Frequently Asked ProComp Questions
Market Incentives
Professional Development Units (PDUs) and Tuition Reimbursement
Student Growth Objectives (SGOs)
Base Salary
Pension
Dispute Resolution
Opt-Out
Counting Years of Service Credit
Comprehensive Professional Evaluation
Exceeds Expectations
Top Performing and High Growth
How can I learn the specifics about my current paycheck?
A: View your PROCOMP Pay History in employee self service or SEA. You can find it under Pay Information and then Performance Pay History. You will be able to see how your salary is building and what incentives you were paid for to date.
I am a non-probationary teacher in ProComp but I received only a $366 annual raise? Shouldn’t it have been $1,099?
A: A full time non-probationary teacher will receive $1,099 in September following a satisfactory formal appraisal the previous spring. If a teacher opted- in to ProComp in a year that preceded their next formal evaluation, that teacher will receive a payment of $366 for a maximum of 2 years until they receive a formal evaluation. This keeps a teacher’s earnings even until they are eligible for the once every third year salary increase of $1,099.
I noticed that my salary decreased. What happened?
A: Any teacher who let their advanced license expire would see their pay decrease. Those salary increases will be begin again only after the teacher renews the license. The pay is restored in the month following the month the advanced license renewal is received in Payroll.
Can a teacher qualify for more than one market incentive such as a Hard-to-Staff position in a Hard-to-Serve school?
A: Yes, as long at the teacher or student service professional has fulfilled all the requirements and the position requires those qualifications. For example, a secondary school math teacher assigned to an ELA-S classroom would receive both incentives, as long as he or she was designated as an ELA-S teacher, has passed the Spanish Proficiency Test and is qualified as a secondary school math teacher. The same ELA-S math teacher could receive an additional incentive if he or she worked at a hard-to-serve school.
How long will a Hard-to-Serve school remain on the list?
A: The Transition Team resets the list of Hard-to-Serve Schools annually based on data that becomes available in the fall. Schools are identified as hard to serve using the following criteria:
- Percent students enrolled receiving free or reduced lunch.
- Alternative schools and certain programs are included by policy.
How long will a Hard-to-Staff position remain on the list?
A: The Transition Team resets the list of Hard-to-Serve Schools annually based on national, regional and DPS data that becomes available in the fall. The swing in availability of employees to staff various positions is affected each year by graduations and migration of employees around the United States.
What happens to teachers in a Hard-to-Staff school if there is a Reduction in Building (R.I.B.) and they need to move because of cuts (not their choice)?
A: When a teacher is forced out of a Market Incentive school or position they will continue to receive the pay through the next year if they volunteer for the same type of Market Incentive school or position for the following year.
My school was closed last year. It was a Hard to Serve school and I was teaching 7th grade math. While I applied to another Hard to Serve teaching middle school math, I ended up in a not hard to serve school teaching science. Am I still eligible for the Hard to Serve bonus?
A. Yes. You are eligible for both bonuses for one more year as you lost this teaching assignment position through no fault of your own.
I am an ELA-S teacher in ProComp. Am I eligible for the ProComp Hard to Staff bonus?
A. Yes. If you are designated by your principal as an ELA-S or combined ELA-S/ELA-E classroom and have passed the Spanish Language Proficiency (SLP) exam or the New Mexico 4 Skills Exam, you are eligible for the Hard to Staff bonus.
Professional Development Units (PDUs) and Tuition Reimbursement
Can I earn more than one PDU per year?
A: Yes. There is no limit on the number of PDUs you can complete in a year but you may only receive a salary increase for one per year. If you complete more than one PDU, the PDUs not paid are banked and dated the day they are approved as completed. Banked PDUs automatically turn into salary increases on September 1 of the following year. If the employee is less than full time, the increase will be prorated. Banked PDUs DO NOT EXPIRE. You do not have to do a PDU but you will not receive this salary increase if you do not complete a PDU.
How can I learn more about how to earn a PDU?
A: Click on http://my.dpsk12.org/development/default.aspx. For the PDU online catalog, click on https://secure2.dpsk12.org/PLD/logon.aspx?ReturnUrl=%2fPLD%2fdefault.aspx.
How do I receive a Tuition Reimbursement?
A: Your course of study must be pre-approved by your principal. Transcript and receipts must be turned into Payroll & Business services along with the "Request for Tuition Reimbursement" form. Tuition reimbursements have an in-year maximum of $1,000 and a lifetime max of $4,000.
I had a student loan for $10,000 which I have paid down to $500. Can I get more than $500 tuition reimbursement for my loan?
A. No. You may only be reimbursed for the maximum of the outstanding balance shown on your current loan statement or $1000, whichever is higher. If you have new tuition costs, you may apply for up to $1000 again next year and every year until you use up your $4000 lifetime maximum.
Student Growth Objectives (SGOs)
How much will I earn if I meet both objectives?
A: Meeting two objectives results in a $366 annual base-building incentive. Meeting only one (1) objective results in a $366 non-base building increase which is paid out as a lump sum.
Will meeting only one objective affect my evaluation?
A: No. The pay decision for SGO is separate from the professional evaluation pay decision.
I’m a new teacher. What is my deadline for submitting transcripts for my base salary?
A: The rule is 30 days after your first day of working. Those teachers who began working prior to 9/1/08 will have until 10/1/08. Transcripts should be submitted to a Human Resource Generalist.
Will I lose any pay if I opt-in?
A: Teachers who opt-in will not lose any pay including any longevity they have already earned.
What portion of my ProComp earnings are pension eligible under the Denver Public Schools Retirement System (DPSRS)?
A: All payments under ProComp, except Tuition Reimbursement, are pensionable under ProComp, as determined by the DPSRS Board of Directors.
