ProComp History

This is where you find documentation of ProComp incentives for prior school years.

Elements Charts & Program Materials



2012 - 13



DCTA MoU Agreement from May 20, 2010

Other Changes:

  • Alternate Licensing Program Changes for 2010-'11.
    • The only alternative program where salaries are set 5% of the index below the master salary schedule is TiR.  Prior to this all alternate programs had the 5% reduction.
    • The increase of 5% of the current index awarded upon completion of the alternative licensure program is now paid retro to the issue date on the license.  Before it was retro to the date the license was submitted to Payroll Business Services.
  • No ProComp PDU credit for required ELA PD:  As of June 2010, the district will not provide a separate pre-approved district PDU for the required ELA classes. Instead, the work within your school community regarding the implementation of lessons learned from your coursework, combined with added study with your colleagues and administration will serve as components of a school-based pre-approved PDU.


  • Hard to Serve Schools list
  • Top Performing Schools
  • High Growth Schools
  • Innovation Schools for 2009-'10 
    • Cole (#188)
    • Manual HS (#464)
    • Montclair (#257)
  • Hard to Staff Positions
  • PDU payment rules:  Beginning in the 2009/2010 contract year, teachers can only earn base building incentives if they have fourteen or fewer years of service credit. After fourteen years of service, any payout for PDUs will be made as a bonus payment.
  • Teachers in good standing who retire at the end of the 2009-'10 school year (TE, TP, or TV status codes with a populated ineligibility date (PC Pay Exp) in the future) or move to non-DCTA positions for the 2010-'11 school year (Administration, Ritchie Fellows) remain eligible for Exceeds Expectations, Top Performing, High Growth, CPE and SGO incentives from the 2009-'10 contract year.  A lump sum payment for these incentives will be made in September, 2010 payroll.  Teachers will be paid for the PDU earned and scheduled for payout during the last year of service. They will not be paid for banked PDUs remaining at the end of the year.
  • As part of the PERA merger, Teachers in good standing (TE, TP, or TV status codes with a populated ineligibility date (PC Pay Exp) in the future) who retire at the end of the 2009-'10 and future school years will be paid any Hard-to-Serve and Hard-to-Staff pay owed for June, July and August 2010 in June, 2010 payroll.   


  • ProComp Incentive Elements Chart 2008-'09
  • Significant changes The August 2008 agreement implemented signifiant changes for the 2008-'09 school year
  • Hard-to-Staff 2008-'09
  • Hard-to-Serve Schools 2008-'09
  • Top Performing Schools 2008-'09
  • High Growth Schools 2008-'09
  • Welcome to ProComp for 2008-09 [doc] - Packet includes information that clarifies how teachers are paid under ProComp.
  • CPE:  Teachers with 14 or more years of service will no longer receive CPE payments for scheduled evaluations as of the 2009-'10 school year.  For 2008-'09, the rule was differnet.  Regardless of years of service, any scheduled evaluation in the 2008/2009 contract year will receive a salary increase in 2009/2010 if the evaluation is satisfactory.
  • PDU:  For a Teacher who has more than 14 years of service credit in the 2008-2009 contract year, only the first PDU was salary building.  More info.
  • Teachers in good standing who retire at the end of the 2008-'09 school year (TE, TP, or TV status codes with a populated ineligibility date (PC Pay Exp) in the future) or move to non-DCTA positions for the 2009-'10 school year (Administration, Ritchie Fellows) remain eligible for Exceeds Expectations, Top Performing and High Growth incentives from the 2008-'09 contract year.  Payment for these incentives will be made in September, 2010 payroll.  





Historic Program Videos

This is the link for an old generic salary calculator offering estimated ProComp salaries for ProComp prior to 9/1/08.

Historic Articles:

Opt In Window History

Teachers and SSPs have a total of eight opt-in windows over a total of six years to opt into ProComp. The first two opt-in windows were held during the 2005-2006 contract year. Beginning with the third opt-in window, educators will have approximately six months to assess and decide whether to join ProComp for the following contract year.

Opt In Windows Placed into ProComp
1. Nov. 11 - Dec. 31, 2005 2005-2006 contract year
2. Feb. 1 - March 31, 2006 2006-2007 contract year
3. Dec. 1, 2006 - June 30, 2007 2007-2008 contract year

4. Nov. 1, 2007- June 30, 2008

4.5 September 1 2008-November 14, 2008

2008-2009 contract year

2008-2009 contract year

5. Jan. 1, 2009 - June 30, 2009 2009-2010 contract year
6. Nov. 1, 2009 - June 30, 2010 2010-2011 contract year
7. Nov. 1, 2010 - June 30, 2011  2011-2012 contract year


Salary Placement and Opt-In Procedures for Existing Educators


The ProComp salary plan was designed to ensure that DPS teachers and student services professionals will not lose any income by choosing to move from the traditional salary schedule into the new salary system. Although educators who join ProComp forego step and lane increases, as well as longevity, they gain the opportunity to earn money through ProComp's four main components.

 ProComp Indexes

Year ProComp Salary Index COLA Annual Paid Workdays
2005-'06 $33,300 .1% 184
2006-'07 $34,200 2.7% 184
2007-'08 $35,568 4.0% 184
2008-'09 $36,635 4.0% 184
2009-'10 $37,551 2.5% 184
2010-'11 $37,551  0% 184
2011-12 $37,551 0% 184
2012-13 $37,927 1% 184
2013-14 $38,118 .5% 184
2014-15 $38,766 .614% 186

COLA increases are effective 9/1 (start of the contract year).

COLA is not the only increase awarded each year. In 2014-2015, an additional 1.76% was given to employees on the traditional salary schedules in the form of steps/lanes/longevity. ProComp teachers received an equivalent amount in increases to ProComp incentives.

 Glossary Terms with historic significance:

Community Forum - The ProComp Community Forum was a bi-monthly meeting of community members interested in public schools and educational excellence in Denver. Launched in August 2001, the forum's leadership was anchored by members of the Denver Rotary Club, League of Women Voters and other community leaders. The ProComp Community Forum no longer meets.

CTAC - Community Team Assistance Center of Boston. CTAC was commissioned to conduct a study of the Pay for Performance Pilot program. Part of the findings in its initial report were the basis for expanding the teacher compensation plan to include more than student achievement. Its final report on the Pilot, Catalyst for Change, issued in January 2004 showed a link between student growth and teachers who set the highest level of Objectives.

Pay For Performance Pilot - The Denver Pay for Performance Pilot Program. It was a four year collaborative and groundbreaking effort between DPS and DCTA which investigated the interrelated issues of student achievement, teaching processes and teacher compensation.

Phase In - The process of gradually implementing the Professional Compensation System for Teachers based on the district's capacity to support it. Under the ProComp Agreement, the system will be partially implemented in the 2005-2006 school year and fully implemented in the 2006-2007 school year.