|
Health and Wellness
|
| What is the maximum portion of the employee's health insurance premium paid by the employer? |
not specified; district provides an annual health benefit subsidy of $550 for teachers enrolled in a district health plan and will contribute an additional $200 for those who stay up-to-date on preventative screenings and complete a Health Risk Assessment
pp. 1 & 2.
|
| What is the maximum portion of the employee's dependents' health insurance premium paid by the employer? |
not specified; district subsidizes $62.50 per month for teachers on a health care plan that includes coverage for a child or children
p. 2.
Past Policy
not specified; district provides a benefit (for medical) allowance of $750
p. 2, 3 & 5.
Past Policy
percentage not specified; district provides a monthly benefit (for medical, vision, dental) allowance of $415.12, subject to union negotiations
pp. 6 & 11
Past Policy
district provides a monthly benefit allowance of $405
|
| Does the employer specify a dollar cap for the portion of the premium they cover? If so, what is the cap? |
yes, $550 annually for teachers enrolled in a district health plan; the district will contribute an additional $200 for those who stay up-to-date on preventative screenings and complete a Health Risk Assessment
pp. 1 & 2.
|
|
Pensions/Retirement
|
| Are there incentives for a teacher to take early retirement? |
Issue not addressed in scope of NCTQ reviewed documents
|
| By what date must a teacher give notification that he/she intends to resign or retire? |
issue not addressed in scope of NCTQ reviewed documents
A $1200 stipend is offered for teachers who submit early notification of retirement by February 1.
p. 75, Art. 31-15 (footnote only)
|
| Does the district offer an incentive to the teacher who notifies the district before the deadline that he/she intends to resign/retire at the end of the school year? |
Yes
$1200 stipend offered to teachers who submit early notification of retirement by February 1
p. 75, Art. 31-15.
|
| Is there a penalty for a teacher who fails to notify the district that he/she intends to resign/retire by the district's deadline? |
Issue not addressed in scope of NCTQ reviewed documents
|
| Can a teacher receive payment for unused sick leave at retirement? How much? |
Yes
$76.09 per day up to 184 days
p. 55, Art. 21-1-5 & p. 73, Art. 31-12.
|
| Can a teacher receive payment for unused personal leave at retirement? How much? |
Personal leave converts to sick leave.
p. 56, Art. 21-1-7.a.
|
|
Tuition Reimbursement
|
| Is tuition reimbursement offered to teachers? |
Yes
, tuition reimbursement is offered via the ProComp compensation plan, but is also available to teachers who remain on the traditional salary schedule. Requirements and tuition reimbursement specifics vary slightly
p. 5.
|
| Can a teacher receive financial support to cover National Board certification fees? |
yes; the district will sponsor 5 candidates for National Board certification with $1,000 and the Association will sponsor 5 candidates with $500
p. 71, Art. 31-7-1.
|
|
Structure of the Salary Schedule
|
| What type of salary schedule is in use? |
New hire salary schedule
Non-traditional salary schedule / salary document
the ProComp Salary Setting chart is only used for initial salary placement for teachers new to the district; after the first year a teacher's base salary is determined by a number of factors, including advanced degree and professional development units
In addition to base pay, teachers can earn bonuses for a number of factors including: evaluation, hard to staff subjects, hard to staff schools.
p. 2 (pdf).
|
| What is the average percent increase in pay earned for each additional year of experience? |
3.1% (based only on the initial placement salary chart for teachers)
There is only a ProComp Salary Setting chart which is only used for initial salary placement for teachers new to the district. After the first year, a teacher's base salary is determined by a number of factors, including advanced degree and professional development units. In addition to base pay, teachers can earn bonuses for a number of factors including: evaluation, hard to staff subjects, hard to staff schools.
p. 2 (pdf).
|
| Teachers in most districts earn a raise for each additional year of experience and an annual adjustment for cost of living and other factors. What is that average annual adjustment? (reported as a percentage of change from the previous year) |
1.1% (based only on the initial placement salary chart for teachers)
There is only a ProComp Salary Setting chart which is only used for initial salary placement for teachers new to the district. After the first year, a teacher's base salary is determined by a number of factors, including advanced degree and professional development units. In addition to base pay, teachers can earn bonuses for a number of factors including: evaluation, hard to staff subjects, hard to staff schools.
p. 2 (pdf).
p. 1 (pdf).
