this is what we can do with when we wrorpt this is a beacon when we need to build new extra we can trust them with the money and the plan they did a good job the San Francisco public is a reminder of the importance of being presented and will continue to serve the residents for decades to come. Working for the city and county of San Francisco will immerse you in a vibrate and dynamic city on sfroert of the art and social change weve been on the edge after all were at the meeting of land and sea worldclass style it is the burn of blew jeans where the rock holds court over the harbor the citys Information Technology xoflz work on the rulers project for free wifi and developing projects and insuring patient state of at San FranciscoGeneral Hospital our it professionals make guilty or innocent available and support the house Senate Regional wearout system your our employees joy excessive salaries but working for the city and county of San Francisco give us employees the unities to contribute their ideas and energy and commitment to shape the citys future but for considering a career with the city and county of San Francisco