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10-28-19_CC Agenda Packet-CONFIDENTIAL City of Rolling Hills INCORPORATED JANUARY 24, 1957 NO. 2 PORTUGUESE BEND ROAD ROLLING HILLS, CA 90274 (310) 377-1521 FAX (310) 377-7288 - 1 - Agenda Item No.: 11A Mtg. Date: 10/28/2019 TO: HONORABLE MAYOR AND MEMBERS OF THE CITY COUNCIL FROM: YOLANTA SCHWARTZ, PLANNING DIRECTOR THROUGH: ELAINE JENG, P.E., CITY MANAGER SUBJECT: HOUSING ELEMENT- ACTION FOR COMPLIANCE DATE: OCTOBER 28, 2019 ____________________________________________________________________________ BACKGROUND The City Council met on October 14, 2019 to discuss alternative approaches to comply with the 5th Cycle Housing Element. The 5th cycle requires the City to implement adequate regulatory systems to provide zoning categories for 18 very low to moderate income housing units. It is anticipated that in the next Cycle, spanning October 2021 to 20 29, the City will be required to provide zoning for 41 very low to moderate income housing units. This allocation has not been finalized or approved by HCD. Land Surveying Estimates Staff reached out to four land surveyors/engineers and received two full bids. One vendor responded that due to work load they’re not able to provide an estimate. The second vendor provided an estimate for the MJRC, but not for the school site. DENN Engineering Pacific Land Consultants IW/S School District $22,000 $13,250 No Response MJRC $3,800 $3,800 $11,500 plus recording -2- City’s Assigned Needs For the 2014 Housing Element 5th Cycle, the City was required to provide zoning classification to accommodate construction of units in the following categories: Income Category Housing Unit Construction Need by Income Group Extremely Low (0-30% County median income) 1 Very Low (31-50% County median income) 1 Low (51-80% County median income) 1 Moderate (81-120% County median income) 1 Above Moderate (over 120% County median income) 2 Total Housing Unit Construction Need 6 TOTAL AFFORDABLE HOUSING REQUIRED 4 For the previous Housing Element 4th Cycle planning period, (2006-2013), the City was required to zone to accommodate construction of units in the following categories: Income Category Housing Unit Construction Need by Income Group Extremely Low (0-30% County median income) 3* Very Low (31-50% County median income) 3* Low (51-80% County median income) 4* Moderate (81-120% County median income) 4* Above Moderate (over 120% County median income) 8 Total Housing Unit Construction Need 22 TOTAL AFFORDABLE HOUSING REQUIRED 14* *Unmet 14 units from 4th Cycle added to 5th Cycle affordable housing requirements. Using the proposed 4th Methodology for the 2021 Housing Element 6th Cycle, the City is most likely going to be required to provide zoning classification to accommodate construction of units in the following categories: Income Category Housing Unit Construction Need by Income Group Very Low (0-50% County median income) 21 Low (51-80% County median income) 9 Moderate (81-120% County median income) 11 Above Moderate (over 120% County median income) 7 Total Housing Unit Construction Need 48 TOTAL AFFORDABLE HOUSING REQUIRED 41 -3- Potential Sites Palos Verdes Peninsula Unified School District -4- Mary and Joseph Retreat Center -5- N PVPUSD & MJRC PARCELS -6- VIEW FROM CREST ROAD EMPLOYEE PERFORMANCE APPRAISAL EMPLOYEE’S NAME: SS#: CLASSIFICATION: DEPT/BUREAU/DIVISION: APPRAISAL PERIOD: to EMPLOYEE STATUS: ASSIGNMENTS Please list the major job assignments, and/or projects for which the employee is evaluated. For additional space attach separ ate sheets. PERFORMANCE RATING NOT APPLICABLE UNACCEPTABLE IMPROVEMENT NEEDED MEETS JOB REQUIREMENTS EXCEEDS JOB REQUIREMENTS OUTSTANDING Evaluate each of the rating factors below by checking the appropriate box to the left of each factor. For th ose factors not evaluated, please check “not applicable”. Comments pertaining to the rating factors must be made in the box provided to the right of the factors. For additional space attach separate sheets. RATING FACTORS: (See reverse side for Rating Factor Definitions) JOB SKILLS (Effectiveness with which the employee applies job knowledge and skills to job assignm ents) Job Knowledge Technical Skills Written Skills Oral Skills Judgment/Decision Making QUALITY OF WORK (Manner in which the employee completes job assignments.) Accuracy or Precision Thoroughness Neatness QUANTITY OF WORK (Employee’s success in producing the required amount of work.) Sets Priorities Amount of Work Completed Work Completed on Schedule Employee’s Name: SS#: Page 2 Appraisal Period: to PERFORMANCE RATING NOT APPLICABLE UNACCEPTABLE IMPROVEMENT NEEDED MEETS JOB REQUIREMENTS EXCEEDS JOB REQUIREMENTS OUTSTANDING Evaluate each of the rating factors below by checking the appropriate box to the left of each factor. For those factors not e valuated, please