ProComp Frequently Asked Questions
Mechanics/Implementation
Here are answers to some of the most frequently asked questions related to the mechanics and implementation of ProComp. If you would like to view other topics, please return to FAQs.
Q. What about the schools that achieve well and continue to achieve well? How does ProComp address that issue?
A. ProComp directly addresses high performing schools as well as academically- challenged schools. As part of the Student Growth component, teachers who work in Distinguished Schools will receive incentive pay of 2% of the ProComp index. These schools will be determined annually based on multiple measures of student performance. Academically challenged schools are addressed by the Hard to Serve incentive in the Market Incentives component.
Q. What is HR doing to prepare for ProComp?
A. Human Resources and other major departments have been working on a number of systems that will help to support ProComp. Among them are a new online employee and manager self service system (SEA) that will allow teachers to verify and update their personal records on licenses, endorsements, paychecks and tax information. SEA has been tested extensively and is secure and verifiable. The HR Service Center has also centralized processing to ensure timely handling of transactions including salary advancement.
Q. What choices will teachers have now that the ProComp system has passed?
A. Teachers currently working in Denver Public Schools may choose to join the ProComp system the first year of implementation or wait and opt-in up to seven years after the new system starts. Current teachers will also have the option of remaining in the existing compensation system, where they will receive all scheduled increases. Teachers in both systems will receive the same negotiated cost of living adjustments (COLAs). New teachers hired after the new compensation system is implemented on January 1, 2006 are automatically be placed in the ProComp system.
The multi-year opt-in period is intended to allow current teachers who may have doubts to see whether the system can prove itself. This extended opt-in window also allows current teachers to enter the system when it is most advantageous to them. The Salary Calculator can help teachers determine the best year to opt in.
Q. What happens if we approve ProComp and there are problems later?
A. While we don’t anticipate structural problems, adjustments will be made through routine collective bargaining. In order to ensure that the new system is stable and secure, DPS and DCTA are designing a nine-year agreement to govern the new system. That way, the system cannot be arbitrarily changed during difficult economic times. The district and DCTA would continue to maintain a master agreement for all non-compensation issues in the existing collective bargaining contract that would be negotiated on a different schedule.
Q. Will there be quotas in the new ProComp system?
A. None of the elements in ProComp will be driven by fixed expectations for success. The final system will be collectively bargained, which provides another safeguard.
Q. What kind of support will the Department of Technology Services (DoTS) offer to schools and teachers as elements of ProComp are tested and implemented?
A. DoTS is involved on a number of levels in supporting teachers, principals, schools and work groups in implementing ProComp elements, include:
- Participates upfront in application design with a focus on ease of use for the educator.
- Responds to technical provlems via the DoTS hotline: 720-423-3888.
- Assists new users with technical training and documents in conjunction with ProComp work groups.
- Maintains the technology portion of any online discussion forums about ProComp.