ZSFGH Is Not Safe for Vulnerable Patients: Documented Safety Failures Affect Staff, Patients, and Visitors — and DPH’s Security Model Is Failing

Zuckerberg San Francisco General Hospital (ZSFGH) is a city within a city—a dense, vertical campus with constant foot traffic, high-acuity medicine, psychiatric emergencies, and complex social-service needs moving through the same corridors. Vulnerable inpatients can’t “opt out” of that environment. They can’t leave when violence erupts. They depend on the hospital’s security posture to be strong, visible, and fast.

ZSFGH has documented safety failures affecting staff, patients, and visitors—and the public record shows those failures are not hypothetical.


ZSFGH is a high-risk campus, not an outpatient clinic

ZSFGH is San Francisco’s only Level-1 Trauma Center and a major hub for psychiatric emergency care and high-risk patient volume. That reality alone demands a district-style security posture—the kind you would expect for a downtown transit node, a courthouse complex, or a busy police district footprint.


DPH’s own planning direction: reduce sworn presence, measure “success” by avoiding law enforcement

DPH’s security planning materials have repeatedly centered a policy goal of reducing the presence of law enforcement, and DPH has emphasized metrics framed around completing Behavioral Emergency Response Team (BERT) interventions without law enforcement present. SF Media

DPH’s own Environment of Care reporting also describes BERT as part of a broader strategy to reduce reliance on law enforcement—explicitly listing measures of “success” such as reducing law-enforcement interventions and “replacing” deputy positions with DPH security roles.

BERT may help in some situations. But a hospital campus does not become “safe” because sworn staff were avoided. It becomes safe when violence is prevented, contained quickly, deterred, and when vulnerable people are protected in real time.


The December 2025 Ward 86 killing: the public timeline shows warning signs — and the system still failed

In December 2025, a social worker at Ward 86 was fatally stabbed inside ZSFGH. Reporting after the killing describes long-standing safety concerns, prior warnings, and a security posture that did not stop a determined attacker. San Francisco Chronicle

Mission Local’s reported timeline (source: Mission Local)

Mission Local reported that the alleged attacker had been reported to security for abusive behavior and threats toward a doctor about two weeks before the attack, that there were plans to ban him, and that staff had tried to contact him leading up to the incident. (Mission Local also reports eyewitness accounts disputing the “within seconds” narrative and describes delays and gaps in control of access and response.)

That matters because it goes directly to a second issue:


DPH’s own Violence Risk Notification Policy: if a high-risk threat is identified, law enforcement notification is required

DPH’s Violence Risk Notification Policy contemplates situations where a threat is assessed and escalated, and it includes explicit notification requirements that involve law enforcement. The policy’s notification flow requires SFSO notification and indicates SFPD notification as part of the process when certain thresholds are met. 

If DPH leadership had credible notice of a specific, escalating, high-risk threat (as Mission Local reports), then the core question becomes unavoidable:

Did DPH follow its own violence-risk notification policy—early, formally, and fully—so that sworn resources could be deployed in a preventive posture (not merely reactionary)?

When a system trains itself—by policy design, incentives, and staffing—to treat sworn presence as something to be minimized, deputies risk being pushed into a reactionary role, and then blamed when the underlying security posture fails.


ZSFGH’s own security reporting shows serious crime and safety volume

DPH/SFHN security reporting for ZSFGH documents significant incident volume across categories that directly affect staff, patients, and visitors. In the FY 2023–2024 security annual report, ZSFGH reported hundreds of “crimes against persons,” along with property crimes and other categories (including increases compared to prior years in multiple areas).

This is not an abstract debate about ideology. It’s measurable security workload on a high-risk campus.


Documented theft, privacy loss, and property vulnerability — not just violence

Safety is not only stabbings. It’s also the predictable results of weak deterrence and insufficient patrol coverage in a “city-within-a-city” environment:

  • Attempted theft of emergency equipment from an ambulance at ZSFGH in September 2024 resulted in a paramedic injury during the incident. San Francisco Chronicle+1

  • A missing patient logbook containing sensitive information triggered security and policy review reporting in April 2024. SFist

And as our current article correctly emphasizes: we haven’t even fully touched the broader theft exposure—including the vulnerability of hospital-owned property, supplies, and equipment, and the diversion risk that grows when visible deterrence and real patrol saturation are reduced.


What a working, realistic fix looks like (short and operational — not a “theory document”)

ZSFGH needs district-style coverage that matches the threat environment, not a model optimized around avoiding sworn presence:

  1. Uniformed deputy foot patrols across corridors, stairwells, entrances, elevators, and transition points (deterrence + rapid response).

  2. Plainclothes deputies on campus in addition to assigned posts, focused on:

    1. catching theft and criminal activity without telegraphing presence, and

    2. co-responding with BERT when appropriate—while preserving immediate peace-officer capability when violence erupts.

  3. A posture that treats sworn staffing as preventive protection for staff, patients, and visitors—not a last-second backstop.


Bottom line

The public record now includes a fatal stabbing inside ZSFGH, documented concerns about long-running safety failures, and ongoing theft/property vulnerabilities. San Francisco Chronicle+2San Francisco Chronicle+2 Meanwhile, DPH’s own planning materials and internal reporting show a model and culture shift aimed at reducing law-enforcement presence and measuring “success” by minimizing law-enforcement involvement. SF Media

ZSFGH is not safe for vulnerable patients under the current posture—nor is it reliably safe for staff and visitors. The standard must be real protection and real outcomes—not metrics that celebrate how often deputies were avoided.

ZSFGH Is Not Safe for Vulnerable Patients: Documented Attacks and Thefts Show DPH’s Security Model Is Failing

Zuckerberg San Francisco General Hospital (ZSFGH) is a city within a city—a dense, vertical campus with constant foot traffic, high-acuity medicine, psychiatric emergencies, and complex social-service needs moving through the same corridors. Vulnerable inpatients can’t “opt out” of that environment. They can’t leave when violence erupts. They depend on the hospital’s security posture to be strong, visible, and fast.

ZSFGH carries an extreme ER burden and high-risk volume

Public reporting citing California health data has highlighted ZSFGH as one of the hospitals with a very high share of homeless ER patients (22% in 2023), and notes heavy recidivism in SF ER usage.

Whatever the exact percentages year to year, the operational reality is the same: ZSFGH is an intense, high-risk campus—not an outpatient clinic.

DPH’s own documents show the policy direction: “reduce law enforcement presence”

DPH materials presented to the Health Commission frame the security strategy around “prevention/equity” and reducing the presence of law enforcement.

DPH also reports performance using metrics like how often BERT interventions are completed without law enforcement present (e.g., 87% cited in staffing materials). 

BERT may help in some situations—but a hospital campus doesn’t become “safe” because law enforcement was avoided. It becomes safe when violence is prevented, contained quickly, and deterred.

Weapons are a daily reality, not a talking point

ZSFGH security reporting documents thousands of weapons/contraband confiscations through screening:

  • 3,394 in FY 2020–2021 

  • Nearly 4,000 in FY 2023–2024 

That is exactly why minimizing sworn presence as a goal is backwards on this campus.


