DCTA Updates

  • There are two primary agreements between DPS and DCTA: the Master Agreement and the ProComp Agreement.

    • The current 2017-2022 Master Agreement was signed September 2017 and covers wages, hours, and other conditions of employment. It includes compensation increases for teachers for the 2017-18, 2018-19, and 2019-20 years. For copies of current agreements between DPS and DCTA, please visit the Employee Associations page and look under the DCTA section. 
    • The second agreement is the ProComp Agreement, which covers how we spend the roughly $34 million we receive each year from the dedicated ProComp mill levy, money which must be spent according to the terms of the mill levy that DCTA and the district jointly put to voters in 2005. This covers incentives such as hard-to-serve, hard-to-staff, and the Top Performing/High Growth incentives. This agreement is currently being negotiated because it needs to be renewed before January 18, 2019. In these negotiations, DPS and DCTA are working to improve ProComp based on feedback we have received from teachers, through our ProComp working groups and focus groups with teachers.

Current DCTA Updates

  • Nov. 14, 2018

    Dear Educators,

    Yesterday, I participated in the negotiations between DPS and the Denver Classroom Teachers Association (DCTA) about the structure of our compensation system for teachers and specialized service providers (SSPs).

     This was the first of 10 negotiation sessions that we have scheduled between now and when the ProComp Agreement expires in January. I am committed to continuing a productive dialogue with DCTA and to finalizing a new agreement by the deadline. I am optimistic that we will be successful and that DPS will be able to implement an improved compensation system for its educators.

     For more information about how ProComp currently works, check out these pages here. Although this is the current structure, here are some areas where DPS and DCTA agree on what the future will hold:

    • Every educator will see a raise in 2019-20 and DPS will provide competitive and fair compensation.
    • More money will be invested in base pay and less in bonuses.
    • DPS will have a transparent salary table that shows salary progression, so you know what your compensation will look like over your career. 

    Outside of negotiations, DPS is continuing to push for increased funding and we are optimistic that the new governor's budget proposal (to be released in January) will include additional funding that can be used toward compensation.

    We will continue these discussions at the next meeting on Nov. 27 and will keep sharing updates in this newsletter and on the DCTA Updates page on The Commons.



    Ron Cabrera, PhD

  • Oct. 31, 2018 - Negotiation Update

    On Monday, DPS and Denver Classroom Teachers Association (DCTA) came together to continue talks on the ProComp agreement, which expires in January. The agreement will determine how to allocate the roughly $34 million DPS receives each year from the ProComp mill levy that Denver voters approved in 2005.

    Interim Superintendent Dr. Ron Cabrera joined the discussion, heard feedback from DCTA representatives and teachers, and shared how he will bring his personal core values of moral purpose, respect and dignity, learning, and joy to the bargaining table. Dr. Cabrera expressed DPS’ commitment to listening, having a civil, respectful dialogue and finding common ground in order to reach an agreement that ensures all educators feel valued at DPS. 

    The teams will meet again in November to continue this work, and we will keep sharing updates regarding our conversations to improve teacher compensation. 

  • Sept. 24, 2018 - Negotiation Update

    Dear School Leaders and Educators,

    As you heard from our communication last week, Amendment 73, also known as the Great Schools, Thriving Communities ballot initiative is up for a statewide vote in November. Tonight, DPS and the Denver Classroom Teacher Association (DCTA) met to discuss DPS’ proposal to add $36 million into teacher compensation if the amendment passes as well as what to do if the ballot initiative does not pass.  

    Under the DPS Proposal, the $36 million increase would be used to:

    • Simplify ProComp and put more dollars into salary-building for all teachers.
    • Increase salary building for veteran teachers beyond year 14.
    • Increase starting salaries for all teachers to almost $50,000 and to almost $60,000 for our new teachers in our highest poverty schools.
    • Double the current incentive for all teachers in high poverty schools to $5,000 a year.
    • Allow teachers on the traditional salary schedule to join ProComp.

    If Amendment 73 does not pass, DPS is committed to honoring the five-year agreement that DPS and DCTA worked hard to reach last fall. Under that contract, teachers will receive an estimated 15% increase in compensation over a three-year period: 2017-18, 2018-19, and 2019-20. 

    In the negotiations tonight, DCTA asked for a deeper breakdown of the 15% increase. We provided the following details about compensation increases for these three years, pursuant to the five-year DPS-DCTA contract that expires in 2022:

    • For 2017-18, educators received an average 6.05% increase in compensation. This included the $1,400 cost-of-living increase for all educators, ProComp base pay increases, the new $1,500 Title I incentive, and the increased contributions to PERA.
    • For 2018-19, educators in ProComp received an average 2.2% increase in base pay increases from their ProComp base-building incentives (Professional Evaluation and PDUs). They also received a cost-of-living increase of 2.64%. The total average increase was therefore 4.84% before benefits (which is another .25%). This was higher than our non-licensed employees who received an average 3.4% increase.
    • For 2019-20, educators will receive the 2.2% average base-pay increase from their ProComp incentives as well as a cost-of-living increase, which is estimated to be 2.34%. That would result in a total increase of 4.54%.

