context about racial equity or o planning, information or resourm communities that have been excln economically and racially disad. so that was the first thing we e clear policy statement. then we also wanted to have somo give project sponsors informatis policy guidance early. so that they would know what weg about, how we are looking at thd what will be required, dependine demographics and the historicalt given project. we wanted both the planning come historic preservation commissioe tools in terms of community accy outreach and representation of e

conversations that we have aboud plans so that folks would have r understanding about who are theo are the losers when we are debas and whose voices are heard the . we wanted to know why the worstd in the department, given this s. why is it that we spend time ann some neighborhoods and not othes the criteria as compared to thiy statement that we have decided . let's see. we wanted to make sure that rese available to do this work. and i heard you, director, about discussion coming up pretty soo. and i want to let the public kne keeping that in mind.

and we also want to understand , you know, in terms of other regy infrastructures, both at the stl level, in terms of advancing tho have that also be part of the dn staff comes to us with these th. and then also pertinent to the n that we had this morning, we woe an internal work plan in the deo advance equity issues among our. and so while our staff is incred gender-balanced, i think the fao in the chain of command, that b. so we would like to have an intd proactive work plan that includl development and training, advant opportunities and intentionalits

to giving folks the opportunityp leadership and decision-making t reflect racial equity lens. and lastly, we would like to seg education and more opportunitieo advance this work. and that also includes us. and the historic preservation c. i must say that i think since ie commission it was the first tima joint meeting with the historicn commission, and we really appreg that and just breaking bread tod getting into deep discussions is that also as an entire group ofa lot of things that we do that an projects that come to them and . but we don't often get a chancet together.

so that was also a desire. and so with that, i'm going to y fellow commissioners before i ld ms. jones come up, and to get yn what we went through and how weg with this work. commissioner richards. >> do we get a chance to speak c comment? >> yes. also. >> okay. i'll wait. >> oh, okay. >> i'll wait until public comme. >> okay. sounds good. all right. ms. flores, come on up. >> investor know what you might. i'm not left-handed. good afternoon commission presit staff. thank you for the introduction. i'm very thrilled to be bringinn of three years of our work befor consideration for adoption. it's been a significant lift fo. because it's not just a plan wis

about culture change, process ca serious health assessment as ano see where we are doing well ands work to do. before i jump into the presentao thank each of you for your suppn direction. i want to thank secretary jonast section we had two months ago. director of ad administration sg this undertaking. our plans and lessons learned aa model for other agencies. i would like to thank the steere which has been providing guidan. and i would like to thank the sm this work would not be possiblee internal commitment to action. also rogers and chun for their d support and especially the coree to thank our director john ram g the initiative and standing fir.

excuse me. he did a lot of hard work. don't always get this excited b. we want to tell you that we wous milestone without your engagemep and i also want to thank the coe support and technical assistanc. so i'm going to give a little bd during the presentation for thef members of the public who are te first time and just go over higl components of the initiative ane tackling implementation and thet steps. so president melgar alluded to s the department tackling racial l equity? we know disparities are increast and the housing crisis has madea lot of folks. city staff could be more diversr represent our communities, partn management.

and we also know that governmene planning in particular have a hh significant racial and social i. for these reasons and because wc servants, we have a responsibile racial and social equity but ale are not exacerbating disparitie. i want to read this definition d because i hadn't noticed until t the legislation updated their d. but the city family has been us. what is racial equity? the systemic and fair treatments while recognizing the historicad harm done to specific racial gr. so we will update this definiti. and we used the prior definitior resolution. our initiative is fulfilling cis to advance equity.

late mayor lee developed this. under mayor breed's leadership s five-year financial plan includt strategy to advance his vision e greater accountability and equin city services. most recently, the mayor and thf supervisors approved legislatiot august creating a new office ofy under the human rights commissi. this requires all departments tt we are doing, create racial equ. i would like to also highlight 3 which is racial equity report ca budget equity assessment tool. commissioner melgar, you referr. we hope to be able to practice l very soon in the next few weeks. the responsibilities of city deo complete the plans by december s