Documented attacks, thefts, and injuries reported in the news

These aren’t hypotheticals. Recent public reporting includes:

  1. Fatal stabbing of a social worker inside ZSFGH (Ward 86) — December 2025
    A UCSF social worker was attacked and repeatedly stabbed inside the hospital; charges were later upgraded after the victim died. ABC News+2San Francisco Chronicle+2
    This incident has triggered major public scrutiny of ZSFGH safety conditions and security posture. San Francisco Chronicle+1

  2. Ambulance smash-and-grab / attempted theft of emergency equipment — paramedic injured — September 28, 2024 (ZSFGH campus)
    Police and news outlets reported an ambulance was broken into and equipment stolen; a paramedic was injured during the incident. NBC Bay Area+1

  3. Security failure involving missing patient logbook with sensitive information — April 2024
    News reports said a patient logbook containing personal/medical information went missing, prompting a security/policy review. CBS News+1

  4. High volume of reported workplace-violence incidents and regulatory scrutiny (context emphasized in reporting after the fatal stabbing)
    Major reporting after the December 2025 killing describes long-running safety concerns, workplace-violence incident volumes, and prior enforcement actions and warnings. San Francisco Chronicle

Bottom line: the public record shows violence and theft-type incidents are occurring at or tied to the ZSFGH campus and operations—and they’re not isolated “one-offs.”


It’s also a theft and property-loss vulnerability—and the risk is structural

DPH’s own security scope includes protecting equipment, supplies, and medications and investigating theft.

When visible deterrence and patrol coverage are reduced in a “city within a city,” the predictable result is more opportunity: theft, diversion risk, property damage, and repeat offenders who learn the gaps.


A working fix (short, operational, and realistic)

ZSFGH needs district-style coverage that matches the threat environment:

  1. Assigned posts in predictable high-risk locations.

  2. Uniformed deputy foot patrols across corridors, stairwells, entrances, and transition points.

  3. Plainclothes deputies on campus (in addition to posts and beats):

    1. to catch theft/crime without telegraphing presence, and
    2. to co-respond with BERT when appropriate—while preserving immediate peace-officer capability when violence erupts.

Bottom line

DPH’s own documents show a model optimized to reduce law enforcement presence, while ZSFGH’s own reporting shows weapons are constantly intercepted—and the news record now includes fatal violence, injuries, and theft incidents tied to the campus. San Francisco Chronicle+2NBC Bay Area+2

ZSFGH is not safe for vulnerable patients under the current posture. The standard must be real protection and real outcomes—not metrics that celebrate how often deputies were avoided.

The Bronco Build: A New Parade & Community Vehicle for the San Francisco Sheriff’s Office

Protecting San Francisco—the charitable nonprofit supported by the San Francisco Deputy Sheriffs’ Association (SFDSA)—launched a special project to create a dedicated parade and community-engagement vehicle for the San Francisco Sheriff’s Office (SFSO): a classic Ford Bronco built to represent San Francisco with pride at parades, car shows, and public events.

Why we’re doing this

Right now, the Sheriff’s Office typically participates in parades using in-service vehicles or rentals. Meanwhile, many public safety organizations showcase vintage vehicles that communities love—classic police cars, restored fire apparatus, and iconic rigs that families instantly recognize and walk up to.

San Francisco has never really had a widely recognized “vintage Sheriff’s vehicle.” Over the years, SFSO fleet history has mostly been practical and utilitarian. This project is about building something different: a crowd-friendly vehicle designed specifically for positive community interaction.

Inspired by “Deputy”

The idea was inspired by the television series “Deputy” (FOX, 2020), which featured a sheriff’s-office Bronco-style patrol concept that stood out as both classic and approachable.

We set out to create a San Francisco version: not a movie prop, and not a modern patrol unit—but a parade-ready classic that looks great, photographs well, and helps the Sheriff’s Office connect with residents in a relaxed, family-friendly setting.

From purchase… to bodywork… to the vision

The photos show the full journey so far—from the Bronco at purchase, through bodywork and paint prep, to the transformation into a clean, uniform finish. We also used AI concept imagery to visualize how the final Bronco could look once it’s officially decaled and equipped—helping keep the end result aligned with the original concept.

Project timeline and gifting plan

Protecting San Francisco expects our portion of the build—vehicle acquisition and bodywork—to be completed by December 31, 2025. After that, the Bronco will be gifted to the San Francisco Sheriff’s Office, which will complete the final department-specific steps, including official decals and an emergency light bar.

Credit where it’s due

This concept came together through teamwork and shared vision. Credit goes to SFDSA President Ken Lomba, Vice President Terry Uyeda, Parliamentarian Juan Garrido, and Sheriff Paul Miyamoto for his suggestions and approval of the project—helping move it from idea to reality.

A special thank-you to Buddy’s Auto Body & Restoration

We also want to recognize Buddy’s Auto Body & Restoration for the paint and body work in support of this community-engagement project.

About Buddy’s Auto Body & Restoration

Buddy’s Auto Body & Restoration is a family-run shop focused on bringing integrity and customer service back into auto repairs, with capabilities that range from collision repair to custom paint and restoration work. They emphasize being able to work on any make and model, take on custom ideas, and assist customers through the insurance process when needed. Buddy’s Auto body & Restoration

Why it matters

Community engagement doesn’t always happen during emergencies—it happens in everyday moments: a handshake at a parade, a conversation at a car show, a kid taking a photo beside a Sheriff’s vehicle. This Bronco is being built for those moments.

We’re excited to share progress as the build continues—and we look forward to seeing the SFSO Bronco out in the community, representing the Office with pride.

Deputy’s Rapid Response at ZSFGH Likely Prevented Mass Casualty Stabbing — But Security Plan Still Keeps Deputies Out of Most Crises

FOR IMMEDIATE RELEASE

Deputy’s Rapid Response at ZSFGH Likely Prevented Mass Casualty Stabbing — But Security Plan Still Keeps Deputies Out of Most Crises

Deputy Sheriffs say DPH’s BERT model minimizes law-enforcement presence and relies on unarmed security in a vertical city of high-risk patients

Deputy Saves ZSFGH Ward 86 from Mass StabbingSan Francisco, CA — The San Francisco Deputy Sheriffs’ Association (SFDSA) is calling attention to the heroic actions of a Sheriff’s deputy at Zuckerberg San Francisco General Hospital (ZSFGH) and renewing its warning that the hospital’s current security model is designed to keep deputies out of most violent incidents while relying on unarmed security and clinical teams.

On December 4, 2025, a stabbing in Ward 86, ZSFGH’s HIV clinic, left UCSF social worker Alberto Rangel with multiple stab wounds. Despite rapid intervention and lifesaving efforts, Mr. Rangel later died from his injuries.

SFDSA President Ken Lomba says that while the deputy could not undo the initial wounds, his rapid intervention almost certainly prevented additional victims.

“What people aren’t being told is that our deputy didn’t just confront one dangerous situation — he likely prevented a mass-casualty stabbing inside that clinic,” Lomba said. “Ward 86 is a high-volume HIV clinic. If the assailant had been able to move freely down the hallway, we could be talking about multiple staff and patients stabbed. The only reason that didn’t happen is because a deputy was close enough to intervene within seconds.”


Unarmed security at the entrance, no fixed deputy post in the 80/90 complex

Under ZSFGH’s current security model, Building 80 – which houses the Ward 86 HIV clinic on the 6th floor – is part of the connected 80/90 complex, with its main public entrance on 22nd Street. According to our union members assigned to ZSFGH, that entrance is staffed by an unarmed private security guard seated at a desk, and DPH relies on additional private security guards who patrol the building’s interior. There is no fixed Sheriff’s deputy post in Building 80.