Past Policy
2.8% (based only on the initial placement salary chart for teachers)
There is only a ProComp Salary Setting chart which is only used for initial salary placement for teachers new to the district. After the first year, a teacher's base salary is determined by a number of factors, including advanced degree and professional development units. In addition to base pay, teachers can earn bonuses for a number of factors including: evaluation, hard to staff subjects, hard to staff schools.
Past Policy
1.7% (based only on the initial placement salary chart for teachers in their first year with the district; there is no salary schedule in ProComp)
Past Policy
n/a; there is no salary schedule in the ProComp system
Past Policy
-0.81% for teachers on the tradtional salary schedule, which is only available to veteran teachers who have not opted into "ProComp", the distric'ts alternative compensation plan
Past Policy
0% for teachers on the tradtional salary schedule
80% of teachers are part of the district's alternative compensation system, Denver ProComp
Past Policy
0%
Past Policy
3%
p. 69, Art. 31
|
| What is the average total change in salary accounting for both earning an additional year of experience and an annual adjustment for cost of living and other factors? (reported as the percentage of change from the previous year) |
4.2% (based only on the initial placement salary chart for teachers)
There is only a ProComp Salary Setting chart which is only used for initial salary placement for teachers new to the district. After the first year, a teacher's base salary is determined by a number of factors, including advanced degree and professional development units. In addition to base pay, teachers can earn bonuses for a number of factors including: evaluation, hard to staff subjects, hard to staff schools.
p. 2 (pdf).
p. 1 (pdf).
Past Policy
6.0% (based only on the initial placement salary chart for teachers)
There is only a ProComp Salary Setting chart which is only used for initial salary placement for teachers new to the district. After the first year, a teacher's base salary is determined by a number of factors, including advanced degree and professional development units. In addition to base pay, teachers can earn bonuses for a number of factors including: evaluation, hard to staff subjects, hard to staff schools.
Past Policy
4.8% (based only on the initial placement salary chart for teachers in their first year with the district; there is no salary schedule in ProComp)
Past Policy
2.50% (based on the traditional salary schedule, which is only available to veteran teachers who have not opted into "ProComp", the district's alternative compensation plan)
Past Policy
3.1% for teachers on the traditional salary schedule
80% of teachers are part of the district's alternative compensation system, Denver ProComp
Past Policy
3.1%
|
| What is the average difference between the master's and bachelor's salary? |
$6,700 (based only on the initial placement salary chart for teachers)
There is only a ProComp Salary Setting chart which is only used for initial salary placement for teachers new to the district. After the first year, a teacher's base salary is determined by a number of factors, including advanced degree and professional development units. In addition to base pay, teachers can earn bonuses for a number of factors including: evaluation, hard to staff subjects, hard to staff schools.
p. 2 (pdf).
Past Policy
$6,627 (based only on the initial placement salary chart for teachers)
There is only a ProComp Salary Setting chart which is only used for initial salary placement for teachers new to the district. After the first year, a teacher's base salary is determined by a number of factors, including advanced degree and professional development units. In addition to base pay, teachers can earn bonuses for a number of factors including: evaluation, hard to staff subjects, hard to staff schools.
Past Policy
$6,447 (based only on the initial placement salary chart for teachers in their first year with the district; there is no salary schedule in ProComp)
Past Policy
6,339 (based only on the initial placement salary chart for teachers in their first year with the district; there is no salary schedule in ProComp)
Past Policy
5,570 (based on the traditional salary schedule, which is only available to veteran teachers who have not opted into "ProComp", the district's alternative compensation plan)
Past Policy
6,243 on the traditional salary schedule
80% of teachers are part of the district's alternative compensation system, Denver ProComp
Past Policy
6,243
Past Policy
6,243
|
| How many lanes (or columns) based on advanced degrees or credit attainment are on the teacher's salary schedule? |
7: BA, BA+30, BA+60, MA, MA+30, MA+60, PhD (based only on the initial placement salary chart for teachers; there is no salary schedule in ProComp)
There is only a ProComp Salary Setting chart which is only used for initial salary placement for teachers new to the district. After the first year, a teacher's base salary is determined by a number of factors, including advanced degree and professional development units. In addition to base pay, teachers can earn bonuses for a number of factors including: evaluation, hard to staff subjects, hard to staff schools.
p. 2 (pdf).
