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Police commission outlines chartered selection process for next San Francisco police chief; City Attorney, HR give timeline
Summary
The Police Commission heard a City Attorney explanation of the chartered process for selecting a new chief, discussed confidentiality requirements, and reviewed options and timeframes for hiring an executive search firm; commissioners called for broad stakeholder input.
The San Francisco Police Commission on Dec. 29 heard legal and human-resources guidance about how it must conduct the search for a successor to Chief Heather Fong. The City Attorney told commissioners the charter requires the commission to send a list of three or more qualified candidates to the mayor, who makes the appointment; the charter does not prescribe how the commission conducts its internal selection process. "Under the charter, the mayor appoints the new chief of police from a list of nominees, three or more qualified candidates sent over by the police commission," the City Attorney said.
City Attorney advice stressed confidentiality: while the commission may publicly discuss general process and qualifications, any assessment of individual candidates or interviews would be confidential under state law and the names of applicants are protected when referred to the mayor.
Alice Villegas, SFPD human resources director, described administrative options for retaining an executive search firm. The city controller maintains a prequalified list of firms; selecting a prequalified provider would shorten procurement time and was estimated to take about six weeks to contract. Opening a broader solicitation to add firms would likely add two to three months; Villegas said contracts exceeding $50,000 would require Civil Service Commission approval.
Commissioners discussed timing, noting four months to identify a new permanent chief would be "ambitious." The City Attorney and HR advised that if the commission and mayor had not appointed a permanent or acting chief before Chief Fong’s departure, "the natural number two" — the assistant chief — would assume responsibilities by rule of necessity while the charter process proceeds.
Commissioners emphasized stakeholder input in shaping the candidate profile, recommending interviews or questionnaires for union representatives, captains, line officers and community groups. No formal motion to hire a search firm was taken at the meeting; commissioners said they will work with the mayor’s office, review the MOU governing the chief’s terms and determine budget and procurement steps before contracting a firm.
