It's your PIN. Okay. How that is. Okay. I just wanted to make sure because I get the high school's mail sometimes. Oh, okay. Because I live at 1515 but a different street. So, it's interesting. Exchange Wayne Drive. They all sound the same. So I guess my question is what is do we have an idea what the actual cost is going to be after construction because if we're planning on doing like any add-ons to it have we like tried to calculate that? I have I' I've looked at that if you remember a couple months back when I presented. I don't. All right. Well, we talked about athletic facilities that during that time. No. No. Uh during there we looked at and I and I talked to our architects about spending if we wanted to add on both a boardroom, separate entrance, a few more offices and all that which are needed.
It's about a $2 million cost to do that if we eventually wanted to do that. Okay. Essentially, it could be $2,750,000. It could not. And I say that I'm saying so not that the 2 million is added into the 750. Yeah. Okay. So it's Okay. I guess but that's the decision down the road. Yes. Yeah. Well, here here's the thing. Um have you have you been over there? It's a nice place, but it's really small. I don't see it's kind of like the reason they built the new high school. People would say it's just so crowded and it was uncomfortable for the staff and there was issues with so I would want them to have the room to operate and be comfortable. That's what I was thinking of. I I thought that too. I said that. I said that you would you would not have to worry about people being on their cell phones.
Okay. Next up, uh personnel and culture staffing discussion. I asked Mr. to give just a high level overview of some of our staffing changes. I did send that out to you as you recall yesterday based on some feedback I got. one of our board members again. [Music] Thank you. by 17. Okay, this was a this is a pretty lengthy process to come up with the staffing. Every year we uh do have meetings with all of the principles uh most of the directors who uh have extensive staff and we discuss the needs of the district and the limitations on resources and try to determine what is most needed from year to year and sometimes uh there are reductions sometimes there are additions and then when all is said and done we try to come down with a bottom line. So, if we can all look at the this is a two-sided I did teach seventh grade for a long time, so let me be clear.
This is a two-sided piece of paper. On the side we're looking at, it says administrative changes at the top. So, I'm not going to go line by line, but uh just to kind of show how this works. Obviously, it's colorcoded. So, the current positions or the current uh the current positions are in the blue 2022 2023 positions and they correspond to the blue dollar amounts over to the right. And in the center you have the 23 24 proposed positions which correspond to the yellow in the middle on the right. And then uh the 2425 if there's any changes already being proposed there those are included under the pink which are also the pink dollar amounts on the right hand side. So that's how this is set up. So the the bulk of these changes have to deal with restructuring due to retirements and departing administrators uh as well as uh making sure that we have a smooth and efficient succession uh particularly given uh a retiring principal uh actually a couple retiring principles plus a retiring assistant superintendent of business that we keep trying to bar the door but he still wants to leave.
and then of course a retiring director of technology and ultimately a retiring director of food service. So those are all addressed in here as well as the restructuring pieces that we have discussed uh in FYI in closed sessions as well as uh I believe uh we've even talked about openly. So the total amounts again not going line by line but the total amounts of changes for the coming year uh for 2324 would be an additional cost of $450,667. Uh and then looking at the following year after that in 2425 with the reductions that would be from the retiring individuals uh would reduce it again by 42,168. So that difference in green underneath there is 48,499. That's the net increase in those two years. If we look underneath there, we have the district level changes. Again, not necessarily going line by line. Most of these uh again deal with the uh the uh adjustments in technology and a couple of uh changes in the uh business office uh with a shift in duties and responsibilities for a couple of employees.
So the 23 24 increase would be about 39,436 and in 2425 it would increase again uh to 65,900 and that net in green below that would be 105,336. At the bottom of the page, the summary of both, you can see the totals there. We have a net increase uh for administrative and district level changes of $153,835. If we could al together flip over to the other side. These are the the building level changes. Most of these again are fairly straightforward. Uh we do have one additional section uh for elementary. there is a building listed but that may not be the building where it occurs and that is intended to help balance enrollments uh particularly in uh in in a particular grade level. We have uh three teaching positions and two teacher assistant positions for the ELC expansion that we have been discussing for several months.
