Denver Public Schools Teacher Compensation Design Team April 23,

2 Overview of ProComp

About ProComp  ProComp is a bargained agreement between the Denver Classroom Teachers Association (DCTA) and Denver Public Schools (DPS) that is designed to link teacher compensation more directly with the mission and goals of DPS and DCTA.  Voters approved tax increase in Nov to fund ProComp.  The system aims to accomplish the following goals: → Rewards and recognizes teachers for meeting and exceeding expectations. → Links compensation more closely with instructional outcomes for students. → Enables the district to attract and retain the most qualified and effective teachers by offering uncapped annual earnings in a fair system. 3

Milestones: Collaboration Between DCTA and DPS August 1999: DPS and DCTA agree to the “Pay for Performance Pilot” December 2014: DCTA and DPS to agree upon revisions to ProComp with input from teachers Oct 2001 to Jan 2004: Joint Task Force on Teacher Compensation develops ProComp based in part on learnings from pilot March 2004: DCTA members ratify ProComp 59.8% to 40.2% November 2005: Denver voters approve property tax increase August 2008: DPS and DCTA reach agreement on significant revisions to ProComp with support of 78% of teachers

ProComp Ballot Language Denver Public Schools (School District No. 1) taxes shall be increased $25 million per year, adjusted for inflation, solely and exclusively to fund the professional compensation system for teachers (ProComp), which tax increase shall terminate if ProComp terminates, including compensation to teachers for: → Teaching in hard to staff schools. → Teaching in hard to fill positions such as math, science and special education. → Increasing teaching knowledge and teaching skills by successfully completing ProComp approved advanced degrees, professional teaching standards licenses and additional training to improve classroom skills. → Positive evaluations of teaching performance. → Meeting or exceeding objectives for student learning. → Achieving distinguished school status. 5

ProComp Overview: How are starting salaries set? 6 Schedule changes annually. Base salary will increase without moving on the schedule. Level of education at time of hiring Years of experience at time of hiring Starting salaries are set based on the district or state’s minimum salary schedule which is updated annually.

ProComp Overview: How do incentives work? 7 BASE SALARY INCREASESBONUSES One-time compensation Incentive is paid only in the years in which it is earned Ongoing compensation Once the incentive is earned, it is paid every year Base salary increases and bonuses are set as a percent of an index value 2013/2014 value is $38,117 Index value is calculated using the first year entry salary for someone with a BA and no experience Example: A 1% bonus is worth $381 this academic year HOW ARE BASE SALARY INCREASES AND BONUSES CALCULATED?

ProComp Overview: What is rewarded? Market Incentives: Teach where you’re needed most Knowledge and Skills: Develop in your profession Comprehensive Professional Evaluation: Aim for effectiveness Student Growth: Helping students and your school

Student Growth 9 Top Performing School School is Distinguished or Meets Expectations School Performance Framework (SPF) 6.4% of index $2,440 High Growth School School achieves blue or green growth stoplight School Performance Framework (SPF) 6.4% of index $2,440 Exceeds Expectations 50%+ of students are in 55 th percentile or higher for statewide student growth in math and language arts TCAP 6.4% of index $2,440 Student Growth Objectives Meets one or two approved SGOs SGOs 2 SGOs 1 SGO 1% of index $ INCENTIVESDESCRIPTIONASSESSMENTBASEBONUSVALUE

Market Incentives Hard to Staff Assignment Fulfills requirements and is staffed to a “Hard to Staff” role Policy & Vacancy rates 6.4% of index* $2,440 Hard to Serve Assignment Serves in a school designated “High Needs” Percent FRL & Alternative school designation 6.4% of index $2,440 INCENTIVESDESCRIPTIONASSESSMENTBASEBONUSVALUE *per assignment

Knowledge and Skills INCENTIVESDESCRIPTIONASSESSMENTBASEBONUSVALUE Professional Development Units Completion of an eligible Professional Development Unit PDUs complete 1-14 years 15+ years 2% of index $762 Tuition and Student Loan Reimbursement Reimbursement for satisfactory completion of approved coursework or an outstanding loan $1,000/yr (lifetime max is $4,000) Advanced Degrees, Licenses and Certificates Completion of an advanced degree or NBPTS relevant to current or proposed assignment Degrees completed 9% of index $3,431* *payable once every 3 years

Comprehensive Professional Evaluation INCENTIVESDESCRIPTIONASSESSMENTBASEBONUS % OF INDEX Comprehensive Professional Evaluation Satisfactory rating on comprehensive professional evaluation LEAP 1-14 years 3% of index $1,144* *payable once every 3 years, except for Non-Probationary Teachers

ProComp incentives are earned at different rates – from 7% to 80% of teachers each year 13

Examples of how teachers increase compensation over time ILLUSTRATIVE EXAMPLE Works in a Hard to Staff Assignment, in a Hard to Serve & High Growth school Usually meets SGOs and usually receives satisfactory CPE ratings Completes a PDU every 2-3 years 14 Example 1: Teacher A Example 2: Teacher B Example 3: Teacher C Works in a High Growth school Usually meets SGOs and usually receives satisfactory CPE ratings Completes a PDU most years and completes a Master’s degree while teaching at DPS Works in a High Growth school Usually meets SGOs and usually receives satisfactory CPE ratings Completes a PDU every 2-3 years Annual bonus earnedBase builders earnedStarting base salaryLegend:

Design Team - The Work Ahead Based on your experience and observations of ProComp over time, what changes if any do you think we should consider as a group? What information will be useful to the Design Team in undertaking this work?

16 Appendix: Additional ProComp Data

ProComp Teacher Perspectives (2010) 70% OF AUTOMATICALLY-ENROLLED TEACHERS WOULD HAVE OPTED-IN TO PROCOMP EDUCATOR PERSPECTIVE ON PROCOMP Participating teachers and principals are generally comfortable with ProComp as a compensation system Teachers who participate in ProComp hold more favorable views of ProComp than non-participators Generally, principals reported more favorable beliefs about ProComp than did teachers A majority of participants believe that ProComp will ultimately improve student achievement Source: ProComp External Evaluation Report

ProComp Teacher Perspectives (2010) TEACHERS BELIEVE THAT PROCOMP CAN IMPROVE INSTRUCTION Source: ProComp External Evaluation Report PROCOMP IS GENERALLY ALIGNED TO TEACHERS’ PROFESSIONAL GOALS

Teachers may be unclear on the requirements for some ProComp incentives Source: 2011 ProComp External evaluation; 2011 ProComp report on Teacher Retention “[When I signed my employment contract], ProComp was just a confusing thing at the bottom of the job description.”-DPS Teacher