High Needs Schools Eligibility
- The employee must work at a High Needs School on the ProComp Transition Team's list. The Transition Team approves the list of High Needs Schools by January of the previous year for the contract year to come. For example, the Transition Team approved the list of High Needs schools in March 2012 for the 2012-2013 contract year.
- The hard-to-serve designation is based on the percentage of free and reduced price lunches served. The calculation is as of October 31 of the prior school year (October count).
Guideline FRL percentages:
- 92+% Elementary (2012-13). 87+% Elementary (2010-11)
- 85+% Middle School
- 75+% High School.
- All "Alternative" schools
- Employee must be actively enrolled in ProComp and must have a status of active with benefits (AB), Active with J1 Visa-no PERA (AV), leave with pay (LP), leave summer pay/benefits (LR), or FMLA leave (LF) or Leave with full pay J1 Visa-No PERA (LV), with a current or pending license or authorization at the time of serving. Approved authorizations include:
- A1 - Auth Adjunct Teacher
- A10 - Authorization: Temporary Teacher Eligibility
- A12 - JROTC Authorization (A new rule will be created for ROTC)
- A2 - Intern
- A3SN - Emergency Special Services Authorization
- A3TN - Emergency Teacher Authorization
- A6SN - Type VI Auth, Temp Special Services
- A6TN - Type VI Auth, Temp Teacher
- A7 - Authorization: Teacher in Residence
- AISN - Authorization: Interim Special Services
- AITN - Authorization: Interim Teacher
- ATL - Alternative Teacher License
- ATLW - Alternative Teacher License Waiver
- INSL - Initial Special Services License
- INTL - Initial Teacher License
- LIFE - Life License
- PFSL - Professional Special Services License
- PFSM - Professional Special Services Lic-Master
- PFTL - Professional Teacher License
- PFTM - Professional Teacher Lic-Master
- PVSL - Provisional Special Services License
- PVTL - Provisional Teacher License
- TIR - Teacher in Residence
- TFA - Teach for America
- DTF - Denver Teaching Fellows
- ATLWD - District issued license including (DTR and TILA programs).
- ALT APPL: Alternative License Applied - CDE
- EMERG-APPL: Emergency Authorization Applied - CDE
- REGLICAPPL: Regula License Applied - CDE
- TIR APPL: TIR Authorization Applied - CDE
- Employee must serve at least one full day in that month in a qualified status at a Hard-to-Serve school to qualify for the Hard-to-Serve incentive for that month.
- Employee must be actively enrolled in ProComp and must have a status of active with benefits (AB), Active with J1 Visa-no PERA (AV), leave with pay (LP), leave summer pay/benefits (LR), or FMLA leave (LF) or Leave with full pay J1 Visa-No PERA (LV) and have an active license or approved authorization at the time of payout to qualify for payout.
- Employees that are in qualified status and successfully serve in a month during September through April qualify for payment for that month.
- Employees that are in qualified status and successfully serve in the month of May are eligible for payment in May. In addition, if they continue to remain actively enrolled in ProComp and are in AB, AV, LF, LP, LR or LV status, they will also receive payment over the summer months (June - August). (The employee does not have to have a current CDE license or approved authorization over the summer months to qualify for payout during the summer months.)
- Compensation is given in the same month served if the employee is identified by that months' payroll deadline. If the employee is in qualified status and successfully serves in any given month, but is not identified by that month's Payroll deadline, the employee is eligible for retroactive payment for that month to be paid in the first available payroll cycle.
- The FTE status at time of payout multiplied by the employee's "distribution percentage" at designated Hard-to-Serve schools determines the percentage of the incentive the employee will receive, regardless of FTE at time of service.For example, an employee with 1.0 FTE who allocates time equally between two schools, but only one of the schools is designated Hard to Serve, will receive half of the total amount of the Hard to Serve incentive.
- If the employee has been RIB'd to another school that is not listed as Hard-to-Serve through no fault of their own at any point during the contract year, they may be eligible to continue to receive a Hard-to-Serve incentive.
- Hard-to-Serve incentives are paid out monthly as 1/12 of the annual amount.
- The maximum payout for this incentive is 1.0 FTE multiplied by the incentive amount.
- Your payment is prorated by the FTE at the school for the month served. For example, an employee with 1.0 FTE who allocates time equally between two schools, but only one of the schools is designated Hard to Serve, will receive half of the total amount of the Hard to Serve incentive.