Welcome to the
Teacher ProComp

Teachers re-hired to Denver Public Schools

Re-Hires

See the New Hire page if you are new to DPS
See the Alternate Licensing page if you are a TiR, TFA, TILA, DTF or DTR teacher.

All teachers who leave the DCTA bargaining unit will enter ProComp when they return. For a view of what it's like to work under ProComp, click on our ProComp video.

This section covers two situations: Teachers who leave the District and teachers who leave the DCTA bargaining unit, but stay with the District.

If you were in ProComp previously, left the district, and returned in ProComp, you retain some of your ProComp elements as follows:

Professional Development Units: Teachers who were non-renewed, but rehired within 90 days of the prior contract year retain their banked PDUs. If more than 90 days have passed since the end of the last contract year when you were in ProComp, your PDU bank is no longer available. If you voluntarily resign, your PDU bank is no longer available as of your resignation date. More...
Tuition and Student Loan Reimbursement: Rehired teachers can access the remainder of the $4,000 lifetime maximum Tuition and Student Loan Reimbursement amount. ($1,000 in year maximum). More Tuition... More Loans...
Comprehensive Professional Evaluation: CPE incentive compensation is not awarded to rehires because the impact of the CPE was accounted for in your salary on return. More...
Student Growth Objectives:
- Prior SGOs: SGO decisions must be entered into the SGO system by November 30th of the contract year following the year in which you completed the work. If you are rehired prior to November 30th and have met SGOs from the prior contract year, you are eligible for payment. If you return after November 30th, SGO payments from the prior contact year are not paid.
- Current year SGOs: The SGO submission deadline is November 30. If you are hired after November 30th, you have 1 month to submit SGOs for the current contract year, but no later than the Friday before Spring Break. More...
Exceeds Expectations: If you return prior to May 31 of the following contract year and met the criteria to earn Exceeds Expectations for the previous contract year, you will receive this incentive. More...
Top Performing Schools: Teachers in schools designated as "Top Performing", who return before May 31 of the following contract year will be paid the Top Performing Schools incentive. More...
High Growth Schools: Similarly, Teachers in schools designated as "High Growth" , who return prior to May 31 of the following contract year will be paid the High Growth Incentive. More...

If you stayed with the district, but left the DCTA bargaining unit (left ProComp), you are impacted as follows when you return to ProComp:

Professional Development Units: If you left the DCTA bargaining unit, but stayed in with DPS, your PDU bank remains. If you resigned or were non-renewed, your PDU bank has expired. You will be treated like a new hire for PDU purposes. More...
Tuition and Student Loan Reimbursement: Rehired teachers can access the remainder of the $4,000 lifetime maximum Tuition and Student Loan Reimbursement amount. ($1,000 in year maximum). More Tuition... More Loans...
Comprehensive Professional Evaluation: CPE incentive compensation is not awarded to rehires because the impact of the CPE was accounted for in your salary on return. More...
Student Growth Objectives: You are treated like a new hire for SGO purposes. More...
Exceeds Expectations: You are treated like a new hire for Exceeds CSAP Expectations calculations. More...
Top Performing Schools: You are treated like a new hire for Top Performing payments. More...
High Growth Schools: You are also treated like a new hire for High Growth payments. More...