    We recognize that increased funding is still critical in order to further increase teacher pay. The Board of Education voted last week to make teacher compensation the largest investment from any additional money received from Amendment 73.

    After DPS shared its proposal, DCTA did not offer any counter-proposals but instead declared "impasse" -- a term in the ProComp agreement that means the two sides are stuck and need the support of a mediator. The district has been advocating for mediation for some time and welcomes the opportunity to move the conversation forward faster and more productively with the support of a mediator. 

    We will continue to keep you updated regarding our conversations to improve our teacher compensation in DPS.


  • Aug. 8, 2018 - Negotiation Update

    Dear Educators:

    We look forward to formally welcoming you back soon and hope you have had an enriching and restful summer. We look forward to starting the school year with you!

    As you return to our schools, we want to keep you informed on matters that we know are important to you. 

    We’d like to update you on our negotiations today with the Denver Classroom Teachers Association (DCTA). In the meeting, we acknowledged the importance of ensuring our educators get the compensation they deserve. It is critically important that we continue to attract and keep talented people in the teaching profession. And, we know the great challenges that the rising cost of living in Denver is posing for our educators. 

    DPS proposed that if the Great Schools, Thriving Communities ballot initiative passes in November, the district would significantly increase teacher compensation.

    If the ballot measure passes, we proposed to DCTA:

    • To invest $36 million annually in teacher compensation in addition to increases already negotiated in the five-year DPS-DCTA Master Agreement reached last fall and ratified by almost 90% of teachers. As a result, teachers on average would see an increase in compensation of over 20% over three years.
    • To significantly increase the starting base pay so that teachers would start in 2020-21 at almost $50,000 a year, with teachers in our highest poverty schools starting at close to $60,000 a year.
    • To better meet the needs of our highest-need students, double the current Priority Schools incentives (currently known as the Hard-to-Serve incentive) to $5,000 a year for teachers in roughly 80 of our high-poverty schools.
    • To increase the Title I schools incentive from $1,500 to $2,500 a year for teachers in Title I schools who do not qualify for the $5,000 incentive (roughly 40 additional schools).
    • To significantly increase a teacher’s ability to build salary over time (with 20 years of service, a teacher would have the potential with incentives to earn $100,000 a year). 
    • To offer the opportunity to all teachers not currently in ProComp to join ProComp.

    It is critical that DPS and DCTA spend the next three months working with teachers and the community in discussions about the Great Schools, Thriving Communities ballot initiative and its impact on students in Denver and our broader community. The passage of the ballot measure would dramatically change the discussion on teacher compensation. It is important that we all have clarity on whether the ballot measure has passed in order to move the negotiations forward.

    In November, after DPS and DCTA know whether the ballot initiative has passed and after a new superintendent has been appointed, DPS and DCTA can return to finalize the ProComp Agreement. Please know that we will continue to operate under the current ProComp and Master Agreement during this time. As you may recall, last fall, DPS and DCTA signed a five-year master agreement. The new deal established raises for teachers in the 2017-18, 2018-19 and 2019-20 school years. It was ratified by nearly 90% of DCTA members and unanimously approved by the DPS Board of Education.

    With regard to this year’s budget of the $25 million in new funding that is available to district-run schools for the 2018-19 school year, all of it is going toward compensation increases, with the majority being for teachers.

    Our top priority over the next three months is to work with teachers and the community on the potential impact of the ballot initiative. We look forward to resuming discussions and reaching agreement with our teachers once we know the outcome of the ballot measure in November.

  • June 21, 2018 - DPS Statement

    We’re eager to work together with our educators to engage the community on our spending priorities. In Colorado, we fund our students at an average of $2,500 per student less than the national average. We know our kids deserve better than that. Our state needs to dramatically increase our investment in education, and all of our voices play a vital role in this effort. It's critical to be able to better compensate our professionals and equitably meet the needs of our students who live in poverty, are learning English or require special education.

    We’re continuing to discuss with the Denver Classroom Teachers Association (DCTA) how to best spend the roughly $34 million we receive each year from the dedicated ProComp mill levy, money which must be spent according to the terms of the mill levy that DCTA and the district jointly put to voters in 2005. (The ProComp agreement is separate from the five-year master agreement that controls how much general fund funding goes into compensation and was ratified with an 89% positive vote last fall by our teachers. Under that agreement, DPS teachers received on average a 6.05% percent increase in compensation in 2017-18 and will receive a 4.65% increase in compensation for the 2018-19 school year.)

    As we continue to discuss how to have a clearer, more predictable compensation system that fairly recognizes our teachers, now and over time, we must continue to work together to advocate for adequate and equitable state funding for K-12 education. Great Schools, Thriving Neighborhoods is a statewide initiative to increase education funding that will likely be on the ballot in the fall. This ballot initiative would raise taxes on incomes in excess of $150,000 and address some of the challenges with our property tax system to increase K-12 funding and provide more consistency in that funding. You can learn more about the initiative here.

