Charts. All of the charts that are compiled by unit, there is a little bit of a formatting issue we consolidated them so they sit on one page. In the process it eliminated some of the delays for the district station. I just wanted to point that out. We expanded them and created bigger versions which we brought over brought this evening and will post to our website. It is the same concept in the reports currently but bigger and easier to read. In addition to investigation statistics, h. Quarterly report contains updates on our operations and our Core Practice areas. Those include the policy division, mediation, outreach, and auditing division. Because we all are very similar in structure, i will take some differences and some of the highlights from each of the quarters. In the first quarter, for the first time ever, d. P. A. Investigated share ofs misconduct cases at the request of sheriff hennessy. We also prepare the changes and obligations under the California Public records act, which made, as you have been discussing, confidential records disposable be . Held a mediator Refresher Training for our large staff of volunteer mediators and we had a swearingin ceremony for new staff. In the Second Quarter we worked with the Marriages Office and the board of supervisors to reach a balanced budget which will cover the next two fiscal years. Our division came and presented to the commission on the status of the audit and the difference between our audit and sfpds 96 a report. Our agency developed a Strategic Report plan and the Second Quarter a report contains a lot of information about our internship program, which is most robust during summer. In the Third Quarter we incorporated the new findings into our workflow under 2. 04, we were to adopt consistent findings language with sfpd so that was implemented when we rolled out our new Case Management system, which was the other huge project for the Third Quarter. That concludes my remarks about the reports and im here to answer questions that you have. Go ahead. Please. Okay. [laughter] i might have just missed this, but why do we get the threeQuarter Reports all at once . I will go ahead and answer this. Essentially this is for 2019 and we will have the reports were presented chronologically. That report was ready to be presented to the commission but then delayed for scheduling reasonings and to make sure all of the commissioners were present for that. And then these all, based on commission scheduling needs had to be put on one calendar and we wanted that done before the end of the year. Also, we revamped how they did the report. We could have gotten them done a little sooner but they follow the old format and would not have had the new details and consistent format that we wanted to present to you. [please stand by] will every single month i get calls from the deaf advocates who are at the table and they are so distressed that this has taken so long. I just want to underscore the great work that happened and that the delay has caused innumerable stressor points for those throughout the table. Where do they get bogged down i would ask the department in part. I know ultimately the d. G. O. Is it sent to cala d. O. J. For comments, but there were significant delays. And again, this was a working group. We had done best practice research. This is based on federal consent decrees across the country. We met you were there. You were there. Did i miss a meeting and we passed it . Absolutely not. The delays undermine the fabulous work. These advocates were coming to the east bay. They are individuals who work in the city. I look forward to us being able to present this next phase but it is urgent that we get it. Thank you. I appreciate that. Before you move on, are you able to speak to the delays . Part of what happened, as you all know in the commission, you have been involved in many of these policy developments. After we finished the policy, we actually had the california d. O. J. Weigh in as part of their Collaborative Reform Initiative pack. They had some recommendations for us. That process is part of the reason for the delay. A lot of it is just the negotiations that happened along the way. I know i said in some of those meetings myself with the mayor and others that it is just the process we have. It takes probably longer than all of us would like. However, when we get the recommendations from the california d. O. J. , then it sets us back to negotiating those. That is where we are on this. I will followup with the executive director to go to the commission. I think we are through everything. Just a comment, this is something that we talked about earlier in the year, which which was having a quicker turnaround of the documents and policies that are going through the department and not getting things bogged down in the process. I do understand having worked as part of the state d. O. J. Process , when they are a fort unfortunately overwhelmed. I do want to see things turnaround on the commission side. Please feel free to reach out to me if we are not if this is not moving forward in the beginning of the year. Thank you. I have a question on a few areas of the report. I will start with youth. On page seven of your thirdQuarter Report, the demographics of complainants. It appears, from my understanding, that ages 14 to 16, there were 46 complaints within that age bracket, which is essentially a 20 increase from the Second Quarter report, and then the first Quarter Report didnt even have the category in the cable. So i am trying to figure out why that is a pretty significant jump in terms of the complaints for that demographic, especially those youth. Im trying to see why. We have not looked at that particular statistic or the reason behind it. I am happy to