well as present publicly updatee years, give annual progress repd designate racial equity leaders. we are supposed to submit a stao make sure we are staffing appro. there's also a non-retaliation e legislation. and we know the department has n advising this kind of work goino decades. the action plan will help us dor comprehensively in our internals external work. so what are the key components e initiative? phase 1, which is what is in fry for adoption deals with our ints and has actions, strategies andn its inclusive of racial and soc. we completed our staff trainingf training, baseline survey and ra social and racial equity tool fn

using on applicable projects asn implementation road map. phase 2 is already also underwar external operations. we have begun doing individual e community, starting focus groupg brainstorms with staff. and there's all the ongoing worg and implementing and monitoringe doing. these are the initial five goal. the first four are hiring capacg budget, procurement contracting. and the fifth one points to thee need to do as part of phase ii. at the informational hearing ea, the matrix was still a blank sl. we were still thinking about hot doing this. since then, we have developed oe are some draft key indicators fk and be accountable. is anyone better off? how can we measure what we are ?

our proposal is to work with thf racial equity once it's up and o coordinate with the racial equid they have to produce to make sue tracking the right indicators ae measures and that the work is ae city. similarly, when we last presente columns to the right of the acts slide were empty. since then, we've come up with e measures, the specific timelinet to accomplish each of the actioe due date and the lead. and again, we want to refine the office of racial equity, partice performance measure so we are tg meaningful things and that we at with how they want to -- the pon that they will set for us. so almost all of actions that a2

and 3 are pretty much underway . but we chose kind of these arear the remaining of the fiscal year implementation. training is not a one-time, sorn everyone and everyone gets equi. we have to have ongoing learnin. so we are prioritizing advancedr managers, fairness training, im. we want to create enhanced outrd recruitment lists for hiring ass contracting, so making sure potl contractors and organizations of opportunities of our other work. and we also want to develop guir criteria for hiring so managers, interview panelists are aware od not just bias but other racial y skills we might be looking for,l

competency for certain position. contractors are an extension of. they need to be aware of these d criteria. so we want to develop some scors well for them. and lastly, we already mentionee legislation requires that we an, the budget assessment tool willn the next few weeks. we included an interim assessmee first phase and staff have alreg practice and applying this. so we can work with each other y strategies for racial and sociao identify burden or unintended cn

projects. i would like to sort of for exan example, connect the staff has y proactive. not only do they have equity ase values but they have a comprehen which the rows are all the difff the project. i know they are hard to read bun the last two columns. they identify specific racial ay activities for each of the tasky associated a step of the tool tt relevant or most important. so they've been very comprehens. at the request of commissioner e working with the market octaviay the tool to the project. it's a project that's already po its life. so we have been working with tho work through this process. and then a project that will beu

today, also very proactive abouh equity goals and looking at unid consequences and burdens. so what are our next steps? as i said phase 2 focuses on the department operation areas, evew we do our community outreach ano our community development, data, preservation, enforcement and m. we have already begun doing bral as the community process. president melgar summarized they provided at the joint session af these things can fold into phass process. i would say the first two bullee can be part of our budget procet few weeks and then the third buo hiring is already encompassessef this work. so this is where we are in the s the big box on this chart.

some of the key highlights that, we already at the historic presr adoption in two weeks, december. and we will be -- the steering s meeting next week, and we are ge applying a budget tool with theg committee so we can inform the y the challenges or the needs ford shape this tool. and then 2020, we hope to be bae spring with a draft of the phasd bring a draft for adoption in l. and of course continue our ongog implementation and monitoring. so the proposed commission actit a resolution to adopt the phasen inclusive of the vision, directo implement the plan and finalizee implementation matrix and perfo, develop phase ii with communitye of racial equity and city agenco

ensure that historically underss have act witable access to fund. in the spring we'll come back wn amendments to incorporate racial equity. one department alone can't can'e racial disparities. we have to work as a city to mae and advance a more equitable an. it is an honor, this being natin history work, to bring this worr your consideration. thank you. >> thank you, ms. flores. we will now take a public comme. i have two speaker cards. cynthia gomez and alex lanceber. anyone else who wishes to provit on this item, please do so now.