SFDSA later discovered, through its staffing records, that Building 80 previously had a Sheriff’s cadet post, but DPH eliminated that post in July 2025, leaving only unarmed private security at the public entrance and in the hallways.

In the connected Building 90, ZSFGH operates Ward 93, an Opiate Treatment Outpatient Program (OTOP) methadone clinic on the third floor. Public information lists Ward 93 as a methadone clinic serving adults with substance-use disorders, and our union members report that DPH assigns a private armed security guard inside Unit 93 who is not permitted to leave that unit. That means the one armed security presence in the 80/90 complex is effectively locked to a single clinic, while the rest of the building — including the path to Ward 86 — is covered only by unarmed guards and a greatly reduced number of deputies.

On December 4, a stabbing occurred in the 6th-floor Ward 86 hallway, where UCSF social worker Alberto Rangel was repeatedly stabbed and left in critical condition. An individual was later arrested on suspicion of carrying out the stabbing. Based on information from our members, the individual possibly moved past the unarmed security presence at the 22nd Street entrance and through the 80/90 complex to reach the 6th floor.

The only sworn law-enforcement officer in Building 80 at that time was a Sheriff’s deputy temporarily assigned there solely because DPH had requested protection for a doctor who had previously reported threats from the same individual. When the stabbing began in another area in a hallway, that deputy responded, intervened to stop the attack, helped secure the individual, and allowed medical staff to begin lifesaving care.

“This was not a building with a strong law-enforcement presence,” Lomba said. “It was an unarmed guard at the lobby desk, a handful of roving security guards, no fixed deputy post, and a deputy in Ward 86 only because a doctor had already been threatened. In the end, the only person who physically restrained the suspect and stopped the stabbing was a sworn deputy sheriff.”


A missed opportunity at City Clinic and delayed law-enforcement notification

San Francisco City Clinic, located at 356 7th Street in SoMa, is a DPH sexual-health clinic that does not have any assigned Sheriff’s deputy post. According to public news reports, on the same day as the Ward 86 killing, hours before the stabbing, the same individual went to City Clinic looking for a specific doctor he had been threatening. A clinic director hid the doctor, told the individual the doctor was not there, and then heard the individual say he would go to Ward 86 at ZSFGH to find that doctor later that day. The clinic and the hospital are roughly two miles apart, yet there is no public indication in those reports that either SFPD or the Sheriff’s Office was contacted at that point so law enforcement could attempt to locate or intercept the individual before he reached Ward 86.

Under DPH’s own Threat Management policy, multiple threats combined with a stated plan to go to a specific location to find a targeted provider appear to meet the definition of a “High Risk” case—the very category where the policy warns of imminent danger of serious injury or death and directs staff to notify both SFSD and SFPD. SFDSA is therefore asking DPH to explain why law enforcement was not called from City Clinic when staff had both credible threats and advance notice of the individual’s stated destination, and why the Sheriff’s Office was only brought in shortly before the attack instead of at the earliest warning.


Unanswered questions about DPH’s own threat policy

Through a public-records request under the California Public Records Act (CPRA), SFDSA’s counsel obtained DPH’s Threat Management flowchart, which outlines how threats are supposed to be classified and handled. According to that document, cases are classified as “High Risk” when there are multiple threats of violence and evidence of a violent plan directed at a specific person or location. In those situations, the policy says there is a high probability of imminent danger of injury or death, and the response should include contacting both the Sheriff’s Office and SFPD.

Public news reports about this case describe an individual who threatened staff over a period of time, went to San Francisco City Clinic looking for a specific doctor, told the clinic director he would go to Ward 86 at ZSFGH to find that doctor, and then later allegedly carried out a stabbing in Ward 86. Taken together, those facts appear to fit the very “High Risk” scenario DPH’s own Threat Management policy describes: multiple threats combined with a clear plan to seek out a targeted provider at a specific location.

DPH’s Threat Management flowchart, as produced to SFDSA, states that when a situation is classified as “High Risk,” both the Sheriff’s Office and SFPD should be notified. In this case, a doctor at Ward 86 had already reported threats from the same individual, and DPH specifically requested that a Sheriff’s deputy be assigned to protect that doctor on the day of the stabbing.

SFDSA is calling on DPH and its security leadership to answer two basic questions:

  1. How was this case formally classified under DPH’s Threat Management policy — Low, Medium, or High Risk?

  2. If it was treated as High Risk, were both SFSD and SFPD notified in accordance with that policy — and if not, why not?

“DPH’s own document, which we obtained through a CPRA request, says multiple threats plus a violent plan aimed at a specific person equals High Risk and should trigger calls to both the Sheriff’s Office and SFPD,” Lomba said. “The publicly reported facts about this case look exactly like that scenario. The public deserves a clear answer: did DPH follow its own High-Risk protocol before this attack — yes or no?


A security model built to keep deputies out of the room

SFDSA says the tragedy in Ward 86 must be understood in the context of a security plan that intentionally reduced sworn staffing and routed most crises away from law enforcement.

In a series of plans and presentations to the Health Commission, the Department of Public Health (DPH):

  • Proposed cutting 11.4 deputy positions at ZSFGH, reducing deputies on the hospital work order from 30 FTE to 21 FTE.

  • Created a Behavioral Emergency Response Team (BERT) made up of psychiatric nurses and psych techs to respond to behavioral crises, perform de-escalation, administer medications, and manage restraints.

  • Chose to support BERT with non-uniformed cadets and private security personnel, rather than strengthening sworn coverage on high-risk units.

  • Reported that in the Emergency Department and other areas, over 80 percent of BERT activations now occur without any law-enforcement presence, and cited that as a success metric.

  • Stated that law-enforcement intervention could “have the unintended effect of escalating a situation” and described reducing the presence of deputies in DPH facilities as an explicit goal.

“DPH didn’t just trim numbers; they rewrote the model so that deputies are kept out of the room as much as possible,” Lomba said. “They built a system where psych staff, cadets, and unarmed guards are expected to handle the early, most dangerous seconds of an attack — and then deputies are supposed to show up later and clean up the aftermath.”


Not just one building — a vertical city of high-risk patients

The Association says this “response-only” approach is especially dangerous at ZSFGH because of how the campus is built and what it handles.

Zuckerberg San Francisco General is not a single hallway with a front desk. It is a dense, multi-building, multi-story campus of high-risk services:

  • San Francisco’s only Level-1 trauma center,

  • The City’s only 24/7 psychiatric emergency department, and

  • The primary safety-net hospital for many of the City’s most vulnerable residents, including people experiencing homelessness, serious mental illness, and substance-use disorders.

Multiple towers and specialty buildings — trauma and emergency, medical-surgical units, HIV and infectious-disease clinics like Ward 86, psychiatric emergency, acute psych, and high-risk outpatient programs — are stacked on top of one another and connected by elevators, stairwells, internal corridors, and secured passageways.

When a call comes in from an upper floor or a remote clinic, deputies must navigate multiple floors, secured access points, and crowded hallways before reaching the scene.

“On a campus like this, ‘response-only’ isn’t a theory problem; it’s a time-and-distance problem,” Lomba said. “Every minute of delay is more time for a stabbing, strangulation, or assault on staff to continue. When you cut deputies here, you don’t just pull them off one doorway — you thin sworn coverage across an entire vertical grid of trauma units, psych, and clinics all at once.”


