The ProComp salary system is a revolutionary new salary plan that will change the way teachers are paid. Detailed below are explanations of some of the specialized terms used when addressing the ProComp system, which went into effect at Denver Public Schools on January 1, 2006.
Advanced Degrees - Degrees earned past a Bachelors Degree, including a Masters degree and a PhD. Under ProComp, educators receive a salary increase of 9% of the index for each advanced degree they earn. Juris Doctor and Theology degrees are not eligible for the advanced degree incentive.
Annual Earnings/Annual Salary - Defined in section 6.2.1 of the ProComp Agreement as the sum of their current rate of salary earned under the Master Agreement up to the point of entry into the Professional Compensation System for Teachers plus any salary and non-base building incentives earned under this Agreement.
Annual Student Growth Objectives - Objectives set in collaboration by a teacher and principal or by student service professionals (SSPs) and their supervisor/program manager. Objectives must be job-based and establish expectations for student growth using baseline data. Objectives may not be based on CSAP results. Under the ProComp System, teachers and SSPs set two objectives each year. Educators who meet both objectives receive a salary increase of 1% of index. Those who meet one objective receive a bonus of 1% of index and if they meet neither objective, they receive no increase.
Bargaining Unit Members - Employees represented by the Denver Classroom Teachers Association (DCTA). They include teachers, nurses, social workers, psychologists, counselors, speech language instructors, educational audiologists and JROTC instructors.
Base Building Increase - A sustainable increase added to earnings whenever teachers meet a predetermined goal. Sustainable increases increase base pay and are increased by COLA.
Bond Issue - An election by voters giving the school district approval to issue bonds to finance capital improvements, such as new schools, large equipment and remodeling existing schools. These elections do not address operating expenses, including teacher salaries and benefits.
Bonus - One time or multiple time payment that does not become part of a teacher's salary. Under ProComp, teachers and student service professionals (SSPs) will be eligible for bonuses if they fill hard-to-staff assignments, work in a hard-to-serve school, work in a distinguished school, or for meeting one of two student growth objectives.
Career Earnings - The sum of all earnings, salary plus bonuses, for all of the years teachers remain in DPS. Under ProComp, no teacher will be paid less than their annual earnings under the old system.
COLA - Cost of Living Adjustment that is negotiated by the district and teachers every year. DPS and DCTA will continue to negotiate the cost of living adjustments as a part of annual collective bargaining. Adjustments will then be made equally on the Master Agreement's salary schedule and to the ProComp Agreement.
Collective Bargaining - The process by which DPS and DCTA negotiate changes to the Master Labor Agreement, including annual cost of living adjustments. Both the Master Agreement and the ProComp Agreement are subject to collective bargaining.
Compensation Trust Fund - Board of directors of the ProComp trust. Proceeds from the roughly $25 million annual mill levy approved by Denver voters in 2005 will be placed in a trust fund. The fund is governed by a board of directors that includes representatives from DCTA, DPS and the community.
Component - The broad categories of compensation under the ProComp Agreement. ProComp has four components which can help build earnings for teachers: Knowledge and Skills, Professional Evaluation, Market Incentives and Student Growth.
Comprehensive Professional Evaluation (CPE) or Professional Evaluation - Professional Evaluation. The component of ProComp that rewards teachers who receive performance ratings of satisfactory. DPS and DCTA established a Teacher Evaluation Committee that has developed a new evaluation system for teachers and student service professionals.
CSAP - The Colorado Student Assessment Program. It is a state-mandated test based on standards. CSAP reading and math tests are given in grades 3-10.
CSAP Incentives - The element of ProComp that rewards teachers who exceed a range of expected performance based on CSAP scores. Teachers who exceed CSAP Expectations, work in Top Performing Schools or work in High Growth Schools earn non-base building incentives (bonuses) of 6.4% of the index.
DPSRS - Denver Public Schools Retirement System. This is the pension system for 'pensionable' ProComp elements. To find out specific information about DPSRS pension benefits, employees should contact DPSRS directly at 303-398-7699.
Element - Types of incentives in the Professional Compensation System for Teachers. ProComp is composed of 10 elements.
Entry Salary - The annual salary paid to newly hired teachers who have no outside experience credit or advanced degrees.
Exceeds CSAP Expectations - This element rewards ProComp teachers whose students' growth exceed the expected norms on the Colorado Student Assessment Program (CSAP). Because the element is based on growth from the previous year, it is available only to teachers in 4th through 10th grades in math and language arts.
Extra Duty Pay - Compensation for teachers who take on extra duty paid based on rates established in Article 32 of the Master Agreement. These include coaches, mentors, and ELA teachers.
FTE - Full Time teacher equivalent. For example, 1.0 is equivalent to one full time employee.
