What is the Professional Compensation System or ProComp?
In 2005, Denver voters approved funding for our performance-based teacher compensation system. Since then, ProComp has been setting a new national standard for rewarding and recognizing teacher excellence.
ProComp is particularly distinctive because DPS and the Denver Classroom Teachers Association (DCTA) collaborated to develop, build, and test the program. ProComp’s design is also unique, interlinking these central ingredients for impacting student achievement:
- Best practices in teaching and learning
- Tools and data for measuring student growth
- Knowledgeable and motivated professional staff
- Evaluation of teaching practices
Who receives their compensation under ProComp?
All teachers and Specialized Service Providers (SSPs) hired on or after Jan. 1, 2006, are automatically enrolled in ProComp. Teachers and SSPs who were working for DPS prior to Jan. 1, 2006, were able to opt into ProComp during several periods since its implementation. No further opt-in periods are anticipated.
What does this mean for the compensation someone receives under ProComp?
For DCTA salary information, please see our salary-setting guide . Select information from that document and helpful hyperlinks (in green) are located below.
Under ProComp, compensation is based on two primary components:
1. BASE SALARY
Before your start at DPS, your initial base salary is determined based on your:
- Years of relevant full-time experience – Each year of relevant full-time work experience within the past ten years counts as a “step” on the salary schedule (view the ’14 – ’15 salary schedule here ) . For example, if you are applying to be a teacher and have been a full-time K-12 teacher for eight of the past ten years, then you will come in at step nine, given you have received credit for those prior eight years.
- Part-time or part-year experience will be credited as a year of service if you worked at least 119 days during the school year at half-time or greater.
- Please note : In determining your initial “step,” only your experience within the past ten years will be considered, meaning the maximum step you could come in at is step eleven. For teachers, only teaching experience at public, private and charter schools and at accredited higher education institutions will be considered. Additionally, only experience completed after the conferral of a BA degree will be considered.
- Education level – Your initial base salary will also be based on your prior education level – i.e., if you have a Bachelor’s degree, Master’s degree, or a Doctorate. Additionally, if you have received credits after earning your most recent degree, then your initial base salary could increase as well. For example, the “BA+30” on the salary schedule means that you have earned a Bachelor’s degree as well as 30 credits toward a Master’s degree.
- Please note : Professional Development (PD) credits earned at another school district will not count as education credits when setting your initial base salary. Only credits earned at accredited universities and colleges will be considered. Junior college or community college credit hours do not apply towards this initial base salary placement.
Once you are a DPS employee, your base salary can increase via the following ways:
- Professional Development Units (PDUs) – A salary increase for completion of approved PDUs, if you have 14 or fewer years of credited service. If you have 15 or more years of credited service, then you will receive a one-time bonus.
- 2015-2016 amount : $797.01 salary increase (paid in monthly installments upon submission of proper documents)
- 2015-2016 amount : $3,586.55 salary increase (paid in monthly installments upon submission of proper documents)
- Comprehensive Professional Evaluation – A salary increase of $398.51 if you have 14 or fewer years of credited service and receive a satisfactory evaluation.
- Student Learning Objectives – DPS and DCTA negotiators continue to work toward an agreement on the 2015-16 SLO ProComp Incentive. We want teachers to have the option of dedicating their time and resources to one SLO to the best of their ability, and not feel obligated to pursue two SLOs to receive a base-building incentive under ProComp. We are hopeful an agreement will be reached soon, and we will update this site once that happens.
2. INCENTIVE COMPENSATION
Incentive compensation that you could earn each year:
- Hard-to-Staff Assignment – A monthly bonus for working in a Hard to Staff assignment based on local and national data. (2015-2016 Hard to Staff Assignments )
- 2015-2016 amount : $212.54 per month of working in a Hard to Staff assignment ($2550.44 for the year)
- Hard to Serve School – A monthly bonus for working in a Hard to Serve school. (2015-2016 Hard to Serve Schools )
- 2015-2016 amount : $212.54 per month of working in a Hard to Serve school ($2550.44 for the year)
- Exceeds Expectations – A one-time bonus if at least 50% of your students (grades 4-10) are in the 55th percentile or higher for statewide student growth in Math and Language Arts on the Colorado state assessment.
- 2015-2016 amount : $2,550.44 paid in one lump sum the year following assessment (to be paid spring 2016 )
- Top Performing Schools – A one-time bonus for working in a Top Performing school, based on overall points earned on the DPS School Performance Framework (SPF).
- Please note : Given the current transition in Colorado state testing and the fact that schools will not receive an overall rating under the School Performance Framework, there will not be a Top-Performing incentive for the 2014-2015 (paid in 2015-2016) school year only. Instead of having separate Top-Performing and High-Growth incentives, the High-Growth incentive will be doubled for this year only.
- High Growth Schools – A one-time bonus for working in a High Growth School, based on the DPS SPF.
- 2015-2016 amount : $2550.44 paid in one lump sum the year following assessment (to be paid spring 2016). Please note : Review the note above for the Top-Performing incentive. For the 2014-2015 school year only, the High-Growth incentive will be doubled to $5,100.44.
Other incentive compensation:
- Tuition and Student Loan Reimbursement – Reimbursement for satisfactory completion of approved coursework or outstanding student loan.
- 2015-2016 amount : Up to $1,000 per year; $4,000 lifetime maximum
How/when is ProComp updated?
Since ProComp’s initial implementation, DPS and the DCTA have continued working together to enhance ProComp in response to feedback from across our district. For instance, we increased several incentives in 2008 to add to teachers’ earning potential and better reflect the priorities of the district.
During the 2014-2015 school year, Denver Public Schools and DCTA have been conducting a series of conversations with our educators and our community about what ProComp should look like moving forward. The latest information can be found on our ProComp homepage .
Where can I go for additional information?
Additional information on ProComp can be found in our ProComp handbook .
Who should I contact if I have questions about ProComp?
Please contact us at Procomp@dpsk12.org or, for current or recently hired employees, call HR Connect at 720-423-3900 .
Please note: The information on this webpage is not contractual and is merely intended as guidance for the implementation of the DCTA ProComp Agreement.