Built on narrow statistics and flawed comparisons to LA and Alameda

DPH has repeatedly cited hospitals in Los Angeles County and Alameda County as models for its hybrid BERT and security approach. SFDSA argues those comparisons are fundamentally flawed:

  • LA and Alameda distribute trauma and psychiatric emergencies across multiple hospitals and trauma centers, with sheriff’s deputies and local police departments able to surge to incidents across a wide geographic area.

  • San Francisco concentrates most of that burden on one campus — ZSFGH — for roughly 1.5 million people in San Francisco and northern San Mateo County.

  • In the external systems DPH references, sworn law enforcement remains a core part of a co-responder model. At ZSFGH, the implementation has focused on reducing deputies and measuring success by how often BERT can operate without law enforcement present.

At the same time, DPH built its equity case on a narrow slice of data:

  • Internal memos and public statements highlighted that roughly half of use-of-force incidents in one reporting period involved Black patients, and that a high share of ED use-of-force involved Black patients compared to their percentage of ER visitors.

  • ZSFGH’s own annual reports, however, show that Black patients are about 12–15 percent of the hospital’s overall patient population, not 48–70 percent.

  • DPH has not publicly released the full breakdown of who is in the ED, PES, and psych units by race, or how many of those force incidents involved fights, weapons, or psychiatric restraints.

“DPH took a small number of high-risk incidents and used that percentage to argue deputies themselves were an ‘equity problem,’” Lomba said. “They never showed the full picture of who is in those units, why staff called for help, or how many times deputies prevented serious injury or death. That narrow statistic was then used to sell a plan that civilianized security and kept deputies out of the room.”


What SFDSA is demanding now

In light of the Ward 86 killing and the documented design of the ZSFGH security plan, SFDSA is calling for immediate changes:

  1. Restore and expand assigned deputy-sheriff posts on high-risk units and posts at ZSFGH, including Ward 86, the Emergency Department, Psychiatric Emergency Services, and critical inpatient floors, with a fully staffed sworn patrol presence on campus.

  2. End the experiment of replacing deputies with cadets, private security, and BERT-only responses in areas where staff routinely face weapons, severe psychiatric crises, and violent assaults.

  3. Publish a full, unit-level analysis of use-of-force and patient demographics, so the public can see the true denominators behind DPH’s equity claims, including ED/PES/psych race breakdowns and the reasons staff call for help.

  4. Establish an independent safety and equity review of the ZSFGH security model, including BERT, cadets, private security, and deputy staffing, with full participation from frontline unions representing deputies, nurses, physicians, social workers, and other hospital staff.

  5. Adopt a true co-responder model in which BERT clinicians and deputies respond together to the most dangerous situations, instead of sending clinicians and non-sworn staff in first and treating law enforcement as a last resort.

“The deputy in Ward 86 did everything right and likely prevented more people from being stabbed,” Lomba said. “What failed that day was not the deputy — it was a security plan that deliberately kept most deputies away from high-risk units in the first place. That plan has to change before we lose anyone else.”


Media Contact
San Francisco Deputy Sheriffs’ Association
Phone: (415) 696-2428

Internal DPH Memos Show ZSFGH Security Plan Was Built to Keep Deputies Out

FOR IMMEDIATE RELEASE

Internal DPH Memos Show ZSFGH Security Plan Was Built to Keep Deputies Out

Deputy Sheriffs’ Association says DPH cut sworn staffing, misused equity data, and spent more on an unproven BERT / private-security model before fatal stabbing of UCSF social worker

San Francisco, CA — The San Francisco Deputy Sheriffs’ Association (SFDSA) is releasing internal Department of Public Health (DPH) documents showing that security changes at Zuckerberg San Francisco General Hospital (ZSF GH) were deliberately structured to keep law enforcement out of most patient crises — even as weapons seizures, assaults, and workplace-violence incidents remained high.

On December 4, 2025, a UCSF social worker was fatally stabbed multiple times in Ward 86 at ZSF GH. A nearby deputy intervened, disarmed the attacker, and allowed staff to begin life-saving measures, but the victim later died. SFDSA President Ken Lomba says this tragedy is the predictable outcome of a policy that treated deputies as a problem to be reduced, not a safety partner to be strengthened.

“DPH used the language of ‘equity’ and ‘best practices’ to justify a security experiment that removed deputies from high-risk units and posts and replaced them with BERT clinicians, cadets, and unarmed guards,” said Lomba. “Their own memos brag that almost nine out of ten behavioral emergencies now happen with no law enforcement present. On Ward 86, we saw the real-world result of that decision.”


DPH’s own memos: cut deputies, keep them out of the room

In a June 14, 2021 Safety Services Staffing Plan Proposal, DPH proposed to:

  • Reduce Sheriff’s deputies at ZSF GH by 11.4 positions (about 14.5 FTE including backfill), and
  • Add 31.9 FTE of Psychiatry Nurses and Licensed Psychiatric Technicians, plus 2.5 FTE Care Experience Health Workers, to form a Behavioral Emergency Response Team (BERT).

The same plan specifies that non-uniformed cadets would provide clinical support in patient intervention, function as “healthcare ambassadors,” and conduct campus patrols.

A later August 28, 2023 Security Staffing Plan Update to the Health Commission reports that:

  • The plan would reduce deputies by 11.4 FTE and add 29.4 FTE of BERT staff to create a 24-hour BERT program in the Emergency Department.
  • DPH proposed supporting BERT with non-uniformed cadets trained as “healthcare ambassadors,” not with additional deputies.
  • By early 2023, BERT was fully implemented and, instead of calling law enforcement, staff were calling BERT to thousands more “risk behavior” events than the Sheriff’s Office, with over 80% of BERT activations — and nearly 90% of Emergency Department BERT activations — occurring without any law enforcement present.
  • In July 2023, the 11.4 FTE of deputies was officially removed from the ZSFGH work order, reducing deputies from 30 FTE to 21 FTE.

At the same time, the update memo notes that 46.5 FTE of “healthcare trained private security officers” were installed as hospital ambassadors at ZSFGH campus entry points.

“At the one campus that handles most of San Francisco’s stabbings, shootings, and psychiatric emergencies, DPH chose to send BERT and cadets into the room and push sworn deputies farther away,” Lomba said. “That is not a co-responder model — that’s a model designed to keep law enforcement out of the picture until after violence has already occurred.”


An expensive experiment, not a safety upgrade

DPH has sometimes framed these changes as modernization or rationalization of security. Their own FTE and cost figures tell a different story.

According to DPH’s Safety Services plan and subsequent updates:

  • At ZSFGH, DPH proposed to reduce the Sheriff work order by 11.4 deputy positions (about 14.5 FTE), while adding 31.9 FTE of BERT psych nurses/techs and 2.5 FTE care workers.
  • By August 2023, 29.4 FTE of BERT positions were funded, and 46.5 FTE of contracted “healthcare trained private security officers” were in place at ZSFGH campus entry points.
  • In their own cost comparisons, DPH shows that a small number of deputies and cadets account for several million dollars in annual cost, while dozens of private security officers are added on separate contracts, illustrating that DPH shifted money away from sworn and cadet roles toward a much larger private-security footprint.

At Laguna Honda Hospital, DPH’s example of “efficiency” makes the trade-off clear:

  • 8.4 FTE of deputies cost significantly more than 34.6 FTE of private security officers, who were then used to provide 24-hour monitoring in multiple locations.

