San Francisco Police Reform Budget Reserve Proposal

Draft 7/6/2016
Supervisor Avalos proposes placing up to $100 million of the SFPD budget on Board of
Supervisors Reserve pending the following actions being taken by the Department and the Police
Commission. The Controller will work with the Department to evaluate compliance and to provide
quarterly reports to the Board who would need to vote to release the funds placed on reserve.
SFPD Reform Initiatives:
1. Use of Force reform: Adopt and operationalize the updated Department General Order
5.01, Use of Force adopted by the Police Commission on 6/22/16, which includes the
following elements:
requires the use of de-escalation techniques, and
establishes a more restrictive use of force policy than the Graham v. Connor
constitutional standard and state law
Metrics:
Train 50% of full duty officers on the new policy by January 1, 2017.
Train all full duty officers on the new policy by July 1, 2017.
Publish quarterly reports on arrests and Use of Force, including demographic
data as described in Admin Code Chapter 96A and the number of incidents that
resulted in death or injury to the officer or suspect.
2. Crisis Intervention Team: Adopt a Department General Order to establish and
operationalize the Crisis Intervention Team model of responding to individuals in
behavioral crisis.
Metrics:
Number of CIT and Advanced CIT-certified officers.
Number of shifts per district station where a CIT-certified officer was on duty and
available for dispatch.
Data on incidents where DEM dispatchers determined involved a person in
behavioral crisis, including at a minimum:
o a) the number and location of calls for service involving mentally ill or
individuals with disabilities in crisis; b) the type of response (e.g.
Advanced CIT officer, CIT certified officer, non-CIT officer, CIT and
mental health professional); c) the disposition of the call (arrest, 5150
detention, no police action, referral for services); d) whether or not force
was used; e) injuries (officer, detainee, other); f) complaints,
commendations and/or legal actions arising from the incident); g)
presence of weapons on the part of individual, including type of weapon.
3. Early Intervention System reform: Adopt a more rigorous policy for intervening with
officers identified by the Early Intervention System and for the supervisors of officers
identified by the EIS:
Establish objective thresholds for the number and type of EIS Alerts for an officer
that lead to training/mentoring and reassignment.
Establish a process for analyzing SFPD supervisors with officers under their
command with excessive EIS Alerts. Establish objective thresholds for these
supervisors that lead to training/mentoring and reassignment.
Establish a process for tracking the Associated Factors defined in DGO 3.19,
Section III.B (Citizen initiated compliments and commendations, Principal
participant in a critical incident, Charges of assault on a police officer, etc.).

Review the EIS information and interventions taken for officers that the
department terminated, attempted to terminate, or who were recommended for
termination over the last five years.

Metrics:
Publish the quarterly reports and conduct the quarterly EIS meetings as
described in DGO 3.19.
Publish data on Associated Factors in the quarterly EIS reports
Publish a report on EIS information for officers that the department terminated,
attempted to terminate, or who were recommended for termination over the last
five years.

4. Strengthen discipline for incidents of racial profiling: Establish a more rigorous

policy for disciplining officers for sustained OCC complaints related to racial profiling and
failure to record the required demographic data.
Establish a disciplinary process for sustained OCC complaints against
plainclothes officers who make traffic stops.
Establish a disciplinary process for other sustained OCC complaints in contexts
normally associated with racial profiling.
Establish a disciplinary process for officers who fail to record demographic data
for encounters, arrests, and use of force.
Metrics:
Number of relevant OCC complaints filed and sustained, and a description of
disciplinary actions taken.
5. Establish more objective processes for background investigations, hiring, and
promotion.
For lateral hires, require disclosure of applicants history of firearm discharges,
use of force incidents, and misconduct complaints.