Certainly folks were good stewards to that >> and um we've come here every meeting if you've been here there's always our children that get awards may it be um academically may it be sports wise just seeing those um students you know I makes me proud that you know the merging of the school that was huge again who said that couldn't be done >> and now these kids are together and they're stronger together the two teams are in two different high schools they're both strong but now they're stronger >> so those are the things that I see the decisions were hard but it's happening and our kids if they're for the students are doing great >> excellent is it Jack Johnson the musician together we're better I think one of >> that's right you can't do it alone you can't never do anything alone >> and we're going to go to Mr.
The budget balance carry forward increased by 11.7 million. Um remember that this uh is a result of the final spend um from FY2025 and the AFR. However, um much of that carried forward and was finalized over the summer. We'll talk a little bit more about that. And then interest earned, this is a celebration here. Uh we anticipated 1.3 million. We actually earned 1.74 million um year to date. So an increase of $440,000. And again, DA is based on prior year. The increase is due to the removal of the transfer to M. Uh the decrease in onetime state aid was revised from number one. Uh the budget balance carry forward um is reflective of final spend, but the increase um actually was budgeted and spent in early FY2026 due to um operations projects completed this summer and then the increase of $440,000 in interest earned that we can spend.
Is there any questions on how that it's handled? Okay. So, the obviously depending on what your role is with the board or with the district, some of this information is probably going to be too granular and you're going to want a more zoomed out view. And the way that we also show this information at another high level is we call it the my asset scores. So right here is the score of the district as a whole and then the score of each building within that district. You can see here we project that out two years. And what that's saying is if you do nothing that would be your score two years from now. So if we again stick with the high school, we can click into it and we break it down in those same 16 categories. So you can see what areas of our building are affecting our score the most.
Greer I believe no Mr. promise. Thank you. >> Um I think as far as strengths, what what I've seen um is just the the communication within the district in general as a community, you know, the district with uh with the teachers, all the staff, the parents, children, um but also our external um communication that we have with, you know, the city, law enforcement, um the college, Citrus College, APU, as was mentioned. So, I think um those are things that I I would like to see to continue and we can we continue to strengthen that because with all that comes the transparency and you know there's great communication is is always um I mean you're always going to win that way, right? And sometimes that communication is not always positive or it's but it's but it's it's what's going on. It's so the right communication, right?
And I'm going to turn this over to Bonnie. So she wants to talk about C TED and EIT and average teacher salary. >> Okay, great. Thank Take it away, Bonnie. >> So, I did share [clears throat] a fair amount about the CED change um in the monthly financial. So, this is just uh giving you the details. We had $4.47 million spend in 2025. Normally, we project that we would have a little bit more revenue in a in a subsequent year. [snorts] Um but just due to the circumstances again we're just trying to be more accurate um to make sure based upon information that we have to date we're not sure that that this will be resolved. Um so right now the fiscal year 2026 anticipated revenue which is actually actual revenue to date of 970 974,000. We have received that reflective of the first two months of operation.
And you know interiors are rated pretty low, but it's also the score is not going to change in two years. And you're like, hey, why why are interiors low? It's mostly flooring. Those are things that we feel we could handle, you know, by ourselves in the district with a simple replacement plan every summer. But then if you look at mechanicals, it's, you know, maybe more involved projects. So if you want to see exactly everything that's listed there, all of the assets that we grade live here. And again, this is incredibly helpful for the facilities team to keep track. They can sort it based off of condition and projected life remaining and see which pieces of equipment are kind of bubbling to the top. So again, you're proactive instead of reactive. I'm going go ahead and clear the filters here. So this brings us districtwide. You can see these these buckets update as you apply filters.
So um uh that that's what I've I've seen as you know I've been on the board for over just a little bit over a year. So, um I mean I've been around the community for a while, but um from this seat I've that's what I've really seen and I'm really really proud of being part of this board uh because of that. So I want to see us continue that and um a big part has also been driven by our leadership team which has been led by our so that's what we want to see uh kind of moving forward as one of our strengths. >> Very good. Thank you sir. Um >> yeah, I I would I would look at really over the years the the increase in just our our relationships with various partners and stakeholder groups maybe every I I every single one I can't think of one that there there isn't growth and and a strengthen relationship with and I I would love to see that continue um and and not um head in the opposite ction um with that uh just an appetite for making difficult decisions um when when difficult decisions are needing to be made and I I think that some of what we are seeing um happen now that that we're able to celebrate is a result of some really difficult decisions but because of the appetite to do so um we are reaping the benefits of that um programs uh continuing to invest in the programs and evaluate our programs strengthen our our programs um and uh our our facilities improvements.