>> good afternoon, commissioner. welcome, commissioner diamond. you've seen me many times. thank you for taking on the tas. the challenge is enormous and iy of you, it's daunting because ae operating within a larger frames still designed to perpetrate ane inequities. i would quote the wonderful tonn she says the soil is bad for cef flowers. certain seeds will not nurture,t will not air and when the land e acquiesce and say the victim hao live. he we are wrong, of course. i applaud you for making that sn and for using the tools that yod taking a leadership role and noa reactive role.

i'm looking forward to hearing f course, but to take that role iy important first step. there are specific tools, therel need to understand, but i'm vero understand with a union that isy immigrants, women of color, part immigrants, a lot of new speake. and we all of us fight like helb a dignified job to allow peoplea voice and play a leadership rol. the benefit of joining a union y more pronounced, the farther doe income earnings, the greater thf joining a union. for earners in the bottom 20 pet of joining a union is somethinga 20 percent bump. so you'll hear me talk every tie

and ask you to think about all s of equity, who gets the park and who has to contend with the cru? who gets an atmosphere of opennc resources and who has to deal ws and limited hours? who gets the attention and who ? we'll continue to talk about th. i want to urge you to think abof labor when it comes to questione particular tool of looking at cs is a great tool to look at thatu to really use that and to thinke different ways that each projece you can either exacerbate the it nobody wants to see exacerbatedy at it piece by piece. thanks very much. i look forward to hearing more. >> thanks, ms. gomez. next speaker, please. [please stand by]

today, however, the labor movement, as cynthia said before

me, at work for people for race, gender, national origin. plain an simple, unions raise workers' wages, give working people a voice in our democracy. and they are how our general, racial and social equity concern become material realities in people's lives. what does this mean in practice with the construction trades, who i work with? apprenticeship programs are the first step in the construction career ladder, with wages that allow workers and their families to thrive, not just merely live. we're proud that nearly 70% of apprenticeship enrollees pretty much statewide, since the recession, have been non-white. even for higher-paid mechanical crafts, non-whites make up half of the enrollees. what all of this really comes together is calling on you to take these equity considerations seriously in your work and to take the question of work seriously in your decisions. look at the project sponsors

first hiring forms, like actually in-depth to see if the contractors reflect those values in their labor relations. ask if development agreements negotiated by the mayor's office of economic development, further equity goals in projects, construction and operation. ensure local hiring from the top of the -- from the bottom of the hole to the top of the building and in operations. [bell dings] and make sure that these commitments aren't just taken on faith, but strictly enforced. i look forward to the ongoing dialogue. >> next speaker, please. >> commissioners, connie ford, san francisco labor council. first, chairman melgar, your leadership here has been extraordinary, that you bring up this issue. i haven't read the whole thing, i have to be honest. but it's right here. the first thing that stood out to me is that you have in this document a definition of

structural racism. i don't think i've ever read a government document that was 75 pages long talking about racism, that included the definition of structural racism. so i know that everybody is digging deep. this is a big -- this is a big hurdle and a big job to cast. by coworks alex and cynthia took away a lot of my points i wanted to emphasize. however -- however, i think the issue of jobs and work have to be -- and i've been up here many times talking about, i read d.d.a.s, i have read the community benefit agreements. they always talks about jobs sometimes, but enthusiastic never talk about the quality of jobs. a good job, as you know, has a living wage and benefits a part of it. and it's structural and it's important. and we shouldn't gust jib developers a write on perform --

if they say we're going to produce 4,000 jobs. we should be asking what kind of jobs and who will they serve. that's important. that's a structural thing. we talked before about maybe having a worksheet where people can check it off. this -- you know, to know our ft system is all set up. it's a good system. but guess what it's not enforceable. it's like if you want to do it, you can. if you don't want to do it, you can. we need to hold these developers and hold these people accountable. because in the end, just like alex said and cynthia, it's these jobs that's going to address the racial inequity situation in our city. we all know that the wage disparities, economic disparities in our city are larger than practically anywhere else in the world. we have an opportunity -- we have an opportunity to really show our oomph and change the system to some degree.