Fully Funded - The ProComp system will be fully funded and sustainable. In November 2005 Denver voters approved a mill levy override of ~$25 million annually to pay for the system. For educators who elect to remain in the old pay system, funding comparable to the new system (less any additional funds specifically raised to implement the new system) will be provided.
Grade - Also known as "lane", the lane/grade recognizes your current degree and any semester hours beyond the highest degree held.
Graduate Degree Increase - Educators who join ProComp and get graduate degrees will receive a salary increase of 9%. Teachers and student services professionals may earn more than one graduate degree and receive additional compensation for each.
High Needs Schools - Educators who work in a High Needs school will receive a market incentive bonus of 6.4% of the index every year the school is eligible. Specialists who work in multiple schools will receive prorated bonuses if they work in a High Needs school. DPS and DCTA will annually review the list of hard to serve schools.
Hard-to-Staff Assignments - Teacher assignments where the supply of licensed professionals is low and the rate of turnover among licensed professionals is high. Examples of hard-to-staff assignments are ELA-S and special education center assignments. Teachers who work in hard-to-staff assignments will receive a bonus of 6.4% of index. Specialists who work in hard to staff assignments will receive prorated bonuses if they work in multiple schools.
High Growth Schools - Schools earning a high percentage of the possible points on the Growth Indicator of the DPS School Performance Framework (SPF). The "Growth Indicator" section of the SPF stoplight scorecard is section "1. Student Progress Over Time - Growth".
Index - A dollar amount negotiated by DPS and DCTA that would be the basis for determining percentage increases in salary and bonuses in the new compensation system. Under the ProComp Agreement, the index is initially established at $33,301. The index for the 2012-13 school year is $37,927. It will be subject to routine cost of living adjustments through collective bargaining.
Knowledge and Skills - The component of the Professional Compensation System for Teachers that rewards teachers for acquiring and demonstrating knowledge and skills.
Lane - Also known as "grade", the lane recognizes your current degree and any semester hours beyond the highest degree held.
Longevity - The number of full time years as a teacher in the Denver Public Schools district. It is counted from the time a teacher starts as a full time contracted licensed teacher with the district. Less than full time contracts of .5 to .74 are counted as a half year. Contract years of .75 to 1.0 are counted as a full year. Contract years below .5 are not counted towards longevity. Time on unpaid leave does not count towards Longevity. Longevity is paid after completing 15 years of service with DPS. It is paid on the anniversary date of hire on your 16th year. It is paid every 21st, 26th, 31st, etc. year.
Market Incentives - The component of ProComp that rewards teachers by using incentives to recruit and retain them in schools and assignments that are difficult to fill. There are two Market Incentives under ProComp, the Hard-to-Staff positions and the Hard-to-Serve Schools incentives.
Master Agreement - The contract between DPS and DCTA that establishes all terms and conditions of employment for all members of the DCTA Bargaining Unit. The ProComp Agreement establishes a compensation system, but does not waive any of the other terms and conditions of employment established in the Master Agreement.
Master Salary Schedule - The Denver Public Schools salary schedule for teachers who are not in ProComp. This schedule is also the starting point for ProComp salary setting.
Mill Levy - An election by voters to raise their property tax to increase school district operating budgets.
Mill Levy Override Election - An election by voters to give approval to increase taxes to pay for school district operating budgets above limits imposed by state law.
National Certification - Teachers who get National Board for Professional Teaching Standards certificates will receive a salary increase for the life of the certificate. Teachers may earn more than one certificate and be compensated for each.
Non-Probationary Evaluation - Evaluations for teachers who have completed the probationary period, are on continuing contracts and are formally evaluated every three years.
OASIS - Online Assessment Scores Information System. OASIS was created to provide teachers and principals with prompt access to scores for their students on a variety of assessments.
Objectives - Student growth objectives which are set by teachers and specialists in collaboration with their principals and supervisors. Compensation for meeting student growth objectives is one way for teachers to build career earnings. Under ProComp teachers will set two annual objectives. Teachers who meet their two objectives will receive a 1% Index Salary Increase. Teachers who meet one objective will receive a 1% Index bonus. Teachers who do not meet either objective will receive no increase.
Opt In - Teachers hired before January 1, 2006 will have a choice to enter the Professional Compensation System for Teachers. Teachers who do not opt in will remain on the Master Agreement's salary schedule.
Opt In Windows - The period of time between January 1 and June 30 when teachers hired before January 1, 2006 may enter the Professional Compensation System for Teachers.
PDU - Professional Development Unit - Teachers will receive a 2% Index salary increase after 1) completing approved courses, research, or development activities, 2) demonstrating their skills and 3) reflecting on the value of the knowledge for use with their students.
