ProComp: A Timeline of Progression

DPS has recently reached an agreement with the Denver Classroom Teachers Association (DCTA). To see what your pay will look like under the new agreement, we encourage educators to use our updated salary finder. This page is currently being updated to reflect the terms of our new agreement and teacher compensation structure. Thank you for your patience.

Since its initial conception, ProComp has continued to evolve as part of a collaboration between the Denver Public Schools (DPS), Denver Classroom Teachers Association (DCTA) and the public. The below timeline highlights key moments in ProComp’s history.


DPS and the Denver Classroom Teachers Association (DCTA) agree to create a pay-for-performance pilot that will assess whether student achievement could be improved by paying teachers incentives for meeting objectives they set with their principals.


After two years of the pilot, DPS and the DCTA agree to enhance the salary system by including significant teacher incentives for driving increased student achievement, developing professional skills and knowledge, and for meeting specific needs of the district or particular students.


The Joint Task Force on Teacher Compensation forms to design ProComp.


The Joint Task force completes their work and rolls out the ProComp plan in the fall of 2003.


ProComp is voted into place by members of the DCTA and the Board of Education in March 2004. Hundreds of teachers, SSPs and administrators collaborate to expand ProComp’s initial framework and implement it.


Denver voters approve an increase in the annual mill levy, which raises an estimated $25 million, adjusted for inflation, to fund ProComp. The money raised is placed in a trust fund to pay ProComp incentives and related expenses. The system’s oversight committee made up of DPS, the DCTA and community representatives are charged with ensuring its long-term financial viability.


ProComp is significantly expanded to increase incentives for driving student achievement and serving in Hard-to-serve Schools and Hard-to-staff Assignments. As a result, annual incentives under ProComp increased from around $6 million to over $30 million. Due to its success, many districts and states continue to study Denver’s balanced, results-based approach to teacher compensation.


Currently  DPS, DCTA and Rose Community Foundation are working with teachers and voices from across the district to shape ProComp to support and acknowledge the educators of tomorrow.

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