drill down on what could be the cause and provide answers in the future. As of right now, i dont know what caused it. I would really like to know. A 20 increase is huge from last quarter for young adults. I know this is an issue that we are dealing with in terms of the new legislation that is being passed by the board of supervisors and the m. O. U. With the schools and all the work that the commission and the department has been doing about involving youth, so i think that we need an answer to that. And that is part of the value of the reports is to point it out in the analysis even that we would do is only coming from the complaint perspective. If there were complaints made or associated with those, that might be a question that is more appropriate for the department to answer about if it is correlating to the statistics that they have as well, but that is exactly why we have the reports so we can see stuff like this and chalk it. It will be important to see reports are being filed by this demographic and this particular age group. That was my first question. My second question is with respect to the next page on page eight with the demographics of officers with complaints. I noticed theres a rising trend in terms of the sergeant category. It appears in the Third Quarter it is about 10 and it is up from eight and a half or 9 from the Second Quarter, and i know it is a smaller category of officers compared to officer and inspector and captain, but i guess my concern is if there is a rising trend, i want to know more in terms of why that is happening. Again, i dont have a specific answer as to why that number is what it is. One thing that i think comments on this, as well as your previous question is we are working on the creation of the disciplinary review board that is newly required. And one of the purposes of that board is for us and the department to Work Together to analyse exactly those types of trends and statistics. These could be a good starting point for us. I will look into it further. I do think that the department and d. P. A. Have a plan in place where we will actually, on a quarterly basis, we talking about those trends and having a more of a conversation. In my third area, and then i will stop, is a supplement that you just passed out today that broke it down by unit, what is the unknown assignments . Are those the undercover units . What does that catch a good what is that category . Is significantly higher. Is that because it is a catchall if it is a catchall, what does the capital include . Unfortunately that number is high. It is a catch all. It is the default value when there is a data entry error or a data point that is not entered. That is something that we are working to resolve for the first and Second Quarter. Those numbers are based off of our old system. Now we have migrated everything over into the new system and we will backtrack and try to fill in those data points for the annual report. I think it is the Third Quarter. Do we not have it . I believe the Third Quarter had all of the data labels in their. Never mind. Thank you. Can you come back up . I was looking through the Language Access for the Third Quarter and i do remember these in the Third Quarter, but im wondering if you can update us. Can you update us on what has anything that has been accomplished or where we are currently . Thank you for the question. I met with d. H. R. On monday specifically to talk about what are the possibilities so we could expand certification for officers in languages beyond the five core languages. I also met with them to talk about institutionalizing the ability for recruits to be able to be tested, and also officers also be able to be tested from the academy. I also talk to d. H. R. About if we could get officers certification concerning translation. I was meeting with a new policy employee from d. H. R. , but the request that we had in that individuals mind seems quite reasonable, especially when i pointed out that employees have these opportunities for certification, but for some reason, sworn officers dont. So i had a good discussion with d. H. R. I invited them to come to our next meeting in january and they will do the research and hope that they would come. We also talked about the plan being that we would also like the chief to come to the Language Access working meeting. So we can really problem solve and be able to move forward on these parts. We have been working on them for quite some time. Can you let us know about the next meeting in january . It is the second tuesday at mission station in their Conference Room that is on the 17th avenue side. We meet from 9 00 a. M. To 10 00 p. M. I will also send out that specific date and the draft agenda. Thank you. Please call the next item. Line item one c. Is Youth Commissioners report. Is there anyone here from the Youth Commission . Good evening. Hello. I represent district 11 on the Youth Commission. Im filling in for commissioner jones, representative of district 10. I will be reporting back on what the commission has done and general requests. I havent done this before. [laughter] good to have you here. Thank you. And the Justice Committee we had talked about Police Officers and Community Engagement hours. We were informed that not all patrol officers are required to go out into the community and necessarily spend time in it. Is recommended, but not necessarily crucial. So we wanted to ask if there was some type of requirement for them to be out. Maybe a couple of hours within a sixmonth capacity or something around that so they can understand what communities they are serving. There is also yeah. As long as Police Officers are going and the communities are being represented. It is important for them to understand the