Teacher Compensation and Benefits

Total Compensation

Denver Public Schools’ (DPS) compensation system is designed to attract and retain exceptional teachers motivated to ensure Every Child Succeeds. We know you didn’t go into education for the money – but that doesn’t mean you shouldn’t feel recognized and supported as you grow in your career.

In 2005, Denver voters approved funding for our performance-based teacher compensation system, ProComp. Thanks to ProComp, DPS teachers on average earn over $5,000 above what they’d earn on a traditional salary structure [i]. As a result, they receive one of the highest compensation packages in the Denver metro area.

Combined with its Teacher Leader & Collaboration (TLC) program and Highest-priority Incentives, ProComp empowers teachers to choose how they grow in their profession, build their annual base-salary and earn incentives through actions like choosing to work in a high-poverty school or through their success in helping kids improve in the classroom. For a printable overview of teacher compensation, click here.

Teacher Compensation Examples in DPS

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Sarah is a math Teacher Leadership & Collaboration Team Lead, splitting her time between teaching and coaching peers at a Highest-priority school. As a math teacher, she qualifies for the Hard-to-staff Incentive, and she has recently completed her National Board Certificate, which earned her a significant salary increase.

Base Salary $51,357
Earned a Certificate $3,851
Hard-to-staff $2,738
Highest-priority School (D) $4,000
Teacher Leader $5,000
 Hard-to-serve  $2,738
Total $69,684
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Jason is in his fifth year of teaching bilingual-Spanish elementary education (which is a ProComp Hard-to-staff assignment). Jason has chosen to continue to work in one of Denver’s Highest-priority schools (which are also ProComp “Hard-to-serve” schools). In addition, Jason increased his salary by completing a PDU this year.

Base Salary $51,357
Highest-priority (E) $2,250
Highest-priority Retention $750
PDU $855
Hard-to-staff $2,738
Hard-to-serve $2,738
Total $60,668
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Blake is a third-year teacher with a master’s degree. Thanks to the hard work of Blake and his colleagues, their school earned the Top-performing / High Growth Incentive. In addition, Blake completed one Professional Development Unit (PDU) through DPS, increasing his yearly salary, and he is a secondary math teacher (a Hard-to-staff Assignment). Finally, Blake decided that with some teaching under his belt, he would serve as a New Teacher Ambassador.

Base-salary $47,710
Top-performing / High Growth $1,000
PDU $855
Hard-to-staff $2,738
New Teacher Ambassador $800
Total $53,103

DPS Compensation as Compared to State Average

TotalCompComparedToStateAvg-NoTitle 2018

Total Compensation

Find out more about what you could earn and the philosophy of our compensation system. Then apply!


We recognize that our commitment to supporting the whole child can only succeed if we collectively support the members of team DPS. So instead of the traditional focus on benefits, we’ve developed a Total Rewards program that supports the health, engagement and enrichment of the whole employee.

What does this look like in practice?

Health options with the flexibility you need – A one-size-fits-all approach to supporting the health of our employees doesn’t work. You need a health plan that is unique to you.

Retirement plans that honor the effort you’ve put in – You’ve dedicated an enriching career to serving the students of Denver; you shouldn’t have to be concerned with how to manage retirement. Through the Colorado Public Employees’ Retirement Association (PERA) and a variety of partners, DPS offers a competitive pension plan and a robust selection of retirement plans that provide you the flexibility in retirement you are looking for.

Ongoing development opportunities that grow your career – We are a community of lifelong learners committed to personalizing each other’s pathway and career at DPS. We do this by providing ongoing feedback, coaching and support, coupled with opportunities for professional and personal growth.

Making your personal wellness a priority – Our robust wellness program provides employees access to a variety of activities, from fitness facility discounts to energy management classes to cooking seminars.

Time when you need it most – While each employee group has a slightly different work calendar, DPS values providing employees the time they need to show up happy, healthy and engaged every day for our students via the mix of scheduled time off and personal time off provided.

Solutions for your daily tasks – Trying to find the best doctors in your area, planning a move, or looking for discounts? Our robust employee assistance and discount programs provide you with the services you need to make your life outside of work a bit smoother.

Support when you have questions – Whether it’s signing up for benefits or understanding our retirement options, our HR Connect team is on hand to answer your questions.

Want to learn more? Check out our detailed benefits guide or reach out to us at Connect_HumanResources@dpsk12.org.

[i] Average incentive payout based on 13-14 analysis.
[ii] Examples of Teacher Salary are based on the 15-16 DCTA Salary Schedule and associated ProComp incentives.

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