Background Information
• Rosenthal and Associates’ 1999 Employee Housing Needs Assessment generated the baseline housing
obligation of 682 employees.
• As a requirement of the SPA Development Agreement, an updated Needs Assessment was completed in 2016
by Rosenthal.
• Updated Needs Assessment generated a new obligation of 507 or 459 employees depending on development
scenarios.
• The established framework could not facilitate a housing number that met the intention behind the obligation.
The CVMA has proposed a new course of action to establish the updated housing obligation.
GOAL
To exceed the baseline obligation.
Baseline 1999
Report
Seasonal Employees
Total full-time jobs
Jobs per employee
Total employees
Share of Snyderville Basin employees who are Summit County residents
Share of county employees who earn up to 80% of AMI
Countywide affordable housing deficit
County-resident Canyons employees
Resident employees who earn 80% or less of AMI
Net housing demand (total demand reduced by countywide deficit)
Year-round Employees
Total full-time jobs
Jobs per employee
Total employees
2,403
1.24
1,944
62%
45%
29%
2016 Report
3,083
1.35
2,278
2016 Report
with Proposed
Amended SPA
Master Plan
2,698
1.35
1,981
32%
88%
54%
32%
88%
54%
1,210
539
382
719
632
294
626
549
255
1,888
1.24
1,527
2,526
1.21
2,079
2,407
1.21
1,981
Share of Snyderville Basin employees who are Summit County residents
Share of county employees who earn up to 80% of AMI
Countywide affordable housing deficit
62%
45%
29%
32%
70%
54%
32%
70%
54%
County-resident Canyons employees
Resident employees who earn 80% or less of AMI
Net housing demand (total demand reduced by countywide deficit)
951
424
300
657
460
214
626
438
204
3,471
2,161
963
29%
4,357
1,376
1,092
54%
3,962
1,252
988
54%
682
507
459
Total Employees
County-resident Canyons employees
Resident employees who earn 80% or less of AMI
Less - Proportionate Share of Current Deficit
Net Demand (proportionate share)
Key features of the 1999 obligation used in
the new approach
• Housing provided for 20% of all full-time employees
• 50% of employees accommodated on-site
• Development timeline (33%, 66%, 100%)
Baseline 1999
Report
Seasonal Employees
Total full-time jobs
Jobs per employee
Total employees
2,403
1.24
1,944
Share of Snyderville Basin employees who are Summit County residents
Share of county employees who earn up to 80% of AMI
Countywide affordable housing deficit
County-resident Canyons employees
Resident employees who earn 80% or less of AMI
Net housing demand (total demand reduced by countywide deficit)
Year-round Employees
Total full-time jobs
Jobs per employee
Total employees
62%
45%
29%
2016 Report
3,083
1.35
2,278
2016 Report
with Proposed
Amended SPA
Master Plan
2,698
1.35
1,981
32%
88%
54%
32%
88%
54%
1,210
539
382
719
632
294
626
549
255
1,888
1.24
1,527
2,526
1.21
2,079
2,407
1.21
1,981
Share of Snyderville Basin employees who are Summit County residents
Share of county employees who earn up to 80% of AMI
Countywide affordable housing deficit
62%
45%
29%
32%
70%
54%
32%
70%
54%
County-resident Canyons employees
Resident employees who earn 80% or less of AMI
Net housing demand (total demand reduced by countywide deficit)
951
424
300
657
460
214
626
438
204
3,471
2,161
963
29%
4,357
1,376
1,092
54%
3,962
1,252
988
54%
682
507
459
19.6%
11.6%
11.6%
Total Employees
County-resident Canyons employees
Resident employees who earn 80% or less of AMI
Less - Proportionate Share of Current Deficit
Net Demand (proportionate share)
Mitigation Percentage:
20% Mitigation of Full-Time Employees
2016 Report
1999 Report
Proposed Amended SPA Master Plan:
Commercial Density Reductions in Red
Pine Village and Resort Core
Approved SPA Master Plan
1.24 Job
Generation Rate
1.29 Job
1.24 Job
1.29 Job
1.24 Job
Generation Rate Generation Rate Generation Rate Generation Rate
(2016 report)
(from 1999 report)
(2016 report)
(from 1999 report)
4,291
5,609
5,609
5,089
5,089
1.24
1.29
1.24
1.29
1.24
Total Employees
3,471
4,357
4,537
3,953
4,104
Mitigation - 20%
19.6%
20%
20%
20%
20%
682
871
907
791
821
Total Jobs
Jobs per Employee
Workforce Housing (# of employees)
20% Mitigation of Full-Time Employees
2016 Report
1999 Report
Proposed Amended SPA Master Plan:
Commercial Density Reductions in Red
Pine Village and Resort Core
Approved SPA Master Plan
1.24 Job
Generation Rate
1.29 Job
1.24 Job
1.29 Job
1.24 Job
Generation Rate Generation Rate Generation Rate Generation Rate
(2016 report)
(from 1999 report)
(2016 report)
(from 1999 report)
4,291
5,609
5,609
5,089
5,089
1.24
1.29
1.24
1.29
1.24
Total Employees
3,471
4,357
4,537
3,953
4,104
Mitigation - 20%
19.6%
20%
20%
20%
20%
682
871
907
791
821
Total Jobs
Jobs per Employee
Workforce Housing (# of employees)
Comparing 2016 Report and New Approach
Proposed Amended SPA Master Plan:
Commercial Density Reductions in Red
Pine Village and Resort Core
Approved SPA Master Plan
1999 Report
2016 Report
New Approach
2016 Report
New Approach
4,291
5,609
5,609
5,089
5,089
1.24
1.29
1.24
1.29
1.24
Total Employees
3,471
4,357
4,537
3,962
4,104
Mitigation - 20%
19.6%
11.6%
20%
11.6%
20%
682
507
907
459
821
Total Jobs
Jobs per Employee
Workforce Housing (# of employees)
Columbus Pacific
Replay Resorts
- Released 10/5/2016
- Developer Info Meeting Held 10/19/2016
- Proposals Due 12/2/2016
- Viable Proposals Submitted by Columbus Pacific and Replay Resorts
Proposed WFH Timeline VS. WFH W/SPA Buildout Timeline
Proposed WFH Timeline
100%
100%
WFH W/SPA Buildout Timeline
100%
90%
80%
70%
66%
60%
50%
50%
40%
33%
30%
20%
10%
0%
2016
2017
2018
2019
2020
2021
2022
2023
2024
2025
2026
Anticipated Year Of Development
2027
2028
2029
2030
2031
2032
2033
2034
2035
Moving Forward - Exceeding the Obligation
1999 Needs Analysis and Development Agreement
The Current Proposed Plan
-
Accommodate 682 employees (19.6%)
-
Accommodate between 907 and 821 employees (20%)
-
More than 50% of workforce housing within the SPA
boundaries.
-
Provide 100% of workforce housing within the SPA boundaries.
-
Construction of the workforce housing completed at buildout of
SPA.
-
Construction of workforce housing completed in 2021
-
Reduced vehicular trips/traffic
-
Interim excess capacity- reduction in regional workforce
housing demand
-
Competitive recruiting - world class resort
-
High employee satisfaction – increased service levels