  • May 16, 2018 - Vision Work Regarding ProComp Continues

    We wanted to give you an update on our discussions with DCTA around ProComp. As a reminder, we reached a five-year Master Agreement with DCTA last fall, ratified with an 89% positive vote. (Details on what is provided for under the five-year Master Agreement are below.)

    The two sides are starting conversations about how to best spend the roughly $34 million we receive each year from the dedicated ProComp mill levy, money which must be spent according to the terms of the mill levy that DCTA and the district jointly put to voters in 2005. This agreement is separate from the five-year master agreement that will not be renegotiated until 2022.

    We're eager to discuss ProComp: how to have a clearer, more predictable compensation system that is consistent with the mill levy ballot measure that voters approved, that recognizes teachers who teach in the highest poverty schools, and which provides stronger increases over a teacher's lifetime. DPS' last proposal can be seen here.

    We believe that our conversations with DCTA regarding ProComp can be collaborative and focused on working together to design the best compensation system in Colorado. We have great past examples of our collaborative work including our original design work that created ProComp and our most recent design-team efforts that included significant teacher outreach and feedback. 

    We believe that smaller focused discussions with DCTA can help move us forward, as it has done over many years. Smaller discussions, like the DCTA-District joint design team that originally worked to dream up ProComp, have historically demonstrated much more give and take, vulnerability and exploration of new ideas than have the public sessions. We are strongly urging DCTA to join us in a collaborative, mediated problem-solving approach. 

    Details on the five-year Master Agreement and its provisions for both this year and next year:

    • An average 5.6% increase for 2017-18 (highest increase in the metro area). All teachers and specialized service providers (SSPs) received a $1,400 increase to their base pay on top of their other base-building incentives under ProComp (or steps/lanes for the traditional salary schedule). Additionally, Title I teachers who were not receiving the ProComp incentive (whether currently in ProComp or not) are now receiving an additional $1,500 a year. 
    • An average 4.6% increase for 2018-19. Next year, teachers and SSPs will receive their base-building incentives under ProComp (or steps/lanes on the traditional salary schedule) and a 2.64% cost of living increase. All other ProComp incentives, including the Title I incentive, will continue.


  • March 14, 2018 - Negotiation Update and FAQs

    Dear Educators,

    We are committed to reaching an agreement with the Denver Classroom Teachers Association (DCTA) to renew and extend ProComp, our professional compensation system for teachers, that offers teachers on average nearly $7,000 more every year in compensation than our old steps and lanes system.

    For several years now, we have been working with DCTA and seeking your feedback -- through focus groups, surveys and more -- on how we can improve our compensation system. Through these channels, we have clearly heard three critical asks from you:

    • Simplify the system.
    • Make your compensation more predictable.
    • Honor our commitment to educators working in our high-poverty schools.

    Our proposal seeks to accomplish these goals, as well as the following:

    • Honor experienced educators by ensuring they can continue to grow their base pay throughout their careers, including beyond year 13.
    • Empower educators to grow their pay as master educators in multiple ways, such as by pursuing advanced degrees or advanced licensure, achieving national board licensure or through multiple years of distinguished service.
    • Honor the language of the mill levy ballot, which reflects our obligations to Denver's voters to provide our teachers a professional compensation system.

    We have significant concerns, on the other hand, with DCTA's current proposal, which would take millions of dollars in compensation away from teachers in our high-poverty schools. We think we ought to be doing all we can to increase our supports for teachers in our high-poverty schools, not reducing them. In addition, by increasing salaries more than $30 million above the current budget, the DCTA proposal would result in the loss of hundreds of teaching jobs and consequent increases in teachers' class sizes. 

    We share teachers' aspirations for both higher compensation and lower class sizes. In the current funding environment where Colorado continues to rank so far below the national average in K-12 funding, however, it is simply not possible to raise salaries by tens of millions of dollars without having a significant negative impact on class sizes. 

    We know you may have questions about what to expect as DPS and DCTA go into a full day of negotiations today on the ProComp agreement. To support, here are responses to the most common questions we've heard:

    Q: What is being negotiated this week?

    A: DPS and DCTA signed a five-year Master Agreement in September. This includes the financial agreement that governs how much money goes into teacher compensation for the next three years. The financial agreement was negotiated to maximize the amount we put into teacher compensation based on the amount of money we receive from the state.

    As you likely know, our state funding is roughly $2,500 per student below national averages and the district has been underfunded by roughly $700 million over the past six years through the state's so-called "Negative Factor." In our Master Agreement, we prioritized teacher pay as much as we could --- providing an average annual pay increase of 5.6%, the most generous in the metro area.

    In contrast, the ProComp negotiations are about how we use the $30 million that we receive in taxpayer dollars to support our system of professional compensation. These are the questions we are negotiating: How do we allocate these dollars to pay for the base and non-base incentives? Do we need all the incentives? Should some of them be combined?