Taken together, these documents show that DPH did not simply “save money by replacing deputies.” The department reduced sworn coverage and then layered on:

  • Dozens of BERT clinical positions,
  • Dozens of contracted private security officers, and
  • Cadets or other non-sworn “ambassador”-type roles.

From SFDSA’s perspective, this amounts to an expensive and unproven security experiment: one that trades sworn patrol and rapid response for a more complicated mix of clinical teams and unarmed guards, while leaving fewer deputies immediately available when violence erupts.

The Association is calling on the City to disclose the full annual cost of the BERT-plus-private-security model at ZSFGH and explain why that funding was not instead used to fully staff a sworn patrol division and fixed-post deputies in the highest-risk units and posts at the hospital.


Misusing equity data to justify cutting deputies

DPH also relied on a single statistic to justify reducing deputies: that about 46% of use-of-force incidents against patients in one reporting period involved Black/African American patients.

SFDSA does not dispute that racial disparities are real and serious. However, the way the data are presented raises concerns:

  • The figures in DPH’s materials do not provide the racial breakdown of patients in the specific high-risk areas (ED, PES, inpatient psych) where most force is recorded.
  • The same Safety Services plan acknowledges that deputies assisting with patient restraints and defending staff against attacks drive a large share of force incidents, yet this context is not clearly presented when the “46% Black” figure is cited.

Despite these limitations, DPH used this disparity as one of the key reasons to reduce the Sheriff’s work order and expand BERT and non-sworn roles.

“If DPH truly wants equity, the answer is not to quietly pull deputies out of high-risk units and hope the numbers look better,” Lomba said. “The answer is to be honest about what is driving these incidents and to fix it in partnership with staff, patients, and the communities we serve.”


ZSFGH is not comparable to LA or Alameda

In its own Security Model responses, DPH repeatedly cites Alameda Health System and Los Angeles County hospitals as “comparable” to ZSF GH and as justification for its hybrid BERT / non-sworn model.

SFDSA believes this comparison is misleading:

  1. One overloaded campus vs. multi-hospital systems
    • Alameda and LA counties distribute trauma and psychiatric emergencies across multiple hospitals and trauma centers, with sheriff’s deputies and city police departments available to surge to calls.
    • San Francisco relies on one safety-net campus — ZSFGH — as the City’s only Level-1 trauma center and only 24/7 psychiatric emergency department for roughly 1.5 million people in San Francisco and northern San Mateo County.
  2. Co-responder vs. “keep deputies away”
    • DPH’s own descriptions of Alameda and LA highlight hybrid security models that include healthcare security officers and county sheriff’s deputies as partners.
    • At ZSF GH, by contrast, DPH cut deputies by roughly one-third and used BERT plus cadets and unarmed private security to handle most risk-behavior incidents, with success measured partly by how often law enforcement is not present.
  3. Existing record of violence at ZSF GH
    • ZSFGH’s own annual reports emphasize that healthcare workers are almost four times more likely than workers in most other industries to experience workplace violence and that the hospital has had to invest in BERT and security upgrades to address persistent safety issues.

Not just one building — a vertical city of high-risk patients

Not just one building — a vertical city of high-risk patients
When DPH reduced deputy positions at ZSFGH, they did not simply pull deputies off “one hospital building.” They thinned coverage across what is effectively a vertical city of high-risk patients.

ZSFGH is a dense hilltop campus made up of multiple multi-story towers and specialty buildings — trauma, medical-surgical units, HIV and infectious-disease clinics, psychiatric emergency, acute psych, and high-risk outpatient programs — all stacked on top of each other and connected by elevators, stairwells, skyways, and long interior corridors. Nearly all of San Francisco’s Level-1 trauma care, 24/7 psychiatric emergency, and safety-net inpatient care is concentrated on this single site.

When a call comes in from an upper floor or a remote ward, deputies have to navigate multiple floors, secured access points, and crowded hallways before ever reaching the scene. On a campus like that, “response-only” policing is not a theory problem, it is a time-and-distance problem: every minute of delay is more time for a stabbing, a strangulation, or an assault on staff to continue.

Cutting deputies in that environment does not just mean fewer uniforms in one lobby. It means fewer sworn officers available to cover an entire vertical grid of vulnerable units — from the Emergency Department to Ward 86 to psych and ICU floors — at the same time. That is the reality DPH chose to ignore when it redesigned security around BERT, cadets, and unarmed guards.

“You cannot treat a single, overloaded trauma and psych emergency hospital in San Francisco like just another line on a spreadsheet next to Alameda and LA,” Lomba said. “Those systems built co-responder models with deputies and clinicians together. DPH’s implementation at ZSFGH went in a different direction: fewer deputies, more complexity, and more distance between sworn officers and the highest-risk units.”


What SFDSA is demanding now

In light of the internal memos, equity data, cost figures, and the fatal Ward 86 stabbing, SFDSA is calling for:

  1. Immediate restoration and expansion of assigned deputy-sheriff posts on high-risk units and posts at ZSFGH, including Ward 86, ED, PES, and critical inpatient floors, with a fully staffed sworn patrol presence on campus.
  2. An independent safety and equity audit of ZSFGH’s security model — including BERT, cadets, private security, and deputy staffing — with full participation from frontline unions representing deputies, nurses, physicians, social workers, and other hospital staff.
  3. Transparent incident reporting, including detailed breakdowns of workplace-violence events and use-of-force by unit, incident type (crime-related, psychiatric, medical), clinical factors, and who requested the response, so that decisions are based on full context rather than partial statistics.
  4. A true co-responder model, where BERT clinicians work with trained, equipped deputies on the most dangerous calls, rather than being sent in instead of law enforcement.

“These memos show that the stakes at ZSFGH were always high: concentrated trauma, psychiatric emergencies, and a vulnerable patient population,” Lomba said. “What changed was DPH’s decision to move deputies out of the way and measure success by keeping law enforcement out of the room. After this tragedy, the City cannot pretend that model is working.”


Media Contact
San Francisco Deputy Sheriffs’ Association
Phone: (415) 696-2428

Media Package Link

A Hard-Capped Bitcoin Reserve for an Uncertain World

Why SFDSA is building a Bitcoin Reserve

In 2021, SFDSA took its first step into Bitcoin. In 2025, we added more. Those decisions weren’t about chasing headlines; they were about building a durable Bitcoin Reserve—a portion of assets set aside to protect our members’ future purchasing power across decades, not news cycles. A reserve is the opposite of speculation. It is quiet, disciplined, and designed to endure.

SFDSA bitcoin reserve

What a “reserve” really means for members

Every public-safety organization keeps cash for near-term operations. A reserve is different: it’s the long-horizon ballast that isn’t meant to be spent next month or even next year. Historically, gold served that role for nations because no one could print it. Bitcoin extends that idea into the digital era—a bearer-style asset with a fixed maximum supply of 21,000,000. That cap is not a policy promise; it’s embedded in open-source code and enforced by thousands of independent nodes worldwide.

The practical implication for members is straightforward: when the world is noisy—deficits, inflation scares, banking stress—a portion of our assets sits outside that noise, in a network where issuance is known ahead of time and cannot be increased to solve political problems. The goal isn’t to “beat the market” next quarter. It’s to preserve purchasing power through the kinds of long arcs that shape retirement and family security.

