News Release
June 17, 2005
ProComp - "New Era Of Teacher Compensation" - Heads To Nov. 1 Ballot
Denver voters on November 1 will be asked to consider a proposal to back ProComp, the groundbreaking Professional Compensation System for Teachers that links teacher pay to the school district's instructional mission.
At its meeting Thursday, June 16 the Denver Board of Education unanimously approved a resolution that asks voters to consider ballot language that, if approved, would raise the $25 million needed - and adjust that amount annually for inflation - to support the proposed system.
"This is a landmark day in the history of Denver Public Schools," said Board member Elaine Gantz Berman.
"Denver is clearly at the cutting edge," said Superintendent Jerry Wartgow. "The eyes of the nation are upon Denver both for the process that was used to develop this new compensation system as well as the content and substance itself. The time has come for us to take bold steps to improve the quality of education."
Denver Classroom Teachers Association president Kim Ursetta concurred. "This has been a long time coming," she said. "We are very pleased with the final ballot language - It is important that we remain steadfast in our efforts to work collaboratively to improve student achievement."
ProComp is designed to promote improved student achievement by rewarding teachers with bonuses and salary increases for improved student performance and by encouraging talented teachers to work in schools and assignments with the greatest needs. ProComp is also designed to attract and retain top quality teachers by allowing teachers to have more direct control of their career with options that reward them for increased knowledge and teaching skills and by offering salary incentives for satisfactory professional evaluations.
Board of Education president Les Woodward lauded the stalwart support of the philanthropic community, particularly the Rose Community Foundation, in developing the final ProComp plan over six years. The foundation support, he said, allowed for the necessary time to develop a system that has been "well-designed, tested and effective." The final plan, he added, "gives us the opportunity to step into a new era of teacher compensation."
Phil Gonring, Senior Program Officer for the Rose Community Foundation, cited the decision to extend the original pilot from two to four years as a critical to refining the ideas being tested. "There is courage and commitment in this district," Gonring said.
ProComp has four components that allow teachers to build earnings:
Knowledge and Skills - Teachers will earn compensation for acquiring and demonstrating knowledge and skills by completing annual professional development units, and through earning additional graduate degrees and national certificates.
Professional Evaluation - Teachers will be recognized for their classroom skill by receiving salary increases every three years for satisfactory evaluations.
Student Growth - Teachers will be rewarded for the academic growth of their students. They can earn compensation for meeting annual objectives, for exceeding CSAP growth goals and for working in a school judged distinguished based on academic gains and other factors.
Market Incentives - Bonuses will assist the district and schools in meeting specific needs. Teachers in hard to serve schools - those faced with academic challenges - can earn annual bonuses. Bonuses will be available to those filling hard to staff positions - assignments that have shortages of qualified applicants.
A complete overview of the ProComp proposal is available on the district's website at denverprocomp.org.