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Fire commission reviews harassment-prevention policy, department to require supervisor module for all members
Summary
Human-resources staff reviewed the department's harassment-prevention policy and training history and told commissioners the supervisor harassment-prevention module will be required of the entire 1,600+ department in 2016, with plans to expand implicit-bias training in 2017.
Hezusu Bouchong, who oversees the San Francisco Fire Department's Human Resources Division, reviewed the department's EEO and harassment-prevention materials and told the Fire Commission the department has followed a state Assembly bill since 2007 requiring supervisor harassment-prevention training every two years. The department's general order (most recently issued as general order 15A43) and the rules and regulations incorporate the city and state standards, she said.
Bouchong told commissioners the online supervisor module includes 36'40 slides for entry-level recruits and a test that must be passed to print a certificate; in 2016 the department required every uniformed and civilian member ' not just supervisors ' to complete that same module by the compliance deadline. "Prevention is always the best," she said, adding that the module explains the two legal theories of harassment, quid pro quo and hostile work environment, and lists federal, state and local protected categories (the department's materials note that San Francisco also bans discrimination based on height and weight).
Commissioners pressed for clarification about who must take which course and how complaints are handled. Bouchong said officer-specific modules emphasize supervisory responsibilities, but that for the 2016 rollout the same online supervisor module was being assigned to the full department of roughly 1,600 members to increase awareness. She described the online test requirement: a member cannot print a certificate without completing the module and passing the exam.
On reporting, Bouchong said discrimination complaints are referred to the city's Department of Human Resources for investigation and that employees may bypass their chain of command if they prefer. "I encourage them to come straight to HR," she said, and added that DHR has a dedicated EEO investigation team; the chief's office becomes involved when DHR issues recommendations. Chief Ace White confirmed the commission will keep DHR posted and expressed support for making the training widely required.
Commissioners and staff also discussed implicit-bias training. Bouchong and Chief Ace White said a pilot eight-hour implicit-bias program had been conducted with supervisors and deputies; DHR selected trainers who will help roll out a tailored implicit-bias module in 2017 that the department hopes to integrate with the harassment-prevention curriculum.
The commission directed staff to place a related action item on a future agenda to set a timeframe for implementation and to report back on coordination with DHR.