members of the community and understand their issues. If were going to combat issues in regards of Community Communities of colour, trusting Police Officers is a twoway street. We have also had conversations with acting chief williamson chief scott regarding having plainclothes officers to have a more vulnerable and honest dialogue. Often times people may feel uncomfortable around seeing officers in full uniform, especially with the weapons that they may have. If theres any rumour flexibility around that, that would be greatly appreciated. Trust is necessary when building relationships with these communities, and investment into the relationships because history with communities can be so complex. Falling along with sfusd and the sfpd m. O. U. , we hope to see these voted on by the board of education with the recommendations we have submitted. We played a vital role in outreaching and putting our recommendations on the chief ordinance and we hope the department can make sure to follow the right procedures to make sure my people young people know their rights and their rights to council. In terms of what we can report back to what these commissioners have done since november, we have visited Juvenile Hall and met with the director from there and we had a conversation of what the daytoday schedule me look like for youth in there. We have had conversations with chief scott and conversations with yolanda and kevin. What we are working on currently is that person here . Sorry, kevin. And what we are applying to do in the next year, we are currently working on our budget priorities. We are ultimately hoping to do a resource fair or youth please youth police roundtable. Thank you. Wait, wait, wait. Not that fast. [laughter]. You have great ideas. I wanted to ask you about one of them. It was about plainclothes officers. Are you asking for uniformed officers to spend some time in plainclothes . Yeah, i was just reading off my phone. If they were to attend community events, for example, when the minister of justice attended a town hall, many of the officers were there and they were in full uniform with all of their weapons intact. And some of the individuals at the event and other commissioners had felt it was a bit uncomfortable, especially seeing it was if there is any way that a commissioner commissioner jones has said in adaptive uniform, away where they honor the rules that they have to be ready for anything that may happen, so an attacker, but also be aware that sometimes the uniforms that they may wear may scott justly or subconsciously trigger the environment and the culture that the room is an with certain members of certain communities. So if there is any wiggle room around that that would be appreciated. Thank you. I wanted to thank you, commissioner jones, because he came to our working Group Meeting this past monday and it was, number one, great to see him. I think commissioner taylor and i were very happy took us up on our offer to join or participate in the working group. Not only was he there, but he provided some invaluable input and advice in terms of us and a working group, because we are at the part where we are trying to roll out the bias free policing strategic plan. So it was really refreshing to have his young, youthful point of view, and not only that, he is a San Francisco resident. He was able to share with us some of the experiences he had growing up, as well as his family, which i think really helped put things in perspective when we are in those kinds of groups. I wanted to tell him thank you. Let him know i really appreciate it and i would welcome any other Youth Commissioners or youth to participate in this process because it is very important, and it does help us, especially when we are writing these policies and implementing these policies. Of course. I will pass that along to him. Thank you. Thank you. Chief, if you have any answers for the young commissioner tonight. Yes. I met with the board of the Youth Commission on monday and the discussion was around when we meet some of the members of the commission, and probably others feel uncomfortable when we are in uniform. The ask was, is there any way we could meet in a plainclothes capacity. What i told them is there are occasions where that can be worked out. I think we had our roundtable and many of the officers were in plainclothes. It can be worked out. But i also explained that when officers are on duty, they have to carry their equipment because they have to be ready to respond to whatever comes their way. They understood that part. It is just a matter of setting the parameters of the meetings where we can have officers like we did the last time come in plainclothes where it is appropriate. Is something we will work on together and hopefully have another roundtable here to discuss in the future. I did want to touch on that point because it is a twoway street. The communities will try to do is much as they cant have a more positive and more sustainable relationship with law enforcement. I want to honor that. Thank you. Thank you for your presentation. Of course,. One of the things i wanted to ask that you can do, and you might know about it because i thank you touched on the work you guys are doing around Youth Councils. I thank you have one in district 11. I thank you have one in district 11. I was asking about the Youth Councils. When you come up to the next Commission Meeting, it is worth mentioning the progress that you guys are happening having, and if there any issues working with groups to help you guys formalize those councils. I believe district one has developed a Youth Council. I know district 11 has and i believe. Commissioner jones that there is a d10 Youth Council in the works i am not part of that but i know tha