And then the revised number two amount includes the budget balance carry forward plus that $974,000. And then finally to go to how do I thank you couldn't find it. Thank you. So this is the time of year in which we update the average teacher salary. Remember that when we adopt a budget and we put the average teacher salary on there, whatever the pay increase is, we reflect that on the average teacher salary. So in October, that's when OTM does their school district employee report submitt to the state of Arizona. So we pull the October data at the same time. We believe that that represents some stability regarding new teachers coming in or teachers retiring, whatever the case may be. So at that point in time, we recalculate the average teacher salary in the current year because we did so well in our uh capturing additional students.
And I really like to draw attention to these last three. You know, this tells you how many assets you have an alert and alarm. So, you can kind of get an idea again of the overall health of your building or district as a whole. And then these last two are really important because this gives you a temperature gauges to how well you're planning. So, this is telling you there's 269 assets that are rated to alert and alarm that are not tied to a project. So, again, that can tell Dr. Galvin, I can tell you guys as a board like, hey, we might have a lot of things unforeseen. How do we get in front of that to make sure we're being responsible to our district, to our schools, and not getting blindsided by anything coming up? >> I got here a little late. I do have a question.
We're we're charting a course and there's some some funds and we've given some some direction there and I I would love to see the the trajectory that has begun continue. And so um going even back to the previous area, some some experience even doing some of those types of of projects and and bringing some innovation uh there would would be um uh I'd love to see that continue to build upon the strength that is is already at play today. Thank you, Mr. G. Mrs. >> Gez, what else can I add? You know, um I think our nutrition services >> um stands out. Um I I since I was a child here, we used to have, you know, food like that and then we went to the I can't even remember the name right now, but now we're back to um to to being able to have a lot of um you know, positive influence and from scratch um our nutrition services, which I I'm very very uh um happy that we're we've done that and dedicated staff, >> you know, Um, Asusa is definitely we may not agree on everything because we're all individuals, but one thing that we all have in common is that we're here for the children.
We we and this was something that you all agreed to last summer, last June, that if we did uh achieve greater than 300 students coming back that we would award another half a percent pay increase. So in early February, um Morgan's um Amber's team, sorry, [laughter] [gasps] Amber's team pulled the data again so that we can capture that additional half a percent pay increase. So when you look at what we had last year and compare it to the current year, we gave a 2.5% pay increase, but the result was an actual 1.03% increase overall. That's due. Remember, we do not have captured [snorts] who's retiring, who's going to other school districts, who's moving out of state. We knew that we were losing students, so we were going to need fewer teachers. So, as you have teachers retiring, they often are more experienced and so therefore are higher wage earners than teachers that were hiring to replace them.
>> Yeah. So, let's say um we wanted to do this and we wanted to make some improvements around the school. Will you guys put this together beforehand and then we make adjustments throughout the school accordingly or how does that >> Yeah. So we will come in and survey everything and we want it to be a very collaborative process. So we'll meet with Steve Dr. and say, "Hey, this is how we view your boiler, let's say, >> and we've noticed this, that, and the other." And you guys might say, "That's right." Or like, "No, no, no. We rebuilt the motors ourselves. We did this ourselves. It's operating fine." And we'll adjust the rating that way. So, again, the the highest priority rises to the top. >> Um, and then what we'll do is we'll work with you to create projects. So, I'm just going to click on this one right here.
>> And so I I'm very proud to to have dedicated staff here in Asus. I think that's one of our strengths and that's why it's it's working. Um, it's diverse definitely now that um like board member Rodriguez Pena said um we have three languages. Yeah, two two dual immersions and that's that was um the goal and we did it and I'm going to agree with her too. Measure K, >> if it was not for Measure K, we both campaigned for Measure K and I promised the community that I would see the money through and here I am still in making sure we spend every single dime. >> Certainly >> for our community. >> Yeah, definitely. >> A big difference. >> Madam President, strengths. I think for me really it's about um someone that could really continue to work with the stakeholders as as board member Greer said and someone that what I noticed being on the board here is that when you have great leadership right and you can diffuse situations internally then it's good perception to our community and other stakeholders because you're able to work with closely with your staff um you know the management staff that's really important to me because as a board member sitting here for almost four years now I feel that um and I've never sat on a board at another district but I feel that coming it's such it's such a big district to me I feel that we for as many employees as we have the leadership here is um Mr.