    Q: What is DPS proposing during these negotiations?

    A:  We will be sharing with DCTA a compensation approach that we feel is a win for teachers based on current budget. Our proposal does the following:

    • Increases incentives for our high-poverty schools.
    • Allows you to grow your base pay without having to complete a Professional Development Unit (PDU). You can continue to do PDUs to grow your practice, but it would not be required to grow your pay.
    • If you have four years of Distinguished evaluations, you could see an increase in salary equivalent to what you receive for getting a master's degree or National Board certification (currently $3,752).
    • Provide teachers on the traditional salary schedule the opportunity to opt into ProComp.

    Q: What is DCTA's proposal?

    A:  DCTA has proposed that we return to a step-and-lane system, with a salary table that would cost more than $30 million a year to implement. Additionally, DCTA is suggesting that we dramatically decrease the compensation earned by our teachers and specialized service providers (SSPs) in high-poverty schools.

    As you know, to protect funding for our schools, our central school-support teams have been absorbing all budget reductions necessitated by years of declining state funding. To fund an additional $30 million in the proposed salary table would force us to cut funding to schools, resulting in increased class sizes, reductions in teachers and decreasing whole child supports. That would have very negative consequences on our kids and our schools.

    While we work alongside DCTA to advocate for better funding for education in Colorado, we will not give up on our Shared Core Value of Equity, and we will not agree to any proposal that reduces the compensation earned by teachers and SSPs in our high-poverty schools.


    Tom Boasberg                                          Susana Cordova
    Superintendent                                         Deputy Superintendent

  • Aug. 30, 2017 - Negotiation Update

    Dear Teachers,

    As many of you know, our contract with the Denver Classroom Teachers Association (DCTA) will expire at midnight tomorrow, Thursday, Aug. 31, unless the parties reach agreement to renew and extend the contract. Although we are concerned about how far apart we remain on the extensive changes to the contract that the DCTA is seeking, we are fully committed to reaching agreement to renew the contract. We are entirely willing to renew and extend the language in the current contract. 

    Commitment to reaching a contract

    We believe that we are a stronger district -- and one that can better recruit and retain teachers -- when DPS and DCTA are united in addressing the challenges that you, our teachers, face. Although negotiations can create tension in that relationship due to the tough nature of these conversations, we want to work closely with you to improve your experience in DPS. We are fully committed to ensuring that the rights and protections teachers currently have continue, and we believe that renewing and extending the contract is the best way to do that.

    Commitment to increased compensation and improved health care benefits

    Our compensation offer this year is the most generous in the metro area, with a 5.6% increase in our spending on teacher compensation -- what equates to an average raise of $3,000 per teacher. This includes:

    • A $1,100 increase in base pay for every teacher on top of the base pay increases that you receive through ProComp or the traditional salary schedule.
    • Extension of the hard-to-serve ProComp incentive ($2,649) for all of our Title I schools. For the first time, it will also be provided to our teachers on the traditional salary schedule. This extends the incentive to another 1,200 teachers, which means that approximately 70% of our teachers will receive this incentive. 

    For benefits, we have proposed decreasing the cost of any medical plan that covers children by $100/month or $1,200 a year. 

    If our offer is accepted, it will mean that over the most recent five years, our teachers will have received an average pay increase of almost $14,000 (or nearly 27% in total compensation). 

    Commitment to strongest teacher supports

    We will continue the strongest set of teacher supports in the metro area, including:

    • Lowest student-teacher ratio: Denver's student-teacher ratio of 15:1 is well below that of neighboring districts.
    • Most protected time for teachers: DPS leads other districts in the most protected, non-classroom time for teachers. This includes a 45-minute duty-free lunch every day plus at least 300 minutes of self-directed planning time per week for elementary/ECE-8 teachers and 345 minutes per week for secondary teachers.
    • Greatest number of non-student contact planning days for teachers. Our proposal includes 12.5 non-student contact days while most districts have 10 days.

    Commitment to the Whole Child

    We agree with DCTA that support for the Whole Child is essential. For that reason, we went to our voters last year to secure $15 million annually to expand our supports. This translates into schools hiring additional nurses, counselors, social workers and others in service of their students and families. It will also help maintain our leadership in the metro area of having the lowest student-to-teacher ratio and the strongest social-emotional supports for students. However, we recognize that there is so much more that we can do in this area and we would be happy to work with DCTA and our teachers on how to strengthen our whole child supports, including more paid teacher home visits, nutritious meals and physical exercise for students, and social, emotional, physical and mental health resources.

    Learn more about our commitments to teachers here.

    As we work through the final days of our negotiations, thank you for your continued dedication to Denver's kids. We hope our contract will be signed Aug. 31, and we know our work to provide the best schools for our students and supports for our staff will continue for years to come. We commit to working alongside you every step of the way. 

