Teacher & Specialized Service Provider (SSP) Compensation
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
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.
Compensation Programs ProComp Eligible Traditional Eligible ProComp Advanced Degree & License increase Yes No ProComp Hard-to-Staff incentive Yes No ProComp Hard-to-Serve incentive Yes * Highest-Priority incentive Yes Yes Lane Change Increase No Yes ProComp Professional Development Units (PDUs) Yes No ProComp Professional Evaluation increase Yes No Teacher Leadership stipend Yes Yes ProComp Title I incentive Yes Yes ProComp Top-Performing/High-Growth incentive Yes No ProComp Tuition & Student Loan Reimbursement Yes No * Traditional teachers working in a Hard-to-Serve school are eligible for the ProComp Title I incentive