Why Bitcoin fits the reserve role

Hard cap, transparent schedule. Bitcoin’s supply is capped at 21 million, released on a schedule that becomes less inflationary over time. Approximately every four years, the “halving” reduces new issuance; today roughly ~450 new BTC are mined per day—a number that will keep falling until issuance effectively approaches zero. Everyone can verify this, in real time, on a public ledger.

Portability and neutrality. Unlike a bank deposit, Bitcoin is not someone else’s liability. It can settle globally, any hour of the day, without waiting for a custodian to open on Monday morning. For reserve purposes, that portability is a form of resilience.

Auditability. Reserves are most trustworthy when they can be observed, not merely reported. Bitcoin’s ledger is public. Balances can be proven on-chain without exposing operational details.

Scarcity, explained in human terms

There are roughly eight billion people and twenty-one million possible coins, ever. If divided evenly, that’s about 0.002625 BTC per person—262,500 satoshis. That simple ratio is the beating heart of the reserve concept: we are intentionally accumulating a slice of something the world cannot make more of.

How a Bitcoin Reserve operates—without bureaucracy

We are intentionally keeping this strategy rules-light and principle-driven:

  • Accumulate on weakness. Price volatility is the toll you pay for long-term scarcity. We add on meaningful pullbacks, in measured tranches, rather than trying to call tops or bottoms.

  • No leverage, no lending. A reserve should not depend on borrowed money or third-party rehypothecation. We own spot exposure and keep it unencumbered.

  • Never forced sellers. Operating cash and near-term obligations remain separate, so we are not compelled to sell into temporary downturns.

  • Periodic review, not constant tinkering. We look at the reserve in the context of total assets on a sensible cadence (e.g., annually), adjusting with a long-term lens.

This approach keeps the mechanics simple while aligning with the purpose of a reserve: endurance.

What members can expect to see

We’ll talk to members like owners—because you are.

  • Quarterly snapshot: holdings, cost basis, and current market value in plain English.

  • Context, not hype: how the reserve behaves alongside our cash and other holdings across rolling multi-year periods (because pensions and family plans are multi-year realities).

  • Education you can use: short explainers on topics like volatility, the 21-million cap, and how to read a reserve update.

Addressing the big questions directly

“Bitcoin is volatile—why put it in a reserve?”
Because a reserve is a long game. Volatility is the price of admission for an asset whose issuance shrinks over time. We handle it by only adding in drawdowns, avoiding leverage, and keeping operating needs separate.

“Is this all we hold?”
No. A reserve is one component of a diversified base. Cash and short-duration instruments fund operations; the Bitcoin Reserve is the hard-capped portion that aims to defend purchasing power over long horizons.

“What if the regulatory or technical environment changes?”
Bitcoin’s rules are public and globally distributed. Our process—accumulate gradually, avoid leverage, keep reporting simple—remains robust across regulatory headlines. The network has operated continuously for over a decade with transparent issuance. Our reserve is designed to adapt without panic or policy whiplash.

What success looks like over time

Success is not a single price target. It’s a profile:

  • The reserve grows in satoshis—our share of the 21-million cap—especially during periods when markets are fearful.

  • Members can verify what we report and understand the rationale for each addition.

  • Over 5–10 years, the reserve behaves like a stability anchor against creeping inflation in wages, equipment, healthcare, and family expenses that affect our membership in real life.

  • The strategy remains boring by design: steady, comprehensible, and hard to break.

Why now—and why us

Public-safety professionals know better than most that calm isn’t guaranteed. You prepare in the quiet moments for the turbulent ones. The Bitcoin Reserve is that preparation applied to finance: an asset with known, finite supply accumulated with discipline so that our members’ future purchasing power isn’t left at the mercy of policy cycles.

We began in 2021, reinforced the position in 2025, and we’ll keep building—quietly, consistently, on the dips—because scarcity is on our side and time is the ally of patient reserves.

SFDSA: protecting those who protect San Francisco—and protecting their future with a reserve measured in satoshis, not speculation.

San Francisco Deputy Sheriffs’ Association Launches First-of-Its-Kind AI Recruitment Agent on X

FOR IMMEDIATE RELEASE

@AskSgtKen

San Francisco, CA — July 22, 2025 — The San Francisco Deputy Sheriffs’ Association (SFDSA) has officially launched its groundbreaking AI-powered assistant, @AskSgtKen, on the social platform X (formerly Twitter) — making it one of the first publicly known real-time AI recruitment agents operated by a U.S. law enforcement labor association.

Built by SFDSA President Ken Lomba, AskSgtKen is not a scripted chatbot. It is a fully autonomous AI agent powered by natural language processing, capable of answering public questions, sharing safety briefings, and guiding interested candidates through the San Francisco Sheriff’s Office hiring process — all in real time and with human-like conversation.

“This isn’t a menu-based chatbot. AskSgtKen is an intelligent, adaptive AI that interacts directly with the public 24/7,” said Lomba. “It’s a tool designed to build transparency, drive recruitment, and bring modern innovation to public safety outreach.”

AskSgtKen is unique among law enforcement tools in three critical ways:

  • It runs on a public-facing social media platform (X) — not hidden behind a website.

  • It uses real artificial intelligence to understand and generate unscripted responses, not pre-written menus.

  • It was launched by a labor association — a rarity in public safety and union organizing.

From daily safety briefings to community trivia and detailed recruiting guidance, AskSgtKen brings a new model of digital engagement to the public safety space. It represents the SFDSA’s forward-thinking approach to connecting with San Francisco’s diverse communities and helping guide qualified individuals into meaningful careers as deputy sheriffs.

This launch follows SFDSA’s broader strategy of modernizing communication, enhancing transparency, and recruiting the next generation of law enforcement professionals through ethical and innovative tools.

Follow and engage with @AskSgtKen on X here: https://x.com/AskSgtKen


About the San Francisco Deputy Sheriffs’ Association (SFDSA)

The SFDSA represents the sworn deputy sheriffs of San Francisco. Dedicated to protecting the city and supporting its members, the Association advocates for fair working conditions, community engagement, and forward-thinking public safety solutions.


Press Contact:

Ken Lomba

SFDSA President

415-696-242

Mayor Breed’s Reckless Policies Endanger Public Safety – Violent Felons Are Roaming Free

FOR IMMEDIATE RELEASE

October 8, 2024

CONTACT: San Francisco Deputy Sheriffs’ Association
Phone: (415) 696-2428

Mayor Breed’s Reckless Policies Endanger Public Safety – Violent Felons Are Roaming Free

San Francisco, CA — The San Francisco Deputy Sheriffs’ Association is deeply alarmed by Mayor London Breed’s statements during her press conference on October 3rd, where she doubled down on a failed policy that is putting violent felons back on the streets. In her speech, Breed referred to ankle monitoring for violent criminals as an “important reform tool” — a shocking defense of a system that has already endangered countless lives.

The fact is, Breed’s so-called reforms have put violent offenders, including rapists, attempted murderers, and domestic abusers, back into our neighborhoods. These are not just petty criminals; these are dangerous individuals who should be behind bars, not walking our streets with nothing more than an ankle monitor. Recent investigations have revealed that nearly half of the criminals on this program violate the terms of their release — many cut off their devices and reoffend, some committing more violent crimes​.

Mayor Breed’s policies are not just misguided, they are lethal. Every day, the people of San Francisco are left wondering: How many more lives must be lost before she realizes this experiment in “reform” is a failure? The purpose of our jails is to protect the public from violent offenders, yet Breed continues to fight for policies that put our community in harm’s way.