|
| In what year of service will a teacher with a bachelor's and/or master's degree reach the maximum salary (assuming no step freezes)? |
N/A; there is no salary schedule in the ProComp system
There is only a ProComp Salary Setting chart which is only used for initial salary placement for teachers new to the district. After the first year, a teacher's base salary is determined by a number of factors, including advanced degree and professional development units. In addition to base pay, teachers can earn bonuses for a number of factors including: evaluation, hard to staff subjects, hard to staff schools.
p. 2 (pdf).
|
|
Annual Salary
|
| What is the annual salary for a fully certified, first year teacher with a bachelor's degree? |
$40,289 (based only on the initial placement salary chart for teachers)
There is only a ProComp Salary Setting chart which is only used for initial salary placement for teachers new to the district. After the first year, a teacher's base salary is determined by a number of factors, including advanced degree and professional development units. In addition to base pay, teachers can earn bonuses for a number of factors including: evaluation, hard to staff subjects, hard to staff schools.
p. 2 (pdf).
Past Policy
$39,851 (based only on the initial placement salary chart for teachers)
There is only a ProComp Salary Setting chart which is only used for initial salary placement for teachers new to the district. After the first year, a teacher's base salary is determined by a number of factors, including advanced degree and professional development units. In addition to base pay, teachers can earn bonuses for a number of factors including: evaluation, hard to staff subjects, hard to staff schools.
Past Policy
$38,765 (based only on the initial placement salary chart for teachers in their first year with the district; there is no salary schedule in ProComp)
Past Policy
38,117 (based only on the initial placement salary chart for teachers in their first year with the district; there is no salary schedule in ProComp)
Past Policy
37,551 (based on the traditional salary schedule, which is only available to veteran teachers who have not opted into "ProComp", the district's alternative compensation plan)
Past Policy
37,551
This answer is based on the traditional salary schedule. 80% of teachers are part of the district's alternative compensation system, Denver ProComp.
Past Policy
37,551
Past Policy
37,551
Past Policy
36,635
|
| What is the annual salary for a teacher with a bachelor's degree and 5 years of experience? |
$41,532 (based only on the initial placement salary chart for teachers)
There is only a ProComp Salary Setting chart which is only used for initial salary placement for teachers new to the district. After the first year, a teacher's base salary is determined by a number of factors, including advanced degree and professional development units. In addition to base pay, teachers can earn bonuses for a number of factors including: evaluation, hard to staff subjects, hard to staff schools.
p. 2 (pdf).
Past Policy
$41,079 (based only on the initial placement salary chart for teachers)
There is only a ProComp Salary Setting chart which is only used for initial salary placement for teachers new to the district. After the first year, a teacher's base salary is determined by a number of factors, including advanced degree and professional development units. In addition to base pay, teachers can earn bonuses for a number of factors including: evaluation, hard to staff subjects, hard to staff schools.
Past Policy
$39,960 (based only on the initial placement salary chart for teachers in their first year with the district; there is no salary schedule in ProComp)
Past Policy
39,292 (based only on the initial placement salary chart for teachers in their first year with the district; there is no salary schedule in ProComp)
Past Policy
38,709 (based on the traditional salary schedule, which is only available to veteran teachers who have not opted into "ProComp", the district's alternative compensation plan)
Past Policy
38,109
This answer is based on the traditional salary schedule. 80% of teachers are part of the district's alternative compensation system, Denver ProComp.
Past Policy
38,109
2010-2011 Salary Schedule
Past Policy
38,109
Past Policy
37,765
|
| What is the annual salary for a teacher with a bachelor's degree on the highest step of the salary schedule? |
$55,955 (based only on the initial placement salary chart for teachers)
There is only a ProComp Salary Setting chart which is only used for initial salary placement for teachers new to the district. After the first year, a teacher's base salary is determined by a number of factors, including advanced degree and professional development units. In addition to base pay, teachers can earn bonuses for a number of factors including: evaluation, hard to staff subjects, hard to staff schools.
p. 2 (pdf).
Past Policy
$55,346 (based only on the initial placement salary chart for teachers)
There is only a ProComp Salary Setting chart which is only used for initial salary placement for teachers new to the district. After the first year, a teacher's base salary is determined by a number of factors, including advanced degree and professional development units. In addition to base pay, teachers can earn bonuses for a number of factors including: evaluation, hard to staff subjects, hard to staff schools.
