ProComp Frequently Asked Questions
Salary
Here are answers to some of the most frequently asked questions related to Salary. If you prefer to review other topics, please return to FAQs.
Q. Is the Salary Calculator up and running now?
A.Yes, the Personal Opt-In Calculator is currently available. DPS and DCTA have created the Calculator as a tool to assess the financial effect of joining ProComp. Through the Calculator, you can run general scenarios under ProComp and compare the projected outcomes with the traditional salary schedule.
The future income projections provided by the Calculator depend on choices made by you, the individual educator, based on your career plans and expectations as you now know them. You should consider these projections to be broad estimates only, and your actual future income amounts will depend on many factors and contingencies. The Calculator’s projections are not to be considered contracts, promises, or guarantees by DPS or DCTA as to your actual future income.
If you join ProComp, your salary will be determined by the terms of the ProComp Agreement and you will permanently waive any right you have to the salary you would otherwise receive under the terms of the DCTA-DPS Master Agreement’s Salary Schedule.
Your decision whether to join ProComp is strictly your own. DPS and DCTA have made every effort to ensure that all educators have access to information about ProComp so that each employee can make the best possible decision. No DPS employee or DCTA representative is authorized to make your decision for you or to advise you as to what your decision should be. We encourage you to obtain as much independent information and advice as you need to make a sound decision. Some potential sources of independent advice include financial and retirement planners, career counselors and attorneys.
Q. What is the difference between base salary and the index?
A. The base salary is the entry level salary in ProComp. Currently it corresponds to BA Step 1 of the traditional salary schedule. The ProComp index is a fixed amount that is negotiated by DPS and DCTA that would be the basis for determining percentage increases in salary and bonuses. An index ensures fairness across the board. For example, a Master’s degree should be worth the same increase no matter what year a teacher earns it. That is not the same under the current system. Coincidentally, during the initial years of ProComp, the entry salary and the index are the same figure.
Q. What is the maximum amount that can be earned each year?
A. That figure can be derived only from applying the terms of the ProComp Agreement to your specific circumstances.
Q. Are bonuses included in your pay toward retirement?
A. All payments under ProComp, except Tuition Reimbursement, are pensionable under ProComp, as determined by the DPSRS Board of Directors.
Q. How does ProComp affect me, since I teach in an elective area that supports CSAP indirectly?
A. Elective teachers, like any others, will be eligible for every ProComp element except those directly linked to student performance on CSAP. Student services professionals may be eligible to receive increases for meeting annual performance objectives and for working in Distinguished Schools. They may be eligible for salary increases for acquiring and demonstrating knowledge and skills and for salary increases based on their professional evaluation. Student services professionals may be eligible for bonuses if they work in Hard to Serve schools and some disciplines may be identified as Hard to Staff.
Q. Now that ProComp has been passed by voters, are the benefits “retroactive” to the beginning of the school year?
A. For those who opted-in during the first opt-in window, benefits will be retroactive to the beginning of the 2005-2006 contract year or the first date of employment, which ever is most recent. These include payments for working in Hard to Staff positions and in Hard to Serve schools, as well as payments for Tuition Reimbursement, advanced degrees and licenses.
Q. Will the benefits of the five areas be paid in one lump sum at the end of the year, monthly through the school year or during the next school year?
A. The answer to this depends on the specific component of ProComp. For example, Market Incentive bonus payments will be made each month that a qualified teacher or student services professional is working in a qualifying school, while the incentive for earning a Professional Development Unit is added into salary after it is approved and submitted for payment and remains a part of salary.
Q. How does working in a charter school impact pay?
A. Charter school teachers work under contracts specific to their school and generally do not qualify for ProComp. The general rule is that if you are covered under the DCTA agreement AND are a direct employee of DPS, then you may be eligible for ProComp. This is particularly true for student service professionals who may be assigned to a charter school as part of their DPS assignment.
Q. Why is there no compensation for experience?
A. Years of experience from other school districts are taken into consideration for newly hired educators.
Q. If I don’t join ProComp will I still get raises?
A. The salary schedule in the Master Agreement will continue for those current teachers who do not opt into ProComp. The ProComp Agreement calls for the salary schedule to remain in full effect as long as teachers remain in the system. Cost of Living Adjustments will be made to both salary systems.
Q. Will our pay stub clearly or state what bonuses we are getting paid for instead of just listing it as a miscellaneous extra?
A. All ProComp bonus payments will be noted on your paycheck. An on-line system is also available to provide details of your ProComp earnings.
Q. Will there be any compensation for those teachers who do after-school clubs, sports and other activities?
A. Teachers will still be compensated for these types of roles that they take on outside of their contract day under Article 32.
Q. How does ProComp help build toward retirement?
A. ProComp can potentially help build income to increase your highest salary for retirement. All of the ProComp elements, except Tuition Reimbursement, build salary for retirement.
Q. ProComp builds salary based on an index. What is an index?
A. An index is a fixed amount that is negotiated by DPS and DCTA that is the basis for determining percentage increases in salary and bonuses. An index ensures fairness across the board. For example, a Master’s degree will be worth the same increase no matter what year a teacher earns it. Under the current system, an MA is worth about $500 on step 1, but $6,000 on step 7. Under the ProComp system, an MA might be worth $3,000 or more without regard to the year a teacher earns it.