    Warm regards,


  • Aug. 15, 2017 - Teacher Compensation Proposal

    Dear Teachers,
    We want to share our compensation proposal that we gave Monday, Aug. 14 to the Denver Classroom Teachers Association (DCTA) during our contract negotiations. We are committed to working with DCTA to get to contract agreement as soon as possible.
    Our proposal will mean an average annual compensation increase of more than 5% for teachers in the coming school year. It will be our largest salary increase in a decade and will be the highest increase for teachers in the metro area. And, it will target resources at our high-poverty schools. Highlights include:
    • $1,100 increase for every teacher, in addition to all steps, lanes and ProComp incentives.  
    • Expansion of the Hard-to-Serve Incentive ($2,649) to all teachers -- both ProComp and traditional salary schedule teachers -- in all Title 1 schools, which will result in 1,200 additional teachers receiving this incentive for working in our high-poverty schools.
    • Additional planning day at the beginning of the year to give teachers more planning time.
    • Beginning next year, an additional $1,200/year in insurance premium subsidies for teachers who select insurance plans that cover their children.
    • The district will pay the entire increase of .5% in contributions for PERA, the Public Employees Retirement Association.
    • Commitments in 2018-19 and 2019-20 that teacher salaries will keep pace with inflation. 
    Our proposal represents another year in which teacher salary increases will outpace the increase we received in state education funding. We know that the cost of housing is rising significantly faster in Denver than increases in state funding, and this continues to be an acute challenge for all of us. It is why it is so important that we advocate together for Colorado to improve its school funding. 
    We make the following four commitments to you, our teachers, now and moving forward:
    • DPS will support our teachers with the lowest student-teacher ratios, strongest social-emotional supports for kids and greatest resources in our highest-needs schools.
    • DPS will provide the highest-quality professional development, feedback opportunities and growth supports for our teachers.
    • DPS will continue to invest in the nation's most extensive teacher leadership program, providing opportunities for strong teachers to lead in their schools without leaving the classrooms they love.
    • DPS will be at the top or, at minimum, in the top two districts in terms of teacher compensation in the Denver area, and we will continue to fight at the state level in Colorado to increase inadequate education funding.
    Learn more about these commitments here.
    How DPS teacher pay compares to other districts
    We are committed to being the top district, or at a minimum in the top two districts, in teacher compensation in the Denver metro area. Our peer districts, the largest in the state after DPS, are Adams 12, Aurora, Cherry Creek, Douglas County and Jefferson County. Here's how we stack up:
    • Across experience and education levels (i.e., steps and lanes), Denver teachers on average have either the highest (in most cases) or second-highest compensation among teachers in our peer districts.
    • Thanks to ProComp, our first-year teachers right out of college can earn more than any other novice teacher in our peer districts. For example, a new teacher would be eligible for a $41,389 base salary, $1,000 in tuition/student loan reimbursement, $2,649 for working in a Hard-to-Serve or Title 1 school and another $2,649 for filling a Hard-to-Staff position, plus $1,500 for serving in one of our highest-priority schools and $779 for attending our New Educator Welcome Week. That equals $49,966.
    • Thanks to Denver voters, our teachers can take on a variety of leadership and coaching roles, without having to leave the classroom, and earn up to an additional $5,000 per year.
    Incentives for Teaching in DPS Beyond Pay 
    We know money matters, but we also know there's more to any position than the pay. We are committed to creating conditions for success where it matters most -- with our kids.
    • Lowest student-teacher ratio: Denver's student-teacher ratio was 15 in 2016-17, according to state data, significantly lower than the student-teacher ratio in our peer districts: Adams 12 (20), Aurora (18), Cherry Creek (18), Douglas County (20) and Jefferson County (20).
    • Most planning time: DPS leads other district in the most protected time for teachers. This includes a 45-minute duty-free lunch every day plus at least 300 minutes of self-directed planning time per week for elementary/ECE-8 teachers and 345 minutes per week for secondary teachers. Click here to see how this compares to other districts.
    • Strongest social-emotional supports for kids: Thanks to Denver voters, we are investing an additional $15 million in the coming school year to help all schools better meet the social and emotional needs of their students.
    Getting to an Agreement with DCTA
    Given the difficulty and conflict in the current round of negotiations, DPS requested in March and multiple times since that the two sides use an independent mediator to help us come together, as we have done in almost all our past negotiations. Up until this week, however, DCTA has repeatedly refused mediation. The lack of mediation has hampered our progress.
    We hope that we can begin using mediation soon to bridge our differences and get to agreement on a fair and comprehensive contract for our teachers.
    Thank you for the work you do every day for Denver's kids.
    Tom Boasberg                                          Susana Cordova
    Superintendent                                         Deputy Superintendent    

  • May 30, 2017 - Teacher Compensation Proposal

    We are excited to share with you a proposal about teacher compensation and planning time that we shared with the Denver Classroom Teachers Association (DCTA) at last night’s bargaining session. We also want to announce another important change about reducing the number of Student Learning Objectives (SLOs).