For the PDU online catalog, click on https://secure2.dpsk12.org/PLD/logon.aspx?ReturnUrl=%2fPLD%2fdefault.aspx.
Probationary Evaluation - Evaluation for teachers during each of their first three years of their employment with the District. During their probationary period, teachers who receive satisfactory evaluations will receive a salary increase of 1% of index.
ProComp - The Professional Compensation System for Teachers.
ProComp Agreement - The labor agreement that establishes the Professional Compensation System for Teachers. The ProComp Agreement is separate from the Master Agreement to ensure stability and security for teachers during the phase-in of ProComp.
Professional Compensation Review Panel - A panel to which teachers may appeal if they disagree with a payment decision related to any of the elements of ProComp. A detailed description of the composition of this trained panel is in the agreement
Professional Compensation System for Teachers - The teacher compensation system agreed to by the District and DCTA, which went into operation at Denver Public Schools on January 1, 2006. It consists of four components-Knowledge and Skills, Professional Evaluation, Market Incentives and Student Growth.
Professional Evaluation or Comprehensive Professional Evaluation (CPE)- The component of ProComp that rewards teachers who receive performance ratings of satisfactory. DPS and DCTA established a Teacher Evaluation Committee that has developed a new evaluation system for teachers and student service professionals.
Professional Teacher Evaluation System - The fair, manageable process for teachers and principals to evaluate teacher performance. The Teacher Evaluation Committee, which is composed of teachers, administrators and specialists, is designing a new professional evaluation system that would be pilot-tested before it is implemented.
Salary - An educator's continuing annual compensation. Salary does not include bonuses or any other extra pay.
Salary Calculator - An online tool that allows teachers to enter their career information and find out approximately how much they can make in annual and total career earnings. It can be used more than once to map out career strategies and to compare earnings under the current and ProComp system to show the best year for a teacher to opt in to ProComp.
Satisfactory Performance - Teachers who receive an evaluation indicating that their performance is satisfactory or better will receive a salary increase. Probationary teachers who receive satisfactory evaluations will receive a salary increase of 1% of the index each year of their three-year probationary period. Non-probationary teachers who receive satisfactory evaluations will receive a salary increase of 3% every three years.
Service Credit - The years of full time contract experience recongnized by DPS, which may include experience outside the Denver Public Schools. Years of service is different from Longevity. See the definition for Longevity above.
Shadow Payment - a CPE incentive payment for employees who are opting into ProComp for the first time and have not had a scheduled evaluation within the last two school years. An employee can receive a payment of 1% of the index called a "shadow payment". The employee will continue to receive annual shadow payments until his or her next scheduled evaluation.
Step - Your row placement on the Master Salary Schedule. Steps range from 1 to 13 where step 13 is the maximum. Also see "Lane" above.
Student Services Professionals (SSPs) - Under the ProComp system, SSPs include social workers, psychologists, nurses, speech therapists, occupational and physical therapists, educational audiologists, hearing impaired teachers and vision impaired teachers. All will have the same annual and career earnings opportunities as teachers. Certifications will count equally and evaluations and student growth goals will be based on SSP criteria.
Student Growth Objective - A component of the ProComp system that rewards teachers for academic growth by their students.
T.I.R. (Teacher In Residence) - An alternate way for teachers to become certified. Under this program, teachers will continue taking classes while teaching and working toward their certification.
Top Performing Schools - The element of ProComp that rewards teachers with a non-base building incentive of 6.4% of index when they work in schools recognized for outstanding performance. DPS and DCTA will agree annually on the Top Performing schools. Schools will be recognized as Top Performing based on the School Performance Framework (SPF). The SPF reports results based on student growth data and factors such as school climate, attendance and graduation rates. All teachers and specialists at a distinguished school will receive bonuses. The bonuses for specialists will be prorated if they work for multiple schools.
Transition Team - A team of teachers and administrators who developed and implemented systems needed to support ProComp. They have been working with the district to put the necessary pieces in place. The team is made up of five administrators, five teachers and team leaders.
Tuition Reimbursement - A lifetime account of $4,000 (paid out at a maximum of $1,000 annually) will be available to reimburse teachers and student service professionals for completion of approved courses as well as reimbursement of student loans.
Unsatisfactory Performance - Teachers who receive an evaluation indicating their performance is unsatisfactory under the Professional Teacher Evaluation System will have their salary increase for satisfactory performance delayed for at least one year and until they complete a remediation plan.
Years of Service Credit - The years of full time contract experience recongnized by DPS, which may include experience outside the Denver Public Schools. It is calculated as the year a teacher would reach Step 13 plus 2 more years (fictional step 15). This "Years of service" calculation is different from Longevity. See the definition for Longevity above.