And also uh we do have uh one elementary has a combined position. It's a leadership position. It needs to be divided. The duties are too much for one person. And so that is factored in. And then below there are just two uh teacher retirements where we have a teacher at the top of the pay scale leaving who will be replaced at the lower end of the pay scale for a significant savings. So the net change uh for 2324 at the building level will be $249,278 and the following year is at a zero because there's no increases built into these costs uh for cost of living at this point. So for uh this these totals uh that $249,278 the amount that could potentially be funded uh by a prek expansion grant is about $177,999. That leaves $71,279 to come out of the operational budget. And the total increase and decrease for all of this, if you take the total at the bottom of the front side of the paper and add that total, is $225,14.
And Ken will tell you how we're going to come up with that. So re real quick on the building changes that is accommodating for the fourth grade class issue with uh extra students, right? That is the plan. Yes. And then obviously the other ones are for the ELC expansion. Yes. And so on down that line. So that's where you're getting that increase. And obviously on the other side is all the administration administrative uh changes. The administrative changes and the district level employee changes as well. And then Ken is going to explain how the 225,000 Ken Ken Surma the one to my left is going to explain that. So with this this does not calculate any of the does that calculate well we're so we're in the middle of negotiation with CEA it doesn't calculate any of that and it doesn't anything with acne right this is just straight change positional changes yeah just straight positional changes it doesn't put into account any cost of living one of the things you know when LA slid this under my door and ran the other way uh you know one of the things I I like to see is is and I think this is a question the board always asks is this sustainable?
You know that's the thing and you know next year there is going to be a bump in salaries there there just is and you know a lot of it has to do with transition that is going to be taking place and all of that. So u a lot of that cost u I I'll be honest with you I I think I can cover uh with some er funds. We got a year left. we got some funds available and I can put a lot of this into there and make a cost for that. So, I think I can get reimbursed on a lot of that stuff. That's not sustainable. Well, but here here's the thing and this is that's why these net numbers are really important because again, your net numbers are telling you that it's only $225,000 over this year's cost in 2425. So what you have to come up with is 225,000.
Compound. It does. It does not compound. That's why we did this straight math. It does not compound. It doesn't. So because Mr. Brown, if you look at this sheet, what you'll see in the very first category next year, administrative salaries bump up $450,000. Then they drop $42,000. And that's because of of the retirement pipeline. It's it's a retirement pipeline and then we're not, you know, like I'll give you example, you know, we're recommending bringing in a director of operations to shadow me that that goes away, right? That goes away. So, so there are some of those things that are happening. So that's where the drop. So it is not a compounding effect, okay? And all that. and the 225 if you if you're looking at this the 225 is based over two school years. Yes. So essentially we have to figure out the sustainability um you know after that basically uh what 15,000 a year.
There there's two ways there's two ways of doing I shouldn't say doing this but this is the way I do it. I I need to find the money next year for the increases. I believe I can take a lot of that out of ESER and get reimbursed for that. I think there's some things we can do with grants like you see the ELC grant that'll cover some of that expenditure. So, I think we're okay there. My concern is going to be 2425 when those ESSER funds go away. And again, we're going to be searching really for $225,000. I think you'll be fine. I think that that is not, you know, in a $90 million budget. That's not a lot of money. And so I I think it is sustainable after that. So I you'll be okay after that. I won't be here, but you'll be okay after that.
Say it each time. I said it before you did. But but to think about it another way that 225 is then kind of in the base budget on the out years. Yes. And those assuming those people will get some raises and stuff, but it's not 225 every year. And if we can get it in the budget, then as the cost of living and all that other stuff goes in, then it's a lot easier to tolerate, right, than a big hit. Well, and one of the things that I'll I'll share with the board, too, and I know this is something, Bill, that you've talked about is doing some long reach planning. So, Brian and I went to a workshop uh about two weeks ago with Forecast 5 that does a lot of our financial statements, and they have just implemented a new uh uh financial projection system.
that we took a look at that doesn't cost us anything. U and it is it's really slick. It uses our actual ledgers that are in the system and it'll project things out for us based on information. So Brian and I are beginning to work on that and and hoping that by the time you get the budget section, you'll also have a fiveyear plan. So essentially when I look at this, nobody's getting a raise. We haven't factored those in right now at all. This is just straight salaries. We have not factored that in. Well, a raise would be part of the salary. Well, I'm sure that I'm sure it will be, but we didn't want to put anything out there because we didn't want to guess. I mean, I I know you can't guess, but I'm I mean, I'm just saying, right, that this was this 402,000.