    In our ongoing efforts to recruit and retain great teachers, we know that compensation is important. We are committed to continuing to be among the top three area school districts in teacher pay. We are also working to respond to your concerns about workload and the unique challenges that our educators face in our more highly impacted schools. Toward that end, we are proposing:

    • Increasing base pay for every teacher and SSP through a cost-of-living adjustment.
    • Lessening teacher workload by only requiring one SLO for LEAP next year.
    • For 2017-18, expanding the Hard-to-Serve incentive ($2,600) to all Title I schools and renaming it the “Title I Incentive.” Teachers on the traditional salary schedule would also for the first time be eligible to receive the expanded incentive.
    • For 2018-19, increasing the Title I Incentive to $3,000 in order to pay for two additional planning days for Title I schools.

    Increased Base Pay

    Under our proposal, teachers on our traditional salary schedule would continue to get their steps, lanes and longevity. Teachers in the ProComp system would continue to receive all the incentives for which they qualify. Additionally, all teachers would receive a salary adjustment that will be paid as a flat $572 increase in base pay (on average a 1.04% increase). For example, if you are a teacher in ProComp with less than 14 years of service who completed a Professional Development Unit (PDU) and received a satisfactory evaluation this year, your base pay will increase by $2,205 next year. The District will also pay the additional 0.5% contribution increase required by statute to fund PERA. In total, this represents an average 3.3% increase in compensation for all teachers.

    Expansion of Hard-to-Serve Incentives for all Title I Schools

    In our ongoing efforts to recruit and retain great teachers, DPS is also committed to extending the ProComp Hard-to-Serve incentive ($2,600) to all district Title I schools and to all teachers, including those on the traditional salary schedule. The expansion of this incentive will be funded by the DPS general fund.

    Through multiple workgroups with teachers, we have heard time and time again that we need to increase compensation for our schools with higher levels of poverty. Our current collectively bargained ProComp Hard-to-Serve incentive has arbitrary cut points that we have struggled with for some time. Many of you have been clear about your frustration with these cut points. For example, the current cut-off for elementary is set too high at 92% FRL, meaning that teachers in elementary schools with 90% FRL do not qualify for the incentive in its current form. The DPS proposal will extend the incentive to schools that have at least 60% FRL and qualify for Title I. Over 60% of our educators work in Title I schools. We believe that the creation of this new Title I Incentive is a necessary step to recognize your commitment to working in our highly impacted schools.

    We also understand that areas of our district are gentrifying and that some of our schools have lost access to the Hard-to-Serve incentive when the school’s FRL levels have dipped below the current cut points. As you have clearly pointed out, your job remains as challenging as ever. We want to assure our teachers who have lost or were at risk of losing this incentive that this compensation will now be in place so long as your school remains a Title I school. We would also pro-rate the incentive on a monthly basis so that you can trust it as a guaranteed portion of your take-home pay. Additionally, if your school eventually moves from Title I to non-Title I, we would guarantee continued payment of the incentive for the three years after the change (100% of the incentive the first year, 66% the second year, 33% the third year).

    Two More Planning Days for All Title I Schools

    We have also heard from you and recognize that our schools with high levels of poverty face unique challenges that require unique solutions. Toward the end of providing targeted supports to our higher poverty schools, we are proposing two additional planning days for all Title I schools. In recognition of the fact that schedules are already set for 2017-18, these two days will be included for Title I schools starting in the 2018-19 school year. We hope that this additional time to plan together with your colleagues will help set you up for a successful year with your kids.

    Title I Incentive to Increase in 2018-19

    To compensate teachers in our Title I schools for the additional days and to recognize your commitment to our high-poverty schools, DPS also proposed increasing the Title I Incentive starting in 2018-19. Under our proposal, the new Title I Incentive would be increased to from $2,600 to $3,000 a year.

    Only One SLO Required for LEAP Next Year

    As a reminder, state law requires that we include “multiple measures” of student growth and that those measures must account for 50% of a teacher’s evaluation. Like other districts in Colorado, we must use SLOs as one of those measures because not all teachers have state assessment growth data to inform their evaluations. Based on your feedback, we are continuously working to improve your experience with LEAP and to ensure that the evaluation process is an effective growth tool for both you and your students. We know you are engaged in data-driven instruction and monitoring your students’ progress toward standards on a daily basis. A portion of this is captured in your SLOs. Yet, a number of you have told us that you do not find added value in having two SLOs. Therefore, in order to honor school-based data driven instruction practices, to find ways to reduce your workload, and to still ensure compliance with state requirements, we have decided to require only one SLO next year for LEAP. Those teachers who wish to continue to use two SLO’s are certainly free to do so. Please note that SSPs on the SSP GPS will still be required to do two SLOs (in order to meet the state law requirement for multiple measures) as well as teachers who have fewer than 10 students included in an SLO.

    Commitment to Reaching Agreement with DCTA

    Although negotiations continue with DCTA and some of our proposals may change as a result of those negotiations, we want to assure you that DPS and DCTA negotiators will be working diligently over the summer in order to reach agreement on the Master Agreement. We hope that by the time you return in August, we will have a signed agreement in place. 