check “not applicable”. Comments pertaining to the rating factors must be made in the box provided to the right of the factors. For additional space attach separate sheets. RATING FACTORS: (See reverse side for Rating Factor Definitions) WORKING RELATIONSHIPS (Effectiveness of the employee’s working relationships with supervisors, co- workers and the public.) With Customers With Co-workers With Supervisors CUSTOMER SERVICE (Effectiveness with which the employee provides quality customer service to the public, City departments, and other employees.) Responsive to Request for Service Recognizes Customer’s Needs Courteous Offers Ideas for Better Customer Service WORK HABITS (Characteristics the employee demonstrates while performing job assignments.) Punctual Attendance Follows Rules and Regulations Follows Proper Safety Practices Proper Care of Equipment and Materials APPROACH TOWARD WORK (Traits the employee demonstrates while performing job assignments.) Follows Instructions Plans and Organizes Work Flexible/Adaptable Provides Suggestions for Work Improvement Seeks Additional Training and Development SUPERVISORY/LEADERSHIP SKILLS (Effectiveness of the employee who functions as a supervisor or lead person.) Plans and Directs Work of Others Sets and Enforces Work Standards Decision Making Promotes a Productive Work Environment Fairness Toward Staff Trains and Develops Staff Page 3 EMPLOYEE DEVELOPMENT To assist the employee in further development of his/her performance and work skills, please complete the following: (If needed, attach separate sheet.) Specific performance objectives accomplished during this appraisal period: Specific performance objectives established for next appraisal period: Instruction, special training or formal education recommended: Supervisor/Management comments (optional): Employee comments (optional): OVERALL JOB PERFORMANCE RATING Does Not Meet Job Requirements Meets Job Requirements Exceeds Job Requirements My signature does not necessarily mean that I agree with this rating. However, it does signify that I have read and discussed this rating with my supervisor. Please Print Name and Title of Rater Signature of Employee Date Signature of Rater Date Mgmt. Initial Management Review Signature Date Page 4 Employee Performance Appraisal - Instructions Page 1 PERFORMANCE RATING Unacceptable The employee’s work performance is inadequate and definitely inferior to the standards of performance required for the position. Performance at this level is unacceptable and cannot be allowed to continue. Improvement Needed The employee’s work performance is frequently below the standards of performance for the position. Serious effort is needed to improve performance. Meets Job Requirements The employee’s work performance consistently meets the standards of performance for the position. Exceeds Job Requirements The employee’s work performance is above the standard performance for the position. Outstanding The employee’s work performance is consistently superior to the standards required of the job. Not Applicable The employee is not required to perform in a specific rating factor, and it cannot be measured. RATING FACTOR DEFINITIONS Job Skills Job Knowledge Extent to which the employee possesses the knowledge to perform the job. Technical Skills Ability of employee to perform specific technical and complex components of his/her job. Written Skills Ability of employee to express his/her thoughts in writing in a logical manner and sequence, using appropriate language, grammar, punctuation and sentence structure. Oral Skills Ability of employee to verbally express himself/herself clearly, concisel y, and effectively to others. Judgment/Decision Making Ability of employee to interpret a situation correctly and make sound evaluations as demonstrated by practical decisions and their results. Quality of Work Accuracy or Precision Extent to which work is free from errors or omissions. Thoroughness Extent to which work is completed, with all details covered, avoiding the necessity to perform further work to complete it. Neatness Extent to which a finished work product meets or exceeds the acceptable standard of legibility, cleanliness and orderliness. Quantity Sets Priorities Selects and competes work assignments in order of importance. Amount of Work Completed Volume of work produced in relation to the amount of work requiring completion or attention. Work Completed on Schedule Frequency with which an employee completes work within given or reasonable time limits. Page 5 Employee Performance Appraisal - Instructions Page 2 RATING FACTOR DEFINITIONS Work Relationships Customer Working relationship established with any party to which the employee provides service. Co-Worker Working relationship established with other City employees within or outside employee’s