i support doing your internal work, the internal department work has got to be done in every department in every city, and in every department. that's true. but let's look at the broader. [bell dings] let's look at the broader. thank you very much for this position. thank you very much for giving me some nighttime reading and i look forward to working with you on this. >> thank you, miss ford. next public comment, please. >> good afternoon, commissioners. my name is sabrina hernandez. and any time there's an opportunity to speak up for racial equality and diversity, i'm there. so that's why i'm here today. i'm a member of i.b.w. local 6, in fact, a 32-year member. i.b.w. local 6 i started out as an apprentice. and it's -- it's something i celebrate, but something that always brings me a lot of pain. in my second year as an apprentice, i bought my first house. i bought my first house as an

apprentice. this was 30 years ago. it's something i feel blessed by, but something that's painful to me. as we all know, cost of living here in san francisco is very high. represents are very high. developments are very expensive. and there are a lot of people that are unable to continue living in this city. i.b.w. local 6 has been my professional home for a while. i carried tools for about half of my career and for half of my career i've been a business representative. and whether it was carrying tools or as a business representative, i have always, always carried the experience of women of color at the forefront and people of color at the forefront. and people coming from disadvantaged backgrounds at the forefront. because that's who i am. that's where i came from. and as a lot of the speakers said before me, unions offer one of the great opportunities, as they did to me, to be able to continue living in this town. but i want to share a reality

with you. you know, i go and see the apprentices every tuesday, i stop into their classes, just to provide a connection to the local union, answer any questions. the reality for the average apprentice coming in, big picture numbers are going up in terms of women participating in our program. in terms of people from disadvantaged zip codes in freelance being accepted into our program. very strong relationship with city build, providing a flood of great candidates to come into our apprentice program, with the promise of high pay, high-skilled jobs. but the challenge is still there. and a woman like me, who may be in her early 20s, in her second year of apprenticeship, in the premiere local in the united states for unionized electrical workers cannot afford a house in san francisco. cannot get that down payment together. so while i applaud your efforts to put together this new initiative, i just want to

please ask you to keep in mind those folks who are considered high-paid, high-wage, high-skill in your evaluations of the granting developments. and just don't forget us. thank you very much. >> thank you. any other public comment on this item? come on up. if there's any other public comment, please line up on the left, so that we don't lose time. come on up. >> my name istariy jones. i'm a san francisco native. father, son here. but i'm also a verified equity applicant. in a nutshell, you know, i listened to everything that's being said today and it really hits close to home. it's something that hits me passionately, because it's something that affected me personally. , not just me personally but my

community, my city and probably even the nation when we're talking about candidates. and i don't want to take this the wrong way. but when it comes when we're talking about equity, i want to make sure that equity is not being tokenized when we're talking about the african-american community, brown communities and yellows. i want to make sure that everything is incorporated right. when we look at this topic, this is something that we're in a position to be leading for the nation when we're talking about san francisco. and as much as we're able to talk about union, different aspects of interests when it comes to equity, because we're talking business here at the end of the day, we're also talking about restorative justice, because there are those who are locked up, dead in the grave, that probably can't come back. and sometimes when it's white, it's right. when it's black, it's black. we talk about this with cannabis. this is one of the legislations we can do. as the lady spoke about, restorative justice is in paper

what this legislation. i just hope you take an important example that you guys are going to be leading when we're talking about business and we're talking about this taboo that we're dealing with. because it's affecting us as a whole. and also for those in the audit, we pay attention to those in the community. there's still people dying right now that's approach to approach you guys. they feel the situation is not going to be resolved. personally trying my best to be as optimistic as i can towards this opportunity for us to be able to do better business, to bring better business to the community. also to show the market that it can be done. if we're going to start, we want to start right here in san francisco at the grass root level and with you guys. very appreciative of what you've done. we're talking about red lining. we understand it takes time to go for any conditional use, but

time is money. most of us ain't got that money or time. some people dying every day. so just keep that in consideration. i appreciate it. >> thank you very much for your comments. next speaker, please. >> good afternoon. my name is angela white. and i am here -- i work with success centers. we serve the marginalized communities. and we are actually doing the work. i am so happy to hear about this equity report card. i work in placing people in jobs, often who is overlooked are those who have gone to college. and we do have a demographic in our community of folks who have gone to college and have been overlooked for jobs and positions. and so i just wanted to say thank you for this work. and i'm looking forward to

