Administrator and ProTech Compensation at DPS

  • The Denver Plan 2020 prioritizes great schools in every neighborhood. To do so, we need great leadership in every school and every department.

School Leaders

  • Our compensation structure for school leaders provides a competitive base salary at all levels (elementary, middle, and high schools). To learn more, view our current DPS Principal and Assistant Principal salary ranges.

    We also provide a unique incentive program, designed specifically to reward high performing leaders and bring strong leaders to our highest needs schools. Check out our Incentive Summary Matrix.

  • Base Pay

    Your salary is based on your relevant experience (including comparable leadership roles) and school level (elementary, middle, or high school). 

    Base pay increases for all schools leaders is based on (*increases usually occur in the spring):

    • LEAD Evaluation scores (Learn More about LEAD)
    • Salary Quartile in which your salary falls
    • District budget for the following school year

  • Incentives

    Incentive Eligibility Criteria:

    • Employed or retiring from an eligible position, and has worked during the school year in an eligible position: Principal, Assistant Principal, Principal Resident
      • Recently PERA retired employees are still eligible if you meet the guidelines below
    • Employees who finish the current contract year and then transfer to a non-school leader role within DPS 
    • If you transfer to a non-school leader position (for example, a job other than Principal, Assistant Principal, or Principal Resident) before the end of the contract year, you will not be eligible for any incentives 
    • Employees that start in their role prior to March 1 of the respective school year
    • Employees with a total school leader FTE of 0.5 or higher
    • Unpaid leaves of absence are prorated for incentives. Unpaid time during your leave is not eligible for incentives. 
    • Prorated Incentives - payments are prorated by FTE and time spent in the school. Only the months of August - May will be considered for proration eligibility. For late hires, you must start on or before the 1st of the respective month to count towards eligibility. If you transfer from one school to another mid-year, you will receive prorated incentives for time spent in each school.
      • September 1 = 100% prorate
      • October 1 = 90% prorate
      • November 1 = 80% prorate
      • December 1 = 70% prorate
      • January 1 = 60% prorate
      • February 1 = 50% prorate
      • March 1 = 40% prorate
    • Employees who leave DPS for any reason other than retirement and are not employed at the time of payout will not be eligible for incentives
    • School Designation - there are three school designations at DPS. Incentives are paid to school leaders at schools with one of these designations. If your school is awarded multiple designations, you will only receive one of the incentives. Highest Priority supersedes Pathways, which supersedes Title 1. Check your school’s designation.

    Available Incentives:

    • Highest Priority: 30 schools are identified for a 5-year period. 
    • Pathways: alternative or pathway schools, as identified by Tiered Support Services.
    • Title 1: schools are identified by ESSA Title Programs with ties to Free and Reduced Lunch percentages (FRLs)
    • Continuity - principals can earn the Continuity Incentive for completing consecutive years at the same school that has a designation of Highest Priority, Pathways, or Title 1. To qualify for the incentive, you must have a LEAD rating or Effective or greater. Assistant principals are not eligible for the Continuity incentive. 
    • Student Enrollment - principals can earn this incentive when their school has an officiel student enrollment count of 750 or higher. Assistant principals are not eligible for this incentive.
    • Top Performing - principals and assistant principals are eligible for this incentive when their school achieves the Top Performing status of Blue or Green on the Overall Indicator of the School Performance Framework
    • High Growth - principals and assistant principals can earn this incentive when their school achieves a High Growth status of Blue or Green based on the Growth Indicator of the School Performance Framework.

    Roles Not Eligible for Incentives: 

    • POSAs (Principals on Special Assignment)
    • Hourly Principals
    • Principal Interns (Richie/ELL)
    • Instructional Directors
    • Teacher Admin Assistant
    • Dean of Operations, Culture, Instruction, or Student Services
    • Admin Interns
    • Year Zero Principals are not eligible for Top Performing or High Growth Incentives Interim Principals are not eligible for the Continuity Incentive 

    Innovation Management Organizations (IMOs) - Incentive Model: Incentives are pooled and allocated at the discretion of the Executive Principal. Eligibility Guidelines stated above do not apply to IMOs. Questions about your IMO eligibility for incentives? Contact your Executive Principal.

  • Base Pay

    The salary structure consists of a number of grades. Each grade has a  range of pay rates, from minimum to maximum. Jobs are placed into grades based upon the market value and qualifications required for the job. There are multiple jobs within each pay grade. Placement within the range for your job is determined by your individual experience and education as well as the salaries of others in the same or similar role.

    The Central Office Salary Structure defines all grade ranges available.

  • Pay-for-Performance Increases

    Annual Pay-for-Performance increases are determined by your overall rating on your annual evaluation, available district budget, and your placement within your salary range. View our Complete Guidelines for Central Office Pay-for-Performance Increases.  

    DPS Team Members in central office positions are evaluated on either the Leadership Investment Framework for Talent (LIFT) or the Core Competencies Evaluation (CCE) framework. Work with your manager to determine which framework you are evaluated on. 

    *School based employees, other than school leaders, still receive Cost of Living Adjustments (COLAs) instead of Pay-for-Performance.

  • Extra Duty Pay (Overtime)

    Extra Duty Pay may apply when you do work that is:

    • Part of your normal job but requires significant extra hours outside of your normal work day, OR
    • You are performing additional duties that require extra time outside of your regular work schedule (these duties are not significant enough to justify a job change), OR
    • You work additional days prior to the start or end of your contract year.

    The Guidelines for Additional Pay demonstrate a number of scenarios where Extra Pay is granted. 

    Non-Exempt Employees: are eligible for extra pay for hours worked over 40-hours per week. Hours are paid at the Overtime rate (1.5 times your hourly rate). All time worked should be entered into TruePay (time and attendance system). They are paid in the pay period that the work was performed. 
    Exempt Employees: salaries for exempt employees typically cover all necessary effort to perform the job’s duties. Exceptions include significant amounts of overtime (for example: an employee who is working additional time to cover a vacant position in the department). This additional time can be submitted as Extra Pay in TruePay. Payment is made at your base hourly rate.