Previously, we asked our Muni Driver how he'd fix Muni. This time around, we're going to ask our Security Guy. And hey, if you got any questions you'd like asked, send them to editor@sfist.com.

How I would fix MUNI. (Disclaimer: I am not an administrative professional but this is my way):

Major realignment of the Divisions / Departments
I would simplify the tree a bit, making the chain of command from top to the entry level classes.

Hire competent Executives followed by Managers
Establish clear guidelines for hiring competent / qualified personnel and more importantly, hold them to the position. This has happened already, i.e. the hire of Ken MacDonald, GM of Operations. He has done a lot of good. The problem are the assist GM, the managers and the supervisors.

Hire competent Supervisors and employees
noted above.

Have parts and equipment in stock for repairs
(there are) problems with finance and contract personnel. Buses out of service due to no parts in stock. Cars out of service due to no parts in stock. For quite a few months there, there was "no money" to acquire more parts. We've had over 50 buses of different types parked or deadlined due to no parts / inability to repair. We've had over 50 DPT carts parked when instead, they could be in the field.

Have adequate equipment on duty for in field service / repairs
(there are) parts trucks on duty with no parts to use for field service (same problem as above)

Write up the MOU with the various Unions to be more service first, not "self" first
Get an understanding with the union. Remember the "wildcat strike" two years ago? That was over us busting their operators pocketing cash and upset that we had a package together for their termination. Instead, the back door deals, the two conductors were allowed to retire. Retire? case closed. They should have been terminated. One of those two conductors, this was his third / forth time being caught stealing money.

Hire adequate security people
The personnel we are hiring now, OMG. Public be careful. No reference checks, nothing - just fingerprinting. On one occasion when we were doing reference checks, one applicant was committed for a 72 hour mental hold and had an arrest record since 1992 up his last in July 2006, all domestic violence related with a firearm in the picture (not used). All the cases were dropped becuase the victim failed to show in court (his girlfriends he made up with). This person was passed over for hire BUT now, the protocol is to hire anyone / everyone.

Hire adequate investigators
same as above and hire competent supervisors. This guy is supposed to be handling "administrative matters." Make up something with him and get him to tell you what he knows of the job. Call to make a complaint against a vaguely described fare inspector... have fun on this one.

Have adequate supervision
Management has a style of blindly passing out assignments to all supervisors instead of allowing supervisors to handle their job and go in the field to help trouble shoot (patron disputes, train stoppages, etc.). Management gets their marching orders and pass it directly to supervisors who have to do their work, give them an update so that the manager can go to his meeting and quote the work done by the supervisor (without saying the supervisor did the job). This has been constant since October 2006. Managment's handling of this also leaves the supervisor out and dry when things don't work out, i.e. Management blames supervision for not doing something, keeping their (management's) hands "clean".
this is just for starters