placing some of those folks and finding out, you know, what this report card is. i'm anxious to hear it. because i see it and i know what it is. because i'm on the ground floor doing the work. but i just want to say thank you very much. >> thank you, miss white. next public comment, please. >> commissioners, first of all, i want to thank you for and thank the planning department staff for taking the time to look back and to reflect on what they do, how they do their work and who they are and who is represented within the staff of this commission and how it looks like or does not look like our city. on page 25 of the report, it was interesting to look at where the people of color are within the department. clerical staff is 90% people of

color. as you move up, professional staff, other analysts, 30% or so are white. the rest are people of color. and when you get to the senior management, you are looking at only 10% of senior management being people of color. what does -- and then when you ask the questions, that are in the report, and you look at how different people respond to those questions, you see that senior staff don't see as much racial tensions or racial issues happening within the department, as do others. so i think this is a first maybe moment or glimpse to start talking about how that can change, both in how people look at what's happening in the department, but also how the department is composed. who is allowed to move up. who is getting from the very top level, from director, but on

down to your planner fives, your planner fours. who is getting those positions and how does that reflect our city and how does that get reflected when planner goes out and do planning work within the neighborhoods. so again thank you. i know that this isn't always easy, that this is hard work that needs to be done. it's a good time to start it. >> thank you, mr. marty. any other public comment on this item? okay. public comment is now closed. commissioner johnson. >> thank you. first, i just want to express my deepest gratitude to planning staff, and in particular claudia for your love, your passion and

dedication to seeing and shepherding this work. it is some of the hardest work that we, in particular the people of color, are called to do. it has potential to be the most transformational. i'm so grateful that this is happening. just to talk a little bit about our training and just how thinking about this as a commissioner. you know, i think when assuming the position of commissioner, it was not lost on me that commissions, preservation, planning and all of the spheres in which we touch were meant to represent the public and be part of a public process. and for most of their existence didn't do so. they were explicitly and implicitly exclusionary. and not only that, but they were used as tools for oppression and exclusion. so as people who have taken on the awesome responsibility to be part of these systems, it is our

awesome responsibility and a requirement to step into our role and not only being an ally, not only thinking it's a good idea, but actually being held accountable to turning the tide and making sure that we're advancing racial justice and equity. i think achieving racial equity, which, you know, i love the definition, a condition where one's racial identity has no influence on how one fares in society, should be every single one of our personal goals in the world and our spheres of influence, because it's going to take all of us. it's not just a nice thing. it's actually required to be relevant in the 21st century, to have competency in, to practice. and it is a lifelong practice. and it's how we honor the positions that we hold as planners, as preservationists, as community leaders, by doing that work.

and so i'm really -- this report was incredibly thoughtful. i think the first step in that work is looking at the numbers, understanding where you're starting at. and then making an actionable, accountable plan for how we're going to turn the tide. how we analyze, how we hire, how we're using our spheres of influence to advance this work. and i just -- you know, want to underline that we have all kind of taken up the task of doing the personal work, the work as a body, as a commission. the work as a department to join our other folks in the city family, to do this work, so that we can, as a city, become a leader for racial justice and equity. and this is a community conversation. we can't actually do that work alone. actually this is an invitation to members of the public, who come to these hearings week after week, who actually exert influence in your own

neighborhoods and communities here at the commission and city hall. if you're a project sponsor, if you're a community organization, do a racial justice and equity training. read the color of law or how to be antiracist, because it's not good enough to be antiracist. we need to work to advance these values, which i think are the values of our great city. the city of san francisco. >> thank you, commissioner. commissioner richards. >> so i'm going to defer the inside the department stuff to stuff that we can control. i know that we're going to get there. it's just going to take time. i want to focus on the external portion. i think all of the work we're doing here is a carefully placed bet that's going to yield results ten times over. i'm fully behind this effort.