Under Breed’s watch, the San Francisco Sheriff’s Office has been defunded and understaffed, with hiring freezes crippling the department’s ability to even monitor those criminals on ankle monitoring. This lack of oversight is a ticking time bomb. The deputies who remain are overworked and overwhelmed, trying to keep track of hundreds of individuals who pose serious risks to public safety​.

“Mayor Breed’s so-called reform policies have violently injured and almost killed innocent San Franciscans,” said Ken Lomba, President of the San Francisco Deputy Sheriffs’ Association. “By pushing to keep violent felons on the streets with ankle monitors, she has made our city less safe. We’ve seen tragic consequences because of these failed reforms, and it’s only a matter of time before more lives are lost. Our citizens deserve protection from dangerous criminals, not a revolving door that puts them back into our neighborhoods.”

How many more innocent lives will be lost because of Breed’s reckless decisions? Our community deserves better. The safety of San Franciscans should never take a back seat to so-called reforms that have already proven to fail. Mayor Breed’s policies are destroying the fabric of our city, and it’s time to stop putting violent felons back on our streets.

The San Francisco Deputy Sheriffs’ Association calls on Mayor Breed to end this dangerous program immediately and to take real action that prioritizes the safety of all San Franciscans.

Sources:

Defendants on ankle monitors in SF commit violations with little consequence

13x felon cuts off an­kle mon­i­tor and puts man in in­ten­sive care with a shat­tered skull

About the San Francisco Deputy Sheriffs’ Association

The San Francisco Deputy Sheriffs’ Association (SFDSA) represents the men and women of the San Francisco Sheriff’s Office. Our mission is to promote public safety, support the needs of our members, and advocate for policies that keep our communities safe.

For more information, please contact us at  (415) 696-2428.

Exposing the Lack of Action: How the San Francisco Sheriff’s Office is Failing Recruitment and Retention

Slow Recruitment PlansIn the competitive landscape of law enforcement, the ability to attract and retain qualified personnel is not just a goal—it’s a necessity. For the San Francisco Sheriff’s Office (SFSO), however, this has become an area of significant failure. The challenges we face are not solely due to external factors or the inherent difficulties of law enforcement recruitment. Instead, much of the problem lies within the SFSO itself, particularly due to the lack of decisive action and strategic use of available resources by its leadership.

The Opportunity: Funding for Top Step Salaries

Every year, the City of San Francisco allocates a budget to the SFSO that is designed to fully fund each deputy position at the top pay step. In simple terms, this means that the Sheriff’s Office has the financial backing to offer new hires a higher starting salary than what is currently being offered. This could be a significant advantage in a job market where competitive pay is a major factor in attracting qualified candidates.

However, despite this opportunity, the SFSO continues to start new deputies at Step 1—the lowest possible salary step. This approach not only underutilizes the budget but also puts the SFSO at a disadvantage compared to other law enforcement agencies that offer higher starting salaries. Potential recruits, when faced with the choice between a higher starting salary elsewhere and the lower offer from the SFSO, are understandably choosing the better pay.

The Authority: The Power to Hire at Higher Steps

What makes this situation even more concerning is that Sheriff Miyamoto has the authority to hire new deputies at higher steps—such as Step 2 or higher—especially in circumstances where there is a severe and documented recruiting and retention problem. This isn’t just a policy buried in bureaucratic paperwork; it’s a practical tool designed to help departments like ours overcome recruitment challenges by making the job more attractive to prospective hires.

Currently, the SFSO is experiencing exactly the kind of staffing shortages that this authority was meant to address. Our recruitment efforts have not kept pace with the demand, leading to understaffing that strains our existing deputies and compromises public safety. And yet, despite having both the financial resources and the authority to offer more competitive starting salaries, the Sheriff has not taken this critical step.

Lagging Behind: The Competitive Landscape

To understand how far behind the SFSO is in its recruitment strategy, consider the practices of other law enforcement agencies across California. For instance, the San Francisco Police Department (SFPD), Oakland Police Department, and Alameda County Sheriff’s Office have adopted more flexible and inclusive hiring practices. These agencies accept multiple written examination options, including the POST Entry-Level Law Enforcement Test Battery (PELLETB) and the National Testing Network (NTN) Frontline exams. Additionally, they recognize Basic Police Academy certifications and associate degrees as valid qualifications.

This flexibility allows these agencies to draw from a larger pool of applicants, including those who may have already passed the PELLETB exam or who have pursued higher education. By contrast, the SFSO’s exclusive reliance on the NTN exam as the sole written examination option unnecessarily narrows our applicant pool. We are effectively telling qualified candidates that they need to jump through additional hoops just to be considered for a position, while other agencies are offering a more straightforward and accessible path to employment.

Missed Opportunities: The Consequences of Inaction

The consequences of these missed opportunities are severe. Every unfilled position increases the burden on our current deputies, who are already stretched thin. This not only affects their morale but also their safety and effectiveness in carrying out their duties. Furthermore, the public’s safety is at risk when we do not have enough deputies to adequately patrol our streets, manage our jails, and provide necessary services to the community.

In his public and internal communications, Sheriff Miyamoto has expressed support for eliminating Step 1 pay for certain positions, acknowledging the need to make the SFSO more competitive. However, words without action are meaningless. The Sheriff has yet to implement the necessary changes to take advantage of the budget that already exists and the authority he possesses.

A Call to Action: What Needs to Be Done

It’s time for the SFSO to stop lagging behind and start leading. The funding is there. The authority is there. What’s missing is the will to act. Sheriff Miyamoto must use the resources at his disposal to hire new deputies at competitive rates, starting at Step 2 or higher. Additionally, the SFSO should align its hiring practices with those of other forward-thinking agencies by offering multiple written examination options and recognizing academy certifications and degrees.

The stakes are too high for inaction. The safety of our community, the well-being of our deputies, and the effectiveness of our law enforcement efforts depend on a fully staffed and motivated force. The time for change is now.

The SFSO’s leadership needs to recognize the urgency of our recruitment challenges and take immediate, decisive action. The tools and resources are available—it’s time to use them effectively. By doing so, we can ensure that the San Francisco Sheriff’s Office not only meets the current demands but also sets the standard for law enforcement recruitment and retention in California.

How Mayor London Breed Defunded the Sheriff’s Office

San Francisco’s public safety has been in a precarious position due to Mayor London Breed’s approach to handling the city’s law enforcement agencies, particularly the Sheriff’s Office. Despite growing concerns about understaffing, rising violent incidents in jails, and the critical need for better resource allocation, Mayor Breed’s decisions have led to what many see as a strategic defunding of the Sheriff’s Office. This article delves into the details of how this has unfolded.

Defunder London Breed

Civilianizing Police Positions

One of the key moves by Mayor Breed has been the civilianization of police and deputy sheriff positions. By replacing sworn officers with civilians in various roles and introducing so-called “ambassadors” without police powers, the Mayor has significantly reduced the number of operational deputies and police officers. While the intention is to increase the presence of mental health professionals and address crime as a mental health issue, this shift has left police officers and deputy sheriffs struggling to cope with the escalating demands of their jobs. This reallocation of responsibilities has effectively reduced the number of police and deputies available to handle the core functions of law enforcement, further straining the already overstressed system.