    Have a wonderful and restful summer.  Thank you for another great year with DPS!

  • May 3, 2017 - Teacher Planning Time

    In DPS, we know that planning time for teachers -- to plan their lessons, review and give feedback on student work, and talk with students -- is essential. It is important that teachers have both individual-planning time and team-planning time so that they can give their very best to their students during classroom time.

    That is why five years ago, in partnership with DCTA, DPS dramatically expanded the amount of planning time, including self-directed instructional-planning time, for teachers. DPS is a leader in the metro Denver area in terms of guaranteeing the most protected time for teachers.This includes a 45-minute duty-free lunch every day and, in addition, at least 300 minutes of self-directed planning time per week for elementary/ECE-8 teachers and 345 minutes per week for secondary teachers. Click here to see how DPS compares to other districts.

    In our conversations with educators from across the district, we have heard that you want the opportunity to decide what works best for your students, faculty and school. The proposal that we shared with DCTA on Monday night is designed to empower school communities to use the available time to meet the unique needs of each school. We propose giving schools greater flexibility to determine how they allocate their planning time, while still guaranteeing teachers the same amount of protected time. For example, schools could bank planning time over multiple weeks to allow for extended planning time during certain points in a six-week period or to enable modifications to the schedule such as a late start or early release. We also propose tasking the Instructional Issues Council, a joint body of educators with DCTA representation, to seek out creative solutions to share with our schools. Click here to view the DPS proposal (the markup indicates proposed changes to the current agreement). 

    We welcome your ideas and look forward to working with you to find innovative ways to maximize our time.

  • April 19, 2017 - Negotiation Update

    DPS and the Denver Classroom Teachers Association (DCTA) met again on Monday night for negotiations. This week's topic was teacher compensation and the DPS financial team came to talk about the DPS budget forecast for the upcoming year. Their entire presentation can be reviewed on our bargaining website. Here are a few highlights:

    • Total teacher compensation is currently the largest slice of the DPS budget pie -- over $400 million per year. This total compensation includes salaries, all ProComp incentives, contributions to retirement benefits (PERA), medical benefits (including recent increases to subsidies), stipends for taking on leadership and coaching roles, the highest priority incentives for teachers serving our most impacted schools and extra-duty pay. DPS and DCTA are united in our mutual belief that we need to increase teacher compensation in order to pay our teachers as professionals and to keep them from being priced out of living in Denver. How we do that, however, is complicated when we are faced with the realities of Colorado's failure to adequately fund its schools.
    • Have you heard of the "negative factor"? This is the mechanism that the Colorado legislature uses to reduce funding to schools in the face of competing budget priorities. As a result of the negative factor, funding for DPS has failed to come close to keeping up with inflation; next year our funding will be more than $80 million (or roughly $1,000 per student) less than what we would receive had funding over the last seven years just kept up with inflation. 
    • Why is the Colorado economy booming and yet our schools are not being adequately funded? This is what you may have heard called the "Colorado paradox." The presentation shares the crippling impact of TABOR and the Gallagher amendment. Colorado funding for schools has gone from being at the national average in the 1980s to approximately $2,500 per student less than the national average today.
    • Within that context, DPS continues its efforts to push more money to schools and increase flexibility at the school level to meet the individual needs of each school. Thanks to the 2016 mill levy, more than $30 million additional dollars will be allocated to schools next year for resources such as expanded whole child supports and increased funding for our highest-need students. As a result, the amount of total budget spent on central administration will decrease from 5% to 4% in 2017-18.
    • Negotiations on compensation for 2017-18 will continue after we receive the final budget from the state legislature in May. DPS did share that implementing the current DCTA proposal to increase all teacher salaries by 25% (including a starting salary of $50,000) would require an investment of more than $100 million dollars. A result of this DCTA proposal would be the loss of more than 1,000 teacher jobs and a dramatic increase in class sizes, which we would not support.

    We look forward to continuing to work with DCTA to simplify and improve ProComp. We hope to reach an agreement that: increases compensation for teachers in high-poverty schools (including an increase in the number of schools eligible for this incentive), provides more dollars in base salary over a teacher's career and a more predictable increase in base salary, and recognizes teachers' performance and the additional responsibilities they take on.

  • April 3, 2017 - DPS, DCTA Exchange Proposals on Wide Number of Topics

    DPS and the Denver Classroom Teachers Association (DCTA) continued negotiations last night on a wide range of topics. DPS brought proposals and counterproposals on twelve different articles of the contract; DCTA brought proposals or counterproposals on eighteen different articles. For almost five hours, the negotiators engaged in a thoughtful and productive discussion about some of the biggest challenges facing teachers, schools and the district, including planning time for teachers, class sizes, instructional support materials, leave rights and compensation for extra duty work.
    Next Steps: DPS and DCTA will continue to meet every other week for the rest of the year as we go back and forth on proposals. Once we have more information from the legislature on the state budget for next year (hopefully within the next month), we will begin to dive into the details of finances.