i didn't read the color -- i didn't read the other books that commissioner johnson referred to, but i read the real estate state. actually when i saw how the federal inspectors came out and they took different blocks and different cities and rated them "a" through "f." italians got this rating, african-americans got that rate, it was based on kind of like the rundown-s in of the block, didn't matter if it was true or not, it matter who lived there. it fed into the whole redevelopment scheme a decade or two later. i think -- so i'm convinced, i mean, there was absolutely red lining. there's absolute proof of it. it's time we do something about it. now the devil is in the details. so the first thing i think that i'd like to see, after the historic preservation element, and the general plan, a racial and social equity element in our general plan. i have mentioned that in the

training. i want to make sure that every project that we look at, actually has a racial and social equity lens. so what i'd like to understand is, when we have a development, i want to make sure that we understand what different classes of folks, based on the table on page 15, are able to afford those units that are being -- that are being either market-rate or b.m.r. units, they're either the a.d.u.s or the junior a.d.u.s. we have people from chinatown come here and say, oh, the skyscraper going up and 50% of b.m.i. most people in chinatown aren't at 50%. i'm zoning without having some level of financing to get those people in the past discriminated against into those units to be inclusionary is key. otherwise it's just talk. [applause] >> thank you. i support what you're saying.

>> i suggest the department do a lookback on the development that we've already had in the upzoned area and do a sampling to see who bought, who wented those unit -- who rented those units. we need to get back to having some real inclusion. so show me the data. don't just tell me upzoning is going to make everything inclusionary, when i see that african-americans on the median make $48,500. they're not going to afford a market-rate apartment or b.m.i. unit. how are we actually going to rewrite that part of history that i'm actually ashamed of. we still have from redevelopment, certificates of preference still outstanding after what, 40 years of redevelopment. i mean, come on, folks. our record sucks here. we need to start addressing the stuff that we should have addressed decades ago. in terms of income disparity,

we're on par with uganda in terms of the stratification of who makes what in this city. as a former c.e.o. of a company that i worked at said freelance is -- san francisco is a train wreck. the elephant in the room is state intervention. so when we talk about all of this stuff, that we squeeze it through the knot hole backwards with s.b.50 and s.b.3430 coming out of san francisco, we knee to let senator chu and assemblyman king know we want to work with you on what you're doing. we want to understand how it actually benefits these people, that we want it to benefit. not just create units for more white rich people to move in, who work in tech. sorry, that's just what's going to happen. i'm telling you. when i say each project needs to have an evaluation, i want to see this project has 26 units, 20 or market-rate, six are

b.m.r. and take a look at the racial categories that we have here on page 15. and you show me how each in the racial category is going to afford those units. i think that's key. stop telling me market rate is going to solve all of the problems of inclusion. it's bullshit. >> thank you, commissioner. missioner koppel. >> thank you, chair. this item has been long overdue. something that comes to mind was our recent mayor's inauguration in front of this building at city hall. i remember there was sermons given by a rabbi, sermons given by a preacher. we had the san francisco gay mens' choir and chinese dragon dancers. i just sat there -- i was sitting next to commissioner johnson that day saying i love this city, these are the things i like to see where i live and spend my money. so just i want to thank the

mayor and her leadership in just creating this office in the first place. long overdue. i wanted to recognize sister ford, sister gomez and sister hernandez for coming by today with their valuable comments. and you may look up here and see what you're seeing right now. but i hope you can see past this guy and see the people i represent. the people that get up early in the morning, go to work, go to work sometimes life-threatening jobs. and people like me have been in this position, out the job sites, in the office, advocating for the rights of our members. the first thing i did when i got in the office, i printed out our entire membership sheet, took a look at who lived in the city, the racial background and makeups of who we were employing. and again this is just a tiny sliver in what's going on citywide. but we're doing what we can and at least our specific trade to advance disadvantaged neighborhoods. and make this as equitable as

possible. we've been paying men and women the same for 125 years. everyone gets treated the same. everyone gets paid the same. everyone has the same benefits. everyone works the same working conditions. it's pretty much the definition of equality, as much as it can be on our job sites, in our industry. and it's something i've taken very seriously. i've been showing up to city build, i've been talking to the classes. i've been encouraging them to show up, get good grades. don't miss one class. we want to see you make every class, we want to see you get an average of a "b." and then we will let you bypass our test. we have direct-to-interview process agreement with city build, something i'm extremely proud of. a lot of times certain people couldn't pass our exam to get to the interview stages. if they can show up every day for 12 weeks and get a b average at city build, we're going to interview them. let me just say the numbers have gone through the roof, 94214

especially. we have more applicants than ever. we have more women applicants than ever. we have a woman's club. we have a chinese cultural club, latino cultural club. we've had a float in the gay pride parade for three years running, which i'm extremely proud of. i'm doing as much as i can with my industry to do the right thing. >> thank you, commissioner. i will just add that during our training, this training was specifically about racial and social equity. we did talk a lot about intersectionality. i was in a small group with a fellow commissioner from historic preservation. and we did talk quite a bit about gender issues in this space. so the numbers that will martine brought up when it comes to gender, in terms of the leadership of the department are also not great.

