The subset that is considered seriously to be civilianization but havent gotten there yet . Okay. We did have, actually pulled up a report from the Controllers Office from earlier this year and about 54 positions that had been identified previously as civilianization positions, all of them have been filled save for two which were no longer applicable, meaning the position no longer existed in the format it was at the time, and then the 25 positions from that we got budgeted, and 25 positions in 19 20, so commander ford can speak to the status of those. Welcome, commander. Good morning. Good to see you all. All right. Pertaining to fiscal year 1819, 25 positions budgeted for 1819. Of those, 13 have been filled to date. Another six or being created through the official classification process with a minimum qualifications are currently being built out. We also have six more under the fiscal year 20182019 where the examination rituals for the final six positions are being established and being constructed in that process. It is forthcoming very shortly. The 13 that have been filled are pretty much done and completed. The additional six pertaining to the background investigators and the remaining six pertaining to six technicians. It brings us to a total of 25 for fiscal year 1819. Moving forward to fiscal year 19 20, we also had 25 civilian positions budgeted for that fiscal year timeline. Three have been filled to date. Currently 11 more currently being screened to determine if those are viable for the advancement to the interview process and we have another three positions in the background investigations process. Three more additional will come to fruition as those examination materials are currently under construction. Finally, we have two additional positions recently posted via job announcements. We have two more that the examination process is for and it will commence on october 29 th of this year and then the final position is a civilian position and it is pending eligible list authorization. So that pretty much covers the 25 positions budgeted for 2018 2019 and the 25 more for fiscal year 1920. Im just curious, as you are doing these positions, what is the game plan in terms of what do you do with these officers . The goal is to obviously fill these positions was civilians that are currently being held by sworn members and have those members back on the street in some capacity and serving to serve as an outward facing entity with the public. The ideal situation would be to have those officers transition back into patrol and complement our patrol staff. Right. I guess i am asking is there do you have a plan . Or is this pretty spontaneous what happens . I dont think it is ponce spontaneous, sir. There is a concrete plan in place as we transition these officers out of these civilian positions. They are being strategically placed into the control force and that is being done through command staff and our staffing deployment unit, and our Strategic Management unit which is led by director mcguire, and all Staff Services division. So i dont want to drag this piece on, but i would love, unless other people want to hear , i would love to maybe have a little bit more detail of how that happens, this plan that you have as we put officers back on the streets. And if some of them are actually lieutenants and so forth. What happens to them, i dont know. Maybe if we could do this in my office. Sure. Whatever is easiest for you. I could also have a briefing in my office. It strikes me that it might not be the easiest thing to move someone who is performing a function that could be performed by a civilian who may have been doing that for many, many years and then turn that into term that person into a Police Officer in the station, going out, doing police work that we sort of think of as police work. You could i dont know if this is what is going to happen, were you could imagine this. We do have a reentry process to get those officers back into fieldwork if they transition back into those arenas. But just to be frank, we all have a patrol pedigree. Some of us have transitioned into administrative positions in the past. I am one of them. I went to administrative position as an officer and had to transition back into patrol. We all have the same starting point. We all started as patrolman, per se, and started in the unit. Even if you transition into an administrative position, you are essence you are still a patrol person. You still have that pedigree. So i would like to think that the learning curve and reacclimate and back into patrol shouldnt be that hard but we do have a process that is specifically designed for that process. One other thing you mentioned about lieutenants and supervisory personnel, the bulk of these positions are held by line staff, if you will. So that is why the bulk of them will be transitioning back into a patrol capacity. I think that is the ideal scenario. That would be really interesting to see. That is not an easy transition. It is challenging, for sure. Vice chair stefani . Thank you. Thank you for your service and for being here today. With regard to the reacclimate and process, at that point in time, are they then going through the additional training such as c. I. T. And our new use of force policy training . There updates. Okay. We also have our c. B. T. , which is our continued professional training, which all officers are required to go through every two years. Even if you are in an administrative position, you are still in the arena where youre going for updates and dealing with people with Mental Health updates and Mental Health issues and all of the nuances of patrol are still reinforced every two years as a patrol person even in an administrative position. Thank you. I also have a question, too. For me i think that special attention made to our police force in Public Safety and civilianization is something that i think its a high priority in San Francisco given what we are seeing with property crime rates. I am wondering whether or not there is any process for prioritizing these positions