How Your Compensation is Determined

As part of its Total Rewards package, the DPS compensation system supports, incentivizes and recognizes your efforts to ensure Every Child Succeeds. Your pay at DPS is made up of four major components:

• Your base salary,
• Monthly market incentives based on the school or role that you are in, and
• Incentives that lead to salary increases earned through educational achievements and performance evaluations.
• Top Performing-High Growth incentive based on your School Performance Framework (SPF) results

DPS provides additional stipends to teachers who serve in formal Teacher Leadership roles, as well as Tuition and Student Loan Reimbursement benefits.

For an overview of all compensation programs, please see the Compensation Overview Chart.

What is ProComp?

ProComp is a central component of DPS' total compensation system. It was developed jointly by the Denver Classroom Teachers Association (DCTA) and DPS. 

In 2005, Denver voters approved funding for the performance-based teacher and SSP compensation system known as ProComp. Visit the ProComp site to learn more about ProComp history and policy. Since then, it has continued to evolve as the national standard for recognizing teacher excellence by connecting your classroom goals to DPS’ 2020 mission, vision, values and priorities.

Who Receives their Compensation under ProComp?

All teachers and Specialized Service Providers (SSPs) hired on or after Jan. 1, 2006, are automatically enrolled in ProComp. Teachers and SSPs who were working for DPS prior to Jan. 1, 2006, were able to opt into ProComp during several periods since its implementation. No further opt-in periods are anticipated. Teachers that did not “opt into” ProComp are referred to as “Traditional Teachers” and remain on the school year DCTA Traditional Salary Schedule (step and grade). Traditional teachers are eligible for select DPS monthly market incentives. For more information, visit the traditional teacher compensation page.