Exceptional leadership is a hallmark of any successful school, and it’s a key strategy of our Denver Plan 2020. That’s why DPS has chosen to lead the Denver metro area in school leader compensation. The goal of our school leader compensation system is to attract and retain exceptional leaders – especially in our high-poverty schools.
In order to meet the goal of the Denver Plan 2020, having great schools in every neighborhood, Denver Public Schools is committed to making school leadership a top priority.
The school leader incentive program is designed to reward high performing leaders, provide incentives for working in highest-needs schools, and offer competitive wages at all levels (elementary, middle and high).
Salary Setting and Salary Increases
DPS uses market data from neighboring school districts to determine our salary ranges. Salary setting is based on experience and school level (elementary, middle, and high). Work experience credit is given for comparable leadership roles.
Click here for current DSLA Salary Schedule. Principal and Assistant Principal salaries will be determined by leader role, school level and years of experience. A maximum of twenty (20) years of experience credit will be applied.
Base pay increases for all school leaders are based on LEAD evaluation score, the salary range quartile in which the school leader’s salary falls, and the district budget for the following school year. For more information on the school leader growth and performance system, view the LEAD website. Salary increases are typically paid in the spring.
School Leader Incentives
DPS has five different incentives to recognize and retain great leaders. Descriptions are available below. To learn more, view current DPS Principal and Assistant Principal incentive amounts.