department. Supervisors Working relationship established with departmental supervisory personnel including management. Customer Service Responsive to Requests for Service Extent to which employee makes a good faith effort to resolve customer’s request(s) for service. Recognizes Customer’s Needs Extent to which employee evaluates, understands and anticipates the service needs of his/her customers. Courteous Extent to which employee is considerate and polite to others when responding to service requests. Offers Ideas for Better Customer Service The quality of suggestions or recommendations, offered by the employee, to improve the delivery of services. (Employees will be recognized only for positive efforts.) Work Habits Punctual How an employee complies with established working hours, including arrival to work, complying with time limits set for lunch and work breaks, and keeping appointments. Attendance The extent to which employee complies with City and department policies and procedures governing the use of leave. Follow Rules and Regulations Extent to which employee follows established City and departmental rules and procedures. Follows Proper Safety Practices Extent to which the employee practices rules of safety to protect himself/herself or others. Proper Care of Equipment and Materials How City equipment, including uniforms, is properly expended, used and cared for. Approach to Work Follows instructions Performs according to written or verbal instructions. Plans and Organizes Work Develops an approach to work which effectively uses time, materials and resources, i n a manner which achieves the greatest results with a minimum of time and effort. Flexible/Adaptable How employee adapts, with a minimum of difficulty, to new policies, personnel, assignments, equipment, technology, etc., and performs properly. Provides Suggestions for Work Improvement The quality of suggestions or recommendations offered by the employee to improve the work of himself/herself or others. (Employee will be recognized only for positive efforts in this factor.) Seeks Additional Training and Development Extent to which employee seeks out training, through job assignments or education, with the goal of further personal development. (Employee will be recognized only for positive efforts in this factor.) Supervisor/Leadership Skills Plans and Directs Work of Others Extent to which the employee pre-plans work, establishes schedules, and assigns work in a productive and fair manner to achieve the best results. Sets and Enforces Work Standards Extent to which employee establishes work standards and insures that such work standards are met. Decision Making Employee considers and interprets correctly all of the important facts in solving a problem and arrives at prompt and effective decisions. CONTINUED NEXT PAGE Page 6 CONTINUED EMPLOYEE PERFORMANCE APPRAISAL INSTRUCTIONS - PAGE 2 Promotes a Productive Work Environment Employee encourages and motivates others to perform their best to accomplish performance goals. Fairness Toward Staff Extent to which the employee judges his/her staff objectively, on merit, and impartially. Trains and Develops Staff Employee recognizes staff development needs, or deficiencies in staff members, and recommends training through proper instruction. Page 7 Employee Performance Appraisal - Instructions Page 3 OVERALL JOB PERFORMANCE RATING Does Not Meet Job Requirements The employee’s overall work performance frequently does not meet the standards of performance for the position. Serious effort is needed to improve performance. This rating will result in the employee not receiving a step increase. If the employee is not at Step 7, he or she must be re-evaluated no later than six-months after the original anniversary date. Meets Job Requirements The employee’s overall work performance consistently meets the standards of performance for the position. This rating will result in the employee receiving a step increase. Exceeds Job Requirements The employee’s overall work performance is consistently above the standard performance for the position. ORDER OF SIGNATURES FOR EMPLOYEE PERFORMANCE APPRAISAL 1. Signature of Rater – Supervisor who directly supervises employee and prepares the performance appraisal. 2. Management Initial – Management personnel who review performance appraisal to insure it is properly completed, that there is consistency in rated factors and written comments, and that the comments are job related. Manager should initial the appraisal. 3. Signature of Employee – Employee signs following review and discussion with supervisor and makes comments if he/she chooses. No changes should be made to the appraisal after employee signature. 4. Management Review Signature – Management personnel signs following final review of the appraisal, including employee comment (if any).