It's probably not going to be 402,000 then, especially if you consider raising It could be more, you know, but again, some people will not get a raise because they're going to be new on the salary schedule here. Some people will get a raise. So, all right. Okay. So, this is a constant constant dollar constant 20 22$23. So, is Dr. of all like the new uh director of technology for 2425 that is a constant figure that they will not get a raise on they're new to new position so that's what they're doing you know other than Mr. the mic. Okay. Other than the tiff that we're looking to get over the next couple years, we're not bringing much additional revenues in. We got very few new construction going on. Probably more over the last year than we have over the last many years. Our EAV is probably I don't think it's $800 million.
I don't think we hit the million billion dollar plateau. So what I heard and correct me if I'm wrong, I don't want to compromise the educational component here. I think Lyall, you said that one of the higher pay paying teachers was leaving and you're going to replace that with a lower paid person. Why would we want to do that? Correct me if I'm wrong. Want to it? They're paid on a salary schedule. So certainly you're going to replace an outgoing retired teacher with a lot of years of experience with a younger teacher who will get paid less on the salary schedule. They will start their path upward. So we can bring a teacher of close to being much more seasonal than a starting teacher. Do we look to do that or do we look to take advantage to say, "Hey, we lost a big gun here.
Let's bring in a new gun for the sake of saving." We will hire a more experienced teacher. Absolutely. There there's not a li we have not put a cap on a cost of a new teacher. So it could be higher than what you see here. We put the base salary because that's that's the amount we know it has to be. But it could be higher if we hire a more experienced teacher or a more you know a teacher with uh higher degrees and so forth. If they place higher in the salary schedule, yes, we bring them in at that. Yeah. Because I would not want if you post the position that a more experienced teacher look at it and you seek to hire that least experienced teacher just for the sake of money. That's not considered No. And and very few districts would do that.
That used to be a practice years ago, but it is not. No, we just No. Well, we we just put the numbers in there just because it's the base salary. That that's that's really what we did. But Mr. Brown, if you think about it, it's on a salary schedule. So if you brought somebody in at the same dollars, they're ready to retire next year. It don't have to be the same dollars, but I'm just saying not here you have one that's, you know, ready to retire and you're going to bring one in between, right? So obviously they do not have that knowledge base like that one that's going out, but it meets somewhere. Yeah. Here to bring in that experience because we're trying to get our educational component up too, right? Yeah. you know the most position at the time. I'm assuming Lyall you would take if they applied you would.
That's all I'm saying. I just don't want it to be Oh, this is the lowest one. Oh, no. No. That is that is absolutely. We have not put any any constraints on our administrators to select candidates. We have hired teachers who have 20 plus years of experience. We've hired brand new people fresh out of college and everything in between. That's why I was kind of getting like, okay, hey, look, we can save $50,000 here because we're bringing in a younger person, you know, less experienced person. Da da da. All right. Thank you, sir. Dear, Mr. Surma, how are you? Always well. How are you? Are you count are you are you are you Hey, Ken, are you counting the days and the months and hours? No, not yet. Not yet. That starts. No, my my boss won't let me. Give that to you. Yes, ma'am.
Um, so these numbers, we're not figuring in anything that's going to take place in negotiations. We're just saying at this point we need to look for 225, but we're going to be looking for more than that. We could be I I don't know that. And we didn't want to guess on any of that stuff. I don't want to guess, but it's I mean, let's be realistic. Well, it's not going to stay the same. No, I I don't think it is. But but again, I didn't know what number to put out there because again, in the middle of negotiations, I don't want to throw a number out there. What I'm getting at is the 220. We're not in the middle. We just that 225 is going to change. There's no doubt about that. You're going to be looking for in my estimation could be a chunk more, maybe not a chunk more, but that 225 we have to make sure people understand that's not all we're going to be looking for to sustain.
I think Well, let let me let me mention this though, Janine. Okay. Because a lot of these on the front page are non-union people, right? But they're se but what I'm saying but let me what I'm saying is that those salaries won't really change on the back the ones that are teacher salaries. A lot of those would be grant funded and I can get the extra money through the grant whatever that is. Right. But we have a lot of union teachers, right? But we're only talking about these on here, right? But in the when everybody's saying we're going to be looking for 225 more sustainable that I think we need to make it clear to the public who's watching and anybody else that there is going to be more than 225 we're going to be looking for sustainable. I believe it's going to be higher.