through d. H. R. It sounds like we are still having difficulty filling some positions or they are waiting exams or im not sure, but it sounds like, to me, that there needs to be a push at d. H. R. I dont know. This is just what i am reading. And if we could be helpful with that at all. I can certainly say that to your point, it is a process and, you know, there are some layers to the process of transitioning people in and out of positions and things like that. But i think, in fact, i know, we are doing as best job as we can. I know we are staffing diligently working diligently to do the proper assessments to see and identify where people should be placed back into patrol. So i would like to think that we are making a concerted effort. It is a process. There are layers to the process and, you know, it is not a quick fix for sure but thankfully for fiscal year 1819, we have 13 of the 25 filled and the remaining 12 are different junctures, but these are coming down the pipe in terms of coming to fruition. They should be coming on board shortly. And with respect to fiscal year 1920, we are still in the First Quarter of this fiscal year give or take and so we already have three, and then we have 11 more that are right behind the three that have already been filled. They are going through the interview process is very shortly. Once those come to fruition, that will be 14 of the next 25 and then we just have segments and chunks of 23 that are at different phases of the process, but i am confident that we can get this done in a timely manner and transition our people back on to the street. Maybe i will jewel done a little bit more on that because i want to understand looking back to the 25 in the 18 and 19 budget and where we how where we are now is different than where we are in may and the last assessment. When they did their assessment in may, they noted the sfpd had received 25 new positions for civilianization. Nineteen of those positions where for january 1st and six positions were registered for april 1st. Our budgetary goal was that everyone would be hired by april the controller in may noted progress in filling these, but 12 positions are still awaiting exams or specifications and required assistance from the department of Human Resources and recruitment has not begun. So it sounds like, and i didnt entirely follow your break down, it sounds like 13 are filled, it sounds like those 13 were kind of understood to be filled or well on the processing may, and then there was a challenge for the remaining 12, and there was urgency around hiring them. Have we made progress under those 12 since may . And how . Can i jump in really quick . I want to clarify too why i was asking and based on your response. Having been a department head, i ran the accounting the accounting Clerks Office for two years. I know how difficult it is. I know the impediment sometimes with d. H. R. And i feel like the priority here is urgent and i am wondering if d. H. R. Feels that same way and whether or not i know the Police Department is trying. I dont have any difficulty in believing that. I know it is. I am just wondering if there is any, if you are having any trouble based on what supervisor mandelman just said with d. H. R. And whether or not we can assist in helping you get the message to them. I dont know, basin what i have read, whether or not we need to get the message to d. H. R. That we need to really prioritize. We are going through this with d. P. H. , too on other things in terms of making sure that if there is a problem and we need to hire immediately, that we find a process and a way to do that. I am feeling like there is some based on what we are reading, that there may he some stalling or something that is blocking this for some reason. Or at least that the urgency that we feel, and i think that folks the folks in the department feel, about getting people into these positions is somehow, something is happening where it takes a year or two years to get something done and it seems like it should be on a much shorter time frame. What is up with that . [laughter]. I will defer to the director. Thank you. Im the executive director of management bureau. The 12 positions, the 13 filled, all the people are in their seats now. The 12 positions that are remaining, there are six each of two classifications. So the first classification is a brandnew classification in the city. It is a background investigator and the classification just got approved this week, posted on the website. How long does it take . It takes quite a while to get a new classification. It is a long process. So that is run by d. H. R. , but they have to go through the Civil Service commission, they have to approve all the job duties, make sure doesnt overlap with any other job classification. They have to certify that it has to be a new classification, and then they also have to, and i cant speak to the whole process ,. Do you know how long it took to create this classification . I hesitate to speak on that because they dont have all the materials in front of me, unfortunately. Can anyone let us know . Yeah, we can do that. I would love to know how long it takes d. H. R. To create the classification. And they also have to work with the unions to get representation and those sorts of things. It is a complex process. The other six positions, we are using an existing classification , but we have to put some additional specifications on that classification in order to use it. Do we assess how we do this . This is more of a d. H. R. World then a police world, but do you know if there is thoughts about how to make these processes run faster, more effectively, and to get people hired in a timely way you are right. You may not be able to answer this, but getting on my soapbox for a minute. I am a believer in public services. I want Public Sector workers doing jobs that are important to our residents. If we are not able, if we have a set of rules that make us unable to hire people expeditiously to do the work of the people, there is something wrong, and we need to fix that, but we are only