so i'm actually confident that in building the framework, that is equitable, that advances folks and provides professional development and opportunity. the intersectionality of oppression will get addressed for folks who have been kept out across the board. so, you know, the concept that when you solve the issue for the folks who are at the bottom, you also solve for others is strong. and so i'm really glad that we're doing this work. i'm glad that everybody is super engaged and reading and evolving. and i'm also glad that we have so much support from the public. thank you very much, miss flores and miss jones. thank you, director ram, for support of this very important work. >> thank you, madam president. i just want to take a moment to thank particularly claudia who has been passionate about this

work for a very, very long time and thank all of you for your support. it's important work. i know there's a lot more to do. and i take your point about the leadership of the department very seriously. and i will make sure that in the coming months that my successor, i'm sure, will take that very seriously as well. we're asking for an action today and the direction to staff that claudia mentioned. we are hoping for an action today. >> yes. i also want to know, i noted it this morning, that i believe this is the first time we have a majority female planning commission ever in san francisco. if anybody wants to correct me, please do so. since i've been here, since i have lived in san francisco, which is a very long time. this is the first time. i think it's really appropriate that we're voting on this today. so thank you. commissioner johnson. >> so i make a motion to adopt the resolution and enact phase

one of the racial and social equity plan. >> second. >> thank you, commissioners. there's a motion that has been seconded to adopt the adoption phase one plan. on that motion, commissioner? >> aye. >> commissioner johnson? >> aye. >> commissioner richards? >> aye in >> commissioner president melgar? >> aye. >> it passes 5-0. [applause] item 13. case number 2019. 107662 pca for the affordable housing and educator housing streamlining program, planning code amendment. >> good afternoon, commissioners. audrey maloney, planning department staff. i'm going to do a quick check to see if supervisor fewer's staff is in the room yet. yep. ian is here to speak on the

ordinance before staff presentation. >> hello. >> hello, president melgar. good afternoon, commissioners. ian fergosi with sandra lee fewer's office. thank you so much for having me today. the legislation before you today is a small tweak to a much larger initiative co-sponsored and passed recently by 76% of voters in the recent election. i first want to just talk a little bit about why we authored this critical initiative. and, you know, why it's so important and we're so happy that it's been enthusiastically supported by san franciscans. we know the housing if the crisis, we need to create more affordable housing in every city. as you know, san francisco is

exceeding the arena goals for market-rate housing. we're falling fall short of our goals for low and moderate-income housing. in fact, as of last year, the city had already created 96% of our market housing needed to make the goals. only produced 30% of the necessary affordable units to meet our goals for low, extremely low and moderate-income housing. so in order to close this gap we've been working to provide more funding for affordable housing and also make it easier and faster to build that affordable housing. the board of supervisors has been aggressively pursuing new funding sources for this affordable housing. this includes legislation that our office, that supervisor fewer recently authored and passed, which allows -- actually allocates 50% of excess erath funds, which the city receives back from the state for

affordable housing. and this legislation actually added $70 million in additional funds for affordable housing, just in this year's budget alone. it's going to continue to add tens of millions more every year. as you also know, the board recently passed legislation from supervisor haney, after receiving the support of this body to increase the jobs housing linkage fee and provide hundreds of millions of dollars of funding for affordable housing. as well this recent election, along with prop e the board of supervisors and the mayor work together to put this $600 million bond on the ballot. i know a lot of you worked on that process together, with all of us. and that was approved by 71% of the voters. so we are really thrilled with how receptive the voters were to these really big affordable housing measures. and all of these proposals are going to help us address the biggest barriers to affordable housing, you know, a lack of

