COMPENSATION

  • DPS is committed to attracting and retaining employees who deliver exceptional performance and commitment to our vision: Every Learner Thrives.  Compensation is part of our total rewards approach that includes cash compensation, time off, benefits, and retirement.

    Values-Based Compensation: 

    • Pay Equity (Internal & External): DPS has robust internal pay guidelines to ensure jobs are paid fairly according to the job market and equitably within the organization.  Pay practices are regularly reviewed to ensure they are legally compliant, fair, and implemented with integrity and accountability.
    • Performance Based Pay: DPS values high-performing individuals and teams, we emphasize this in our pay practices.
    • Transparency: DPS is committed to providing clarity in our compensation processes and communicating how compensation-related decisions are made.
    • Flexibility: Compensation programs are structured to be flexible to meet the changing needs of the organization and our employees.

    Roles & Responsibilities

    All DPS departments play a critical role in the compensation process. Establishing consistent pay practices throughout the organization supports a foundation for ensuring fairness, equity, and upholding regulatory compliance of the DPS compensation programs.  All DPS managers are accountable for ensuring fairness, equity and regulatory compliance of all programs.

    • The Compensation team in the Human Resources department is responsible for developing and maintaining salary structures, conducting job analysis, maintaining salary benchmark data, and design and administration of incentive programs.  The Compensation team collaborates with managers to help them make appropriate decisions by providing information and advice on pay levels, policies, and district pay practices.   The Compensation team approves all compensation decisions to identify and address any significant variations in practices within and among departments.
    • The HR Partners in the Human Resources department are responsible for providing strategic advice and support to managers.  HR Partners work with managers to provide consultation on a broad range of Human Resources topics including, staffing, compensation, performance management, training, employee relations and more.
    • The Payroll team department is responsible for ensuring payment associated with base salary and incentive compensation and maintaining work year calendars.
    • Managers play a critical role in managing the compensation program by making pay recommendations, updating job descriptions, and communicating with staff. Managers are responsible and accountable for establishing and maintaining equitable compensation practices within their areas of responsibility.  Managers are expected to communicate pay increases, ensure correct and up-to-date employee data, follow compensation guidelines, initiate compensation transactions, and provide honest and timely feedback to staff on compensation issues. Managers should also stay in communication with budget and business managers to ensure that the financial resources are in place to support their compensation decisions.
    • The Senior Leadership Team is responsible, through the annual budget process, for reviewing and approving funds allocated to employee compensation. They also provide guidance for the DPS Compensation philosophy.

Setting Your Salary

  • Each Employee Association (union) or job either has a unique step and grade pay schedule or a salary range to determine base pay compensation. Some Employee Associations are eligible for incentives, stipends, or other opportunities for additional pay. Pay rates are set by guidelines based on agreements with our bargaining units, experience, education, and market analysis. HR validates pay rates to adhere to these guidelines during the onboarding, transfer, or promotion processes.

Pay-for-Performance and Annual Salary Adjustments

  • Eligible DPS employees may receive a pay increase through the annual pay-for-performance programs (LEAD, LEAP, or LIFT) or a Cost of Living Adjustment (COLA). The DPS salary budget for increases is contingent on the overall financial status of the school district; and is determined by the Superintendent and approved by the Board of Education.

Get Started by Selecting Your Employee Association or Group:

Compensation Inquiries

  • We are committed to a fair and equitable compensation program. If you have questions regarding your compensation, you may contact the below resources for additional information: 

    Your Paycheck: email payroll@dpsk12.org

    ProComp: visit DCTA Compensation or email hr_connect@dpsk12.org

    Salary Setting: view DPS Salary Guides and Step/Grade Schedules by visiting the appropriate bargaining unit on the Compensation pages

    Confidential Questions about Your Compensation: talk to your HR Partner or email compensation@dpsk12.org

     

  • What is a salary structure?

    A salary structure is a hierarchy of salary grades established within an organization. Each non-union job at DPS is assigned a salary grade that reflects the minimum to maximum pay for a job. The minimum is the starting pay rate for an employee with limited experience.  The midpoint (also called “market rate” or “target rate”) is the average being paid by similar employers for a fully competent and experienced employee.  The maximum is the point at which base salary growth is capped.  Salary grades provide pay levels that are externally competitive, internally equitable, and cost effective.  Visit your Employee Association Compensation page by selecting one of the icons above.

    The duties and responsibilities will determine which salary grade the job will fall under. At DPS we have one compensation salary structure for non-affiliated groups such as central office jobs.

    Compensation is responsible for maintaining and making updates to the structure such as job title changes, addition of new jobs or a pay grade change.

  • What is Base Pay vs Total Compensation?

    At DPS, we refer to Base Pay as your rate of pay prior to any incentives, extra duty pay, overtime, or stipends. Total Compensation refers to your base pay plus all incentives, extra duty pay, overtime, stipends, benefits, and retirement contributions throughout the year. 


    For example, a first year teacher has a base pay of $54,141. If they work in a position that is eligible for the Hard to Staff incentive, they can earn an additional $2,000 annually on top of their base pay. $54,141 (base pay) + $2,000 (incentive) + $5,065 (benefit credits) + $4,500 (PERA retirement contributions) = $65,706 Total Compensation **these dollar amounts are examples only. Actual amounts will vary.**