Make general policy on the appraisal district's operation.

Sell district homes, returning the property to the tax rolls. The district's budget provides an incomplete breakdown of benefits for each staff position. State Board of Tax Commissioners has the power of removal. The chief appraiser is the only district employee hired with a contract, and the only district employee that does not receive an annual written evaluation. Use the productivity appraisal schedule to compute productivity value for individual land parcels.

Expand the budget format to comply with the Tax Code. Perform a written evaluation of the chief appraiser annually. Make general policy on the appraisal district's operation. The superintendent and board determine if adequate housing is available within the district. Develop a tax collection policy that sets the targeted rate of collection at 96 percent.

The superintendent requests that the board adopt the policy outlining the proposed collection rates. The detailed planning establishes a completion goal as well as month-by-month feedback for the staff, chief appraiser and directors. The Venus Chamber of Commerce and others are working to remedy this situation and expect the problem to be solved within the next two years. The board evaluates the chief appraiser annually but only at an oral conference. If the superintendent or athletic director decide not to purchase the houses, the board places them on the market and sells them in accordance with applicable laws. Contract monitoring is currently accomplished informally between district staff and the chief appraiser. Parcel conversion is tracked monthly and compared with monthly achievement goals. Venus should have increased water treatment capacity within the next two years, and this should have a positive impact on area housing.