What if I do not agree with a decision on any of the elements that affect my rate of pay under ProComp?
A: If you do not agree with a decision on any of the ProComp elements, you should work with your principal to clarify whether they pay should have been granted. If, after your conversation with your principal you still disagree with the decision, you should contact the DPS Legal Department (720-423-3393). If you still disagree with the decision, you may seek binding professional review. That process is more fully described in section 2.6.1 of the ProComp Agreement. To request Binding Professional review, please complete the "Hearing Request Form" found on the ProComp website and submit to procomp_disputes@dpsk12.org. The District will log in requests and assign 2 review panelists to hear the dispute. The hearing process will be completed within twenty-five working days. The panelists will contact the employee and appropriate administrator involved with the request and issue a written decision.
Is there a timeline to dispute my pay?
A: In order to be timely, requests for hearing must be made within 20 days of the date the employee knew or should have known of the concern. In short, 20 days from receiving your pay stub.
I’m in ProComp. Can I opt-out?
A: Yes, if your effective date of hire is August 31, 2008 or earlier. If your effective date of hire is September 1, 2008 or later, you may NOT opt-out of ProComp. Once you have opted-out, you are not eligible for any ProComp related increases and you may not opt-in at a future date.
When can I opt-out?
A:There is only one opt out window. It is currently underway and ends November 14, 2008. Because most teachers who opt out will lose money over the course of their career, we want anyone who opts out to consider the facts. A teacher may opt out only after attending a salary setting meeting. All salary setting meetings must be scheduled by November 14, 2008. Call 720-423-3900 to schedule a salary setting meeting.
What will my salary be on the Master Salary Schedule after I opt-out?
A: If your base salary is higher than the cell you would have been on under the Master Salary Schedule, your base salary will not be reduced. It will remain at the current level. This is called "red circling". You will remain at the "red circled" level until the step and grade you would have been on catches up. If your base is lower than the Master Salary Schedule, your base will immediately be increased to the step and grade of the Master Salary Schedule you would have been on. Teachers opting-out who have proper evidence for educational advancement will be able to advance in January.
If I opt-out by November 14, 2008, do I receive the incentives from the 2007-08 year that have not been paid yet?
A: No, by opting out of ProComp, you are no longer eligible to receive incentives that will be paid out at a future date, even if those incentives were earned during the 2007-08 school year.
Can I opt-in to ProComp in the future if I change my mind?
A: No. If you opt-out of ProComp, you are not eligible to enter ProComp again in the future.
Will I be able to apply for Tuition Reimbursement or the Student Loan Repayment once I have opted-out?
A:No. If you opt-out of ProComp, you are not eligible for tuition reimbursement, student loan repayment or any other ProComp incentives.
Will I lose any of my base pay I have accumulated under ProComp?
A: No. When your pay is "red circled", you will not lose any of your base pay increases earned under ProComp.You will remain "red circled," not receiving any increases except for annual cost of living adjustments, until your step/grade pay under the Master Salary Schedule plus longevity catches up with your ProComp pay. When you opt out, you will lose all non-base building increases, like hard to serve schools incentives, hard to staff assignment incentives, and the incentive for high performing schools.
Can I get longevity pay increases I missed while I was in ProComp?
A:Yes. Once the Master Salary Schedule pay increases (plus longevity you have already earned or could have received while you were in ProComp) catches up to your "red circled" pay. Once an employee is "caught up" to that "red circled" amount, they will be eligible for an additional longevity pay increase.
If I "opt-out", will my "red circled" ProComp pay be eligible for annual COLA increases?
A: Yes.
Do I need a salary setting meeting to "Opt-Out?
A: Yes. You will be afforded an opportunity to have all of your questions answered. If you choose to "opt-out", you will need to sign a binding agreement to that effect.
Counting Years of Service Credit
I am a half time employee. Do I reach 14 years of service credit as quickly as a full time employee?
A. Yes. A year of service for a half time employee is counted the same as a full time employee for purposes of ProComp calculations. Remember, you may also have a service credit awarded for serving in other districts and that counts too.
Comprehensive Professional Evaluation
Will non-probationary teachers with 14 years of service credit opting into ProComp next year receive the "shadow salary increase" for their "off cycle" evaluation year?
A. No. Teachers with 15 years of service credit or more are not eligible for any compensation provided by the ProComp Professional Evaluation element.
Exceeds Expectations
How is the Exceeds Expectations incentive element determinted?
A. The Exceeds Expectations element rewards ProComp teachers whose students' growth exceed the expected norms on the Colorado Student Assessment Program (CSAP). Because the element is based on growth from the previous year, it is available only to teachers in 4th through 10th grades in math and language arts.
Top Performing and High Growth
If I joined ProComp this year, why am I not eligible for the Top Performing and High Growth school bonuses awarded my school for last year's performance?
A. Top Performing School and High Growth school incentives are paid in arrears or after they are earned. ProComp participants qualify for these non-base building incentives by being actively assigned to a Top Performing or High Growth school for at least 89 teacher days during the prior school year You must also be in ProComp during the year your school qualifies for the incentive.
I am on leave without pay but I was in ProComp last year and my school was designated Top Performing. Can I receive the bonus?
A. Teachers in ProComp, but on unpaid leave do notreceive pay, so do not receive ProComp incentives. If you return to the payroll before May 31, you will receive this incentive.
I was in ProComp and full time last year when my school was designated Top Performing but this year I am half time. Will I get the full bonus?
A. Yes. The bonus is based on your status from last year.
I was in ProComp last year and my school was designated Top Performing. I am at a different school this year. Will I still receive the bonus?
A. Yes. The bonus is based on performance for the last school year. You were at a Top Performing school at that time, so earned the incentive.