going to be able to try to fix it if the folks you have to do the work every day are able to identify what these problems are and let us know. So i have, not in anyone here, with some frustration around this and would love to try to better understand how to be able to hire people. I guess maybe im a little bit more reserved on this frustration since i have gone through this for several years now, yeah,. Why is it taking so long . But whether it is specific to this effort, and like i said in my opening remarks, i am not going be closing this hearing, when we hear it again, we should bring the department of h. R. Here to explain to us, and maybe in a broader sense, because i feel like this is not unique to the situation with d. H. R. I would consider having a specific hearing on asking d. H. R. To explain their process and using these as examples of why it is taking that long, and we have several examples. We have several examples from different situations, so if all of us want to do that, then i will go ahead and take the lead on it and ask for a hearing. Vice chair stefani . I was just going to say, i just told supervisor mandelman that i was going to request a hearing on this. I would be happy to be part of that, of course,. You, too . [laughter] president yee . Is there going to be Public Comment . We will take Public Comment if there is any Public Comment on this item. I will tell you some things about Public Comment. You have two minutes. We ask that you say your first and last name clearly and speak directly into the microphone. If you have prepared a written statement, you can leave it with our Committee Clerk for inclusion in the file. No applause or booing is permitted and in the interest of time, speakers are encouraged to avoid repetition of the previous statements. Good morning. My name is Jaclyn Renaud and my question is with the tension between civilians and police that are already assigned to these jobs, how is this going to benefit, and with this analysis, how will this benefits them trying to get people hired. If that makes sense. Sorry. Thank you. We dont respond during Public Comment, but we put your question on the record and one of the supervisors make it back to you. Thank you. Thank you. Next speaker, please. There were 700 individuals taking the exam together in one auditorium. There were about 600 individuals taking the exam when i was finished. I decided to deselect. If you acknowledge past drug use that terminates the hiring process, and if an individual were to lie about an issue, it is more likely perhaps that they would lie about other issues and i believe there are approximately 130 officers who were in court and this has undermined successful prosecution of suspects in predominantly drug related charges. So is it then possible for the department to drop the inquiry into past personal drug history and focus their attention on present hair samples, nail clippings, and cheek swabs instead . Also if the d. A. s office has an aversion towards prosecution and it will not reduce criminal incidents and it will increase Budget Expenditures in terms of additional employees and staffing levels. There is very often an adverse relationship between the number of efficiency. Thank you. Is there any other member of the public would like to speak before i close Public Comment . Seeing none, Public Comment is now closed. Supervisor walton . Just a quick question because i am aware of tensions that sometimes to exist between sworn officers and civilian staff, so how does this work to address that relationship . And i was reminded by Public Comments. Can you say that again, please . We are aware of tensions that exist sometimes between sworn officers and civilian staff, and as we talk about hiring and the transition and bringing on more civilian staff and the shifts and changes, how does this work to address that relationship as we move forward . I dont know if there is tension, per se. I think theres differences in understanding. As a sworn person we have a different perspective on the profession and the work. As a civilian member, you have a different perspective as well. I know command staff is diligent about ensuring that the organization his cohesive and that there is no real difference in treatment or behavior between staff. Again, at the onset, there will be differences of opinion, but i think overall the organization is pretty even keel in terms of how people are treated whether you are sworn or civilian. Does anybody want to make i had one more question before we wrap it up. And this is i asked this earlier about our organizational charts and i flipped through the report to find out where i saw it and it is on page 21. And it is only two short paragraphs. The last paragraph says sufficiently detailed organizational charts for the remaining and the Strategic Communication chief of staff policy and Public Affairs were not provided. It contradicts what your response was, miss mcguire. You didnt respond to that. Im sorry. Supervisor yee is looking at appendix c. , it is the last page in our report from may. Again, i dont want to give the impression that the sfpd wouldnt give us any information that we asked for. We will, including charts that list the job class, the name of the individual there, and the function. So that is not a problem. Just to put everybodys mind at rest, but the kind of analysis that would let you determine whether or not there tat they there are tasks within a job that should be civilianized, even if that job is been performed by uniformed officer, that is not the determination that you can make by looking at a chart, so that is what i was thinking. So, i guess, if im taking this statement to be true, than one then what are you looking for . What is the statement for . Is it to say we need more information or more details . Im just responding to yes, i guess i am sorry if the statement in this report is confusing. What was going on at the time, we were trying to anticipate the fiscal year 1920 budget process the Police Department was underway with a review of civilian options. It w