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Attracting and Retaining Great Teachers in Denver Public Schools

Attracting and Retaining Great Teachers in Denver Public Schools. The Professional Compensation System for Teachers Brad Jupp March 30 & 31, 2008. ProComp: The Policy Premise.

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Attracting and Retaining Great Teachers in Denver Public Schools

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  1. Attracting and Retaining Great Teachers in Denver Public Schools The Professional Compensation System for Teachers Brad Jupp March 30 & 31, 2008

  2. ProComp: The Policy Premise Teacher compensation, which is a school district’s single largest expenditure, should be linked directly and in multiple ways to improved student learning, which is the district’s intended organiztional outcome.

  3. ProComp Aligns Teacher Compensation with District Goals • Replaces a system of capped entitlements with a system of uncapped earned increases • Allows teachers to design their own professional pay package based on what they do and where they want to go with their career • Voters approved $25 million in new revenue

  4. The Settlement at a Glance Attracting and Retaining Great Teachers for Our Students

  5. Milestones in the ProComp Story • August 1999 – DPS and DCTA agree to the “Pay for Performance Pilot • October 2001 to January 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 • January 2006 – over 1000 current DPS teachers enter ProComp in the first “opt in window” • August 2008 – DPS and DCTA reach agreement on significant revisions to ProComp

  6. ProComp Rethinks How We Grant Salary Increases

  7. Total Compensation over 30-year Career New ProComp • Value of deferred compensation discounted at assumed 3% rate of inflation • Assumes MA achieved in year 5 • Uses average ProComp salary • Uses average deferred comp by decade of service • In real dollars, 56% of teacher’s career compensation (salary plus penson benefit) is earned in 3rd decade of 30-year career

  8. Five Lessons from ProComp • Incentives work. • Changing pay systems is not the only thing that you should do to improve student performance in your school system • Change, including change in student performance, occurs at the classroom level first • Pragmatic measures are all you need. • The worst things don’t happen.

  9. Thank YouFor More Information Contact www.denverprocomp.org Brad_Jupp@dpsk12.org

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