    We encourage you to access the new DPS bargaining webpage for DPS proposals and the DCTA bargaining page for DCTA proposals. As always, feedback on negotiations is welcomed and can be shared with communications@dpsk12.org.

  • March 22, 2017 - Article 10, LEAP Growth and Performance System and Student Discipline

    Teacher Evaluation Negotiations
    DPS and the Denver Classroom Teachers Association (DCTA) began discussing Article 10, the LEAP Growth and Performance System. We hope you’ll take a look at the DPS proposal and our LEAP Fact Sheet.  Your feedback is always welcomed and can be sent to communications@dpsk12.org
    DPS followed several guiding principles when writing this proposal. First, we want our contract with DCTA and our policies on LEAP to be clear and transparent for teachers.  
    Second, we want very robust and extensive contract language where high-stakes decisions are involved -- specifically, the performance improvement process and appeals of final ratings when a teacher may lose non-probationary status.
    Third, we want to ensure that our contract language and policies provide enough flexibility to allow continuous improvement to LEAP based on input from you. We only negotiate our agreement with DCTA every three years. For that reason, we added contract language about the "LEAP Fairness Guide." This is a resource guide published every year for teachers ad school leaders that describes the entire evaluation process that teachers can expect to experience for that year and the rights that teachers have to raise and seek review of concerns associated with the evaluation process. 
    Fourth, we would like to ensure we have a structure to continuously guide our improvements of LEAP as well as the development of related tools and resources. It is important to us that teacher and school leader voice is at the cornerstone of this structure. With this in mind, we proposed a Personnel Performance Evaluation Council that would review the LEAP Fairness Guide every year and advise on ways to ensure that our evaluation system is fair, effective and credible.
    We encourage all teachers to review the current version of the LEAP Fairness Guide to understand their rights during the evaluation process.
    Student Discipline
    You may have heard concerns from DCTA about the Board of Education's resolution to move toward dramatically reducing or eliminating suspensions and expulsions for students in preschool through grade 3. This concern come from a part of our agreement with DCTA that says any amendments to our JK and JK-Rdiscipline policies will include collaboration from DCTA. We want to assure teachers, again, that there have been no changes to these board policies. Instead, we have launched a 60-day feedback period and hope to hear from you. To learn more about feedback opportunities, please visit this link.

  • March 15, 2017 - Retention Incentives for Teachers at Amesse, Gilpin and Greenlee

    We greatly value the retention of our teachers, especially when serving in some of our most challenging circumstances. So we are excited to share the good news that DCTA agreed on Friday to our offering retention incentives to teachers at Amesse, Gilpin and Greenlee elementary schools. Under the agreement, teachers at Amesse and Greenlee will receive $1,500 for staying at those schools through June 1, 2018. This will be paid in two installments: Half of the amount, or $750, will be paid in October and the other half in June 2018. Our goal with this bonus has always been to support and reward the choice to remain at Amesse and Greenlee, both schools undergoing restart or replacement, through the 2017-18 school year. We want to reward continued hard work and focus on students in this time of transition. In addition, teachers at Gilpin, which is closing after the current school year, will receive $1,000 for their continued service to the Gilpin community for the remainder of this school year.

  • March 1, 2017 - What is DPS Doing to Control the Costs of Benefits?

    Listening to Team DPSIn DPS, we use the Benefits Board, consisting of representatives from all bargaining units and the district, to determine how to manage these costs while providing the best options for our employees. To date, the Benefits Board has taken a number of steps to decrease insurance costs, such as:

    • Changing insurance carriers to get lower rates.
    • Boosting our wellness programs.
    • Moving to Consumer-Driven High Deductible or CDHP plans. 

    But it's not enough. While most employees who elect major medical coverage for themselves pay nothing, employees who cover dependent children still pay too much. Even after the district added an additional subsidy to employees who cover dependent children, the cost of coverage is still too high. 

    So the Benefits Board is taking steps to encourage higher participation in our health plans by changing our flexible benefit credit model. DPS is the only local district that allows employees who waive major medical coverage to cash out their full benefit credit allowance, significantly decreasing the number of plan participants. In general, the more participants in the health benefit plan, the greater leverage to decrease the cost of the plans. 

    Most bargaining units voted to permit new employees hired after June 1 to access flexible benefits credits only if they participate in a DPS health care plan. This will result in members of these bargaining units paying $100 per month lessto cover dependent children starting in July 2017. Unfortunately, the Denver Classroom Teachers Association (DCTA), as well as the Amalgamated Transit Union and the Facility Managers Association, did not elect to make this change for 2017-18. 

    Good News! More Benefit Plan Options

    At the request of some employees, including the DCTA, the Benefits Board has voted to approve offering two deductible HMO plans, one from Kaiser and one from Denver Health Medical Plan, starting July 1. Please make sure to use the plan selector tool included in the on-line Open Enrollment program to determine if an HMO plan is right for you.

  • more