city funding. and to address some of these other barriers, other than funding, that have been identified by affordable housing non-profits, our office and our colleagues worked with stakeholders to develop and pass the affordable homes for educators and families now initiative, which, of course, later became prop e to make it easier and faster to build fard in neighborhoods across the city, by doing all of the following. rezoning all large, private and public lots citywide in order to allow 100% affordable housing projects by right, without demolishing existing housing or touching it public parks. also waiving density restrictions for affordable housing projects and allowing up to three additional stories of height through the state and local density bonus programs, creating an educator housing pilot program, created in partnership with educators and

affordable housing, that allows for continued flexibility over time, in order to amend, if necessary, to as the teacher needs evolve. also using the same educator housing definition that voters also approved in the housing bond, in order to provide $20 million in seed funding for educator housing projects. so this really ensures that the city is putting our public money where our mouth is in order to keep our educators in the city. and also eliminating the conditional-use authorizational process for 100% affordable housing and educator housing projects. and requiring the projects be approved within a strict timeline. so our office began working on this legislation early this year, in order to make it easier to build affordable housing in outer neighborhoods like the richmond, that have seen little investment in affordable housing. it actually really builds out of the success of the sali

legislation, which i'm you're familiar with, that former supervisor jane kim passed last year, in order to make it principally permitted to build affordable housing in service, arts and industrial districts. we also worked closely with the united educators of san francisco, in order to develop a pilot program for educator housing that would serve the needs of educators in san francisco across a wide range of both income levels and household sizes on land, that is owned by either the school district or the city college district. we really believe no one understands the needs of our educators better than the educators themselves. that's why we're proud to have partnered with them on this initiative. so in order to ensure that these projects serve the diverse housing it needs of educators in san francisco, the ordinance currently requires that at least 30% of units in an educator projects are two-bathroom units

and that 20% are three-bedroom units. it was really important when we were developing this, it was important to the teachers that projects don't end up just being made up of studios and one-bedroom units, as this would exclude a sizable proportion of their educator workforce. many of them who live with their families. so the legislation today, that's before you, changes this unit mix, so that 50% of all units are two bedrooms or larger. and so rather than providing or requiring a set percentage of three-bedroom units. so this is going to allow for some more design flexibility, while still ensuring that projects are not exclusively for single educators. it's also going to allow the school district working with the educator community to make the decision about the specific unit mix on a site-by-site basis. and this is going to benefit projects like the one -- projects in the pipeline like

the one at the francis scott key annex, for example, that do not have enough three-bedroom units in order to meet the 20% threshold. both the teachers' union and our office and i know many other elected are looking for a more family friendly city in san francisco. this includes prioritizing affordable family housing and keeping our educators in the city that we serve. so we're excited to see also new funding sources that are merging right now, and becoming available in order to build housing for our educators, including both at the state level and with this local affordable housing bond. and we really can't wait to see this work and to see more affordable homes being built in every neighborhood in san francisco. so thank you very much for your time. and we hope to have your support. >> thank you. >> so again audrey merlone.

the proposed ordinance would amend the planning code to require half of residential units in educator housing projects, to have two or more bedrooms and to eliminate the requirement that educator housing projects have a minimum number of three bedroom units. this is an amendment to proposition e, as he said, which passed this past november 5th. the department has received two letters of support for the proposed ordinance, one letter is from the united educators of san francisco and the other is from mid-penn housing. the department recommends that the commission approve the proposed ordinance. the department supports the overall goals of this ordinance, because it will allow for the construction of future educator housing projects. it will also ensure dwelling unit mixed requirements and it will benefit the educators meant to occupy the housing. additionally, the dwelling unit mixed standards proposed in the ordinance are in closer alignment with the own requirements, in zoning districts that regulate those bedroom mixes. this concludes staff presentation. i'm available for questions as

is kate connor. thank you. >> thank you, audrey. we will now take public comment on this item. i don't have any speaker cards. oh, wait. yeah. anastasia has a speaker card. anybody else who wants to speak, you can do so now. hi. >> hi. good afternoon, everyone. legislative aide for supervisor gordon mar. we are really excited about this legislation. as you all know, we have the first educator housing project in our district. so we're really excited by the results of prop e, the overwhelming support to streamline both educator housing and 100% affordable housing. in the past year, we've been working really closely with mid penn, the affordable housing developer, and really closely with the community. we've really seen a cultural shift and really support for this kind of housing that's just gotten so urgent. we are also, you know, been following the lead of educators and trust in the educators that