ProComp Sets New Standards
ProComp achieved an extraordinary accomplishment during the 2005-2006 DPS school year. More than 1,600 educators were able to review their personnel records, update any missing information and get assistance during individual meetings to assess their choice whether to join ProComp.
Dubbed “salary setting meetings” because they were used to convey what educators’ pay would be under ProComp, the meetings introduced an entirely new level of customer service to the district. Ultimately, more than 1,200 people joined ProComp, swelling the ranks of the new salary system to approximately one-quarter of all eligible educators in DPS. Among those who did not join, many found the meetings useful because they were able to close gaps in their personnel files resulting in increased pay.
Educators who opted into ProComp during the first two windows were eligible for a buy-out of unused university and inservice credits. This early adopter incentive will not be available in future opt-in windows.
During 2005-2006, work groups advanced the development of all ProComp components, ensuring that the system will be fully operational in the fall of 2006. The following is a brief overview of accomplishments and a glimpse of what to expect in the fall.
Support for ProComp and Broad Enhancements
Nearly every aspect of ProComp has a financial value associated with it. The district has spent countless hours to ensure that all ProComp systems will pay educators on time and accurately. The index salary, which was $33,301 in 05-06, may increase in 06-07, depending on negotiations between DCTA and DPS.
Recognizing that support is necessary for people who may be unfamiliar with the details of the new system, the district is implementing several actions to help anyone with questions.
· A special mailing will go to the homes of all ProComp educators in the fall. It will explain the ProComp elements and contain examples of forms that educators may need during the year.
· DoTS has created an improved payroll calculator to automate ProComp paychecks. This move is part of an overall effort to upgrade technology systems in the district.
· In the coming school year, at least one ProComp support person will be identified in each school. After undergoing training, the support person will serve as a resource about ProComp for their peers and have the option of earning a PDU for their work.
· An online ProComp handbook will be available in the fall. It will contain detailed information about ProComp’s elements, examples of forms, and other resources.
Student Growth Objectives
The 05-06 contract year witnessed a renewed effort to help all educators set and meet two objectives for their students. In addition, a web-based tool for entering objectives was piloted in 14 schools. Feedback from the pilot is being used to create a new SGO computer application that will be rolled out in the fall of 2006. It will be tested this summer, and educators will be trained to use it in the fall.
Every category of educator (teacher, librarian, nurse, etc.) now has its own specific guidelines for writing objectives. This enhancement will help each educator write relevant, meaningful and measurable objectives for his or her assignment.
Next year, a reporting system will be in place that will enable all instructional superintendents to determine whether principals are collaborating with teachers and SSPs on their objectives.
Distinguished Schools
This element is part of the student growth component and offers the opportunity for schools to be recognized for beating the odds on student performance. The work group developed three models for measuring schools to determine if they are eligible for the “distinguished” designation. During 05-06, the work group tested the element for fairness and accuracy, using various indicators. The first payout will occur in January 2007, retroactive to September 2006, after data from the previous school year has been analyzed. It will pay a bonus of 2% of the index to all faculty in the school.
Exceeds Expectations
This element offers teachers a 3% sustainable increase for exceeding expectations on CSAP growth of their students from one year to the next. During 2005-2006, the work group identified variables to ensure a fair and workable method for determining which teachers will receive the increase. The criteria include a minimum class size to ensure that the mathematical analysis is reliable. The group also worked on a system to correctly link students to individual teachers, which is difficult at the secondary level. The methodology for computing exceeds expectations analyzes past student CSAP scores as a predictor of future “expected gain” and includes the number of special education students in the class who require an Individualized Education Plan (IEP). A relatively small number of teachers are expected to qualify for this “beat the odds” bonus on CSAP growth.
In the 2006-2007 contract year, data will be collected for the first payout of this element beginning in the fall of 2007.
Professional Development Units
Professional Development Units (PDUs) were completed by 185 educators during the pilot in 2005-2006. All participants were successful, either banking a PDU in ProComp or earning university credit.
PDUs are part of the Knowledge and Skills component of ProComp, and payment for a PDU is available only to ProComp members. People earning a PDU must study, demonstrate and reflect their new knowledge. Some pre-approved PDUs will be established that will offer either payment under ProComp or university/inservice credit to regular members of the bargaining unit. PDUs are paid within a month of submission of required paperwork to show that the work has been completed satisfactorily.
Advanced Degrees
Educators earning a master’s degree or other advanced degree are eligible for a salary increase under ProComp for each and every advanced degree. This element, which pays 9% of the index, went into effect in 05-06 for persons completing master’s and PhD. degrees.
Advanced Licenses/Certificates
Educators may earn 9% of the index for completing a national certificate or one of several approved advanced licenses To qualify for the salary increase, the license or certificate must exceed the minimum requirements for filling the position. For a complete listing of all approved licenses and certificates, as well as the criteria for a license to be approved, go to www.denverprocomp.org and go to the “opt-in” link.
Tuition Reimbursement
Educators under ProComp have a $1,000 lifetime account to use for tuition reimbursement, conference fees and other approved costs for continuing education. This element went into effect in 05-06.
Comprehensive Professional Evaluation
During the past school year, all educators who were on evaluation used the new forms created by a collaborative work group of teachers, administrators and community representatives. In addition, volunteers across the district also tested the new process for professional evaluation.
Everyone will use the new process and forms in 2006-2007. To facilitate the complete switch to the new system, widespread training will be offered to supervisors and employees. Although a powerful new online tool also has been created to automate the Comprehensive Professional Evaluation process, the work group has decided to pilot the technology in 10 schools next year before rolling it out in 07-08. All other schools (not in the pilot) in the coming year will be able to download forms and fill them out by hand, rather than online.
Market Incentives
Payment for market incentives — hard-to-serve schools and hard-to-staff positions— was implemented during the 05-06 school year for people who opted into ProComp during the first window. The first payment was made in January, retroactive to September 2005, and monthly payments have been made since then.
In the 2006-2007 contract year, the following positions will be considered hard-to-staff:
- School Nurses
- ELA-S
- Middle School Math
- Special Ed Center Assignments
- Speech Pathologists
- Psychologists
Educators must be considered highly qualified by NCLB standards in order to receive a bonus for these positions. Pay is pro-rated for people who work part time in the job.
An additional seven schools were added to the hard-to-serve list: Ashley, Bryant Webster, Columbian and Montclair Elementary Schools, Horace Mann and Rishel Middle Schools, and West High School. They will remain on the list for three years unless extended.