That's reflective of that 1.03%. It's really important that we share that because we gave a 2 and a.5% pay increase. So anyone that was here last year and is still continuing with us this year has a 2 and a.5% pay increase. So this is only reflective of movement of teachers um during the school year and primarily at the very beginning of the school year that we captured in that February time frame at this point in time.
You can see that it auto sorts by highest priority. Um so this project here is um a safe and secure entry. >> So we create these projects and then this is again where we would come to you guys as a board or to Dr. Galvin, you know, whoever is involved in the process and we create these priority scores. >> These are just default ones we put in, but they're customizable. The only one that is in every single one is the SCA condition, and that's the condition of the asset. Um but the other ones you guys can change this to anything you want. Um you can do you know Dr. Gal's favorite school or you know my favorite teacher's room. You know those sorts of things. And each category is weighted. So you can say you know what student and community priorities and health and safety and security are top priorities.
Ortega, I see that he works with the staff to try to diffuse situations and we I don't see many complaints coming to us. >> So, I appreciate that. I would like to see someone that is forward thinking, can diffuse, you know, is good at conflict resolution and things like that. Um, I think with respect to our programs, I think that we need to continue to work as we're working and always think of what can we do better for our students, right? But to me, really focusing on college readiness, >> right? That's a big thing for me because I think that right now, you know, with AI and all this, you hear we don't know what tomorrow brings. So, we need to make sure that our students are ready when they step out of Isuza Unified School District, whether it's a, you know, it's a skill or they move on to a university, they're that they're job ready.
So if there's any questions on that, it generally has been lower. In many ways, this has a really positive impact on Gilbert public schools because the money that we achieve in turnover savings is money that's ongoing that is able to be put back into our system for increased pay increases in the future. And just a reminder, I might as well stay here, Jackie. Is that okay? [laughter] >> Okay. So, just a reminder, action item 8.01, we do need you to vote on that action item and approve this budget revision and that we need you to please not leave until you sign the document indicating your approval. And if with that, I think that's it.
We're going to weight those each 25% out of 100. So you can adjust these and then that way when you have all your projects you sort by priority and you can see again proactive across the district what are our needs that are our highest priority instead of you know sometimes maybe the loudest voices might kind of kind of push their projects. But we're again the goal is try to beuh objective instead of subjective and kind of give you everything districtwide that you can make the best decision that's right for you guys as a district. >> Is that answer your question? I know that was kind of fast. >> Um and as clear as you do work yourself, whether or not it's with site logic or it's replacing three car classrooms of carpet in a summer, we can help you update the tools. It's a living document as well.
So that's really important to me. >> Excellent. We're going to switch gears one last time here and that is challenges. When you think of challenges, are you thinking in terms of for example the fiscal crisis that might be facing all of us in the state of California? It's my understanding after reading this morning that there's between nine and 12 school districts in the state that may go on strike. Sacramento, Oakland, West Contraosta, so on and so forth. And certainly that's not the case here. My point simply being is what might you be forecasting as a challenge? Or if you want to revert that to an opportunity is declining enrollment concern is another bond referendum a challenge perhaps that you're contemplating. But when you think of challenges, that's what I meant. What what might be something that you know you're going to need to face? It could be more technology.
We're all here available to answer any questions you might have. >> Does anyone have any questions? Well, just thank you. I know that it's very complex to have a current year uh budget and keep on top of it. So, thank you for the good work. Appreciate that. >> Yeah, ju just the same. Thank you for the work, the attention to detail, the transparency. Really, really appreciate it. Thank you. >> Yeah, thank you guys a lot. >> I have a I have a logistical question in regard to uh signatures, something that I can find [clears throat] when I get and back in person or is that something that can be sent to me via docu sign or some other method? >> President Thompson, you do not need to sign. It's okay. We have we have four signatures, so that's certainly appropriate. >> Oh, okay. Thank you.