Denying Critical Funding Requests

The Mayor’s budgetary policies have directly impacted the staffing levels within the Sheriff’s Office. In recent years, the number of deputy sheriffs has been declining, leaving the department dangerously understaffed. The latest figures indicate that there are currently only 611 deputies, a number far below what is needed to ensure public safety and manage the city’s jails, courts, and booking facilities effectively.

A clear example of this is Mayor Breed’s denial of the Sheriff’s request for $500,000 specifically allocated for recruiting new deputies. This refusal to fund essential recruiting efforts has further exacerbated the staffing crisis, leaving the department unable to attract and retain the personnel needed to function effectively. Without adequate funding for recruitment, the Sheriff’s Office cannot compete with other law enforcement agencies offering better hiring incentives and support.

Pausing Hiring and Promotions

In June 2020, Mayor Breed took the drastic step of pausing all police and sheriff’s hires and promotions to conduct an audit of law enforcement exams to root out bias. While addressing bias is important, this move has significantly hampered the already strained Sheriff’s Office. The pause put on hold exams for hundreds of potential jobs and promotions, leaving 636 people eligible to become deputy sheriffs without the opportunity to be hired or promoted​ (SF mayor pauses police,…)​. This strategic pause has created a bottleneck in the hiring pipeline, delaying the entry of new deputies into the force and exacerbating the understaffing issue.

Progressive Justice System and Jail Closures

Mayor Breed’s focus on a progressive justice system has also contributed to the current challenges. She has been a strong proponent of closing jails and opposing the construction of new ones, aiming to reduce incarceration rates. In 2015, she led the effort to reject an $80 million grant from the State Public Works Board to build a new jail, favoring alternatives to incarceration such as mental health treatment and substance abuse programs​ (San Francisco superviso…)​.

As a result, San Francisco’s jails are now overcrowded and often on lockdown due to the high number of inmates, many of whom are violent offenders. The facilities were not designed to handle such a high concentration of violent individuals, leading to increased incidents of violence within the jails and making it even more challenging for the understaffed Sheriff’s Office to maintain order and safety. The progressive justice system has also led to several issues:

  1. Lack of Sunlight: Inmates who do not receive adequate sunlight are at risk for vitamin D deficiency, which can lead to weakened bones, fatigue, and a weakened immune system. Additionally, the lack of natural light exposure can contribute to depression and other mental health issues.
  2. Limited Recreation Space: Physical activity is essential for maintaining physical and mental health. The lack of recreation space in overcrowded jails leads to a sedentary lifestyle, increasing the risk of cardiovascular diseases, obesity, and other health problems. Mentally, the absence of regular exercise can exacerbate stress, anxiety, and depression.
  3. Reduced Rehabilitation Opportunities: The shortage of deputies has resulted in inadequate security for rehabilitation programs, including educational classes, vocational training, and religious meetings. Without sufficient deputies to ensure safety and security during these activities, many rehabilitation programs are curtailed or canceled, depriving inmates of critical opportunities for personal development and reintegration into society.
  4. Crowded and Inadequate Facilities: The remaining jails were not built for maximum security and are ill-equipped to handle the increase in administrative separation inmates and protective custody inmates. This overcrowding and inadequate infrastructure compromise safety and security, both for the inmates and the staff.

Additionally, the overcrowded conditions and lack of deputies have severely hindered the ability to provide necessary supervision during rehabilitation activities such as educational classes, vocational training, and religious meetings. Without adequate security, these programs are often curtailed or canceled, depriving inmates of crucial opportunities for personal development and rehabilitation.

Public Safety Buildings Built Citywide

Despite the critical need for facilities and resources for the Sheriff’s Office, Mayor Breed has prioritized other public safety projects over addressing these needs. Significant investments have been made in building and renovating multiple public safety facilities citywide, including:

  1. A new San Francisco Animal Care and Control headquarters, completed in March 2021 with a budget of $76.4 million​ (San Francisco Animal Ca…)​.
  2. The new Fireboat Station No. 35, completed in February 2022 at a cost of $51 million​ (Fireboat Station No. 35…)​.
  3. The new SFFD Station 49 (Ambulance Deployment Facility), completed in May 2021 with a budget of $50.1 million​ (New SFFD Station 49 (Am…)​.
  4. The Ingleside Police Station Replacement, an ongoing project with a budget of $53 million​ (Ingleside Police Statio…)​.
  5. The 9-1-1 Call Center renovation, an ongoing project with a budget of $9 million ​(9-1-1 Call Center | Pub…)​.
  6. Disaster response facilities, including the renovation of Kezar Pavilion, with a budget of $137 million​ (Disaster Response Facil…)​.

While these projects address various public safety needs, the lack of comparable investments in the Sheriff’s Office highlights a clear disparity in resource allocation. This selective investment strategy suggests a bias and a lack of support for the Sheriff’s Office, further undermining its ability to function effectively.

Lack of Hiring Incentives and Public Support

Mayor Breed’s administration has also failed to implement any hiring incentives to attract new deputy sheriff applicants. Unlike other law enforcement agencies that offer signing bonuses, competitive starting salaries, and comprehensive benefits packages to attract talent, the San Francisco Sheriff’s Office has been left without similar support. This lack of hiring incentives makes it challenging for the Sheriff’s Office to compete in a highly competitive job market.

Despite the pressing need for more deputies, the Mayor’s office has not provided adequate funding for recruiting efforts or offered any substantial incentives for new applicants. The lack of urgency in addressing the hiring crisis is evident, as there have been no public statements or campaigns initiated by the Mayor to attract new recruits to the Sheriff’s Office. This oversight, combined with a misleading presentation of the budget figures—inflated by $13 million from contract negotiations—creates an illusion of increased funding and support that does not translate into tangible improvements for the deputies.

Shift in Policy Due to Public Pressure

Mayor Breed initially supported the “Defund the Police” movement, cutting $120 million from the budgets of both San Francisco’s police and sheriff’s departments in response to demands from Black Lives Matter protesters​ (Behind London Breed’s ‘…)​. However, as crime rates surged and public dissatisfaction grew, she shifted her stance, requesting more funding for the police to address rising crime, including open-air drug dealing and retail theft. Despite this shift, the Sheriff’s Office continued to face significant budgetary constraints and lack of support.

Public Safety Concerns

Public safety concerns have been on the rise since 2021, with a survey indicating that 70% of San Franciscans feel the quality of life has worsened over the past few years due to increased crime and public safety issues​ (San Franciscans concern…)​. Property crimes and violent crimes have seen significant increases, and the general public’s dissatisfaction has grown, highlighting the need for more robust law enforcement support and resources ​(Here’s what San Francis…)​.

Mayor London Breed’s approach to managing the Sheriff’s Office has led to a significant reduction in its effectiveness and resources. By civilianizing positions, neglecting critical staffing needs, pausing essential hiring and promotions, focusing on a progressive justice system, denying essential funding for recruiting, failing to make public statements to attract new applicants, and not implementing hiring incentives, the Mayor has effectively defunded the Sheriff’s Office. The result is an overstressed, understaffed department struggling to meet the demands of public safety in San Francisco.

It is imperative for the city’s leadership to reassess their priorities and provide the necessary support to ensure the safety and security of both the deputies and the public they serve. Without a strategic and balanced approach to resource allocation and support, the challenges facing the Sheriff’s Office will continue to grow, putting the safety and well-being of San Francisco’s residents at risk.

“Paid for by the San Francisco Deputy Sheriffs’ Association PAC. Not authorized by a candidate or committee controlled by a candidate. Financial disclosures are available at sfethics.org.”