Past Policy
$53,839 (based only on the initial placement salary chart for teachers in their first year with the district; there is no salary schedule in ProComp)
Past Policy
52,939 (based only on the initial placement salary chart for teachers in their first year with the district; there is no salary schedule in ProComp)
Past Policy
52,154 (based on the traditional salary schedule, which is only available to veteran teachers who have not opted into "ProComp", the district's alternative compensation plan)
Past Policy
52,154
This answer is based on the traditional salary schedule. 80% of teachers are part of the district's alternative compensation system, Denver ProComp.
Past Policy
52,154
Additional longevity increments are available after 15 years and each 5 year period thereafter; the amount of longevity increments is $1,402.
Past Policy
52,154
Additional longevity increments are available after 15 years and each 5 year period thereafter; the amount of longevity increments is $1,402.
Past Policy
50,882
Additional longevity increments are available after 15 years and each 5 year period thereafter; the amount of longevity increments is $1,402.
|
| What is the annual salary for a fully certified, first year teacher with a master's degree? |
$44,210 (based only on the initial placement salary chart for teachers)
There is only a ProComp Salary Setting chart which is only used for initial salary placement for teachers new to the district. After the first year, a teacher's base salary is determined by a number of factors, including advanced degree and professional development units. In addition to base pay, teachers can earn bonuses for a number of factors including: evaluation, hard to staff subjects, hard to staff schools.
p. 2 (pdf).
|
| What is the annual salary for a teacher with a master's degree and 5 years of experience? |
$48,637 (based only on the initial placement salary chart for teachers)
There is only a ProComp Salary Setting chart which is only used for initial salary placement for teachers new to the district. After the first year, a teacher's base salary is determined by a number of factors, including advanced degree and professional development units. In addition to base pay, teachers can earn bonuses for a number of factors including: evaluation, hard to staff subjects, hard to staff schools.
p. 2 (pdf).
Past Policy
$48,108 (based only on the initial placement salary chart for teachers)
There is only a ProComp Salary Setting chart which is only used for initial salary placement for teachers new to the district. After the first year, a teacher's base salary is determined by a number of factors, including advanced degree and professional development units. In addition to base pay, teachers can earn bonuses for a number of factors including: evaluation, hard to staff subjects, hard to staff schools.
Past Policy
$46,798 (based only on the initial placement salary chart for teachers in their first year with the district; there is no salary schedule in ProComp)
Past Policy
45,182 (based on the traditional salary schedule, which is only available to veteran teachers who have not opted into "ProComp", the district's alternative compensation plan)
Past Policy
45,333
This answer is based on the traditional salary schedule. 80% of teachers are part of the district's alternative compensation system, Denver ProComp.
Past Policy
45,333
Past Policy
45,333
Past Policy
44,080
|
| What is the annual salary for a teacher with a master's degree on the highest step of the salary schedule? |
$65,554 (based only on the initial placement salary chart for teachers)
There is only a ProComp Salary Setting chart which is only used for initial salary placement for teachers new to the district. After the first year, a teacher's base salary is determined by a number of factors, including advanced degree and professional development units. In addition to base pay, teachers can earn bonuses for a number of factors including: evaluation, hard to staff subjects, hard to staff schools.
p. 2 (pdf).
Past Policy
$64,841 (based only on the initial placement salary chart for teachers)
There is only a ProComp Salary Setting chart which is only used for initial salary placement for teachers new to the district. After the first year, a teacher's base salary is determined by a number of factors, including advanced degree and professional development units. In addition to base pay, teachers can earn bonuses for a number of factors including: evaluation, hard to staff subjects, hard to staff schools.
Past Policy
$63,075 (based only on the initial placement salary chart for teachers in their first year with the district; there is no salary schedule in ProComp)
Past Policy
62,020 (based only on the initial placement salary chart for teachers in their first year with the district; there is no salary schedule in ProComp)
Past Policy
61,100 (based on the traditional salary schedule, which is only available to veteran teachers who have not opted into "ProComp", the district's alternative compensation plan)
Past Policy
61,100
This answer is based on the traditional salary schedule. 80% of teachers are part of the district's alternative compensation system, Denver ProComp.
Past Policy
61,100
Additional longevity increments are offered after 15 years and each 5 year period thereafter; the amount of longevity increments is unspecified.
Past Policy
61,100
Additional longevity increments are offered after 15 years and each 5 year period thereafter; the amount of longevity increments is unspecified.
Past Policy
59,610
Additional longevity increments are offered after 15 years and each 5 year period thereafter; the amount of longevity increments is unspecified.
|
| What is the maximum annual salary available to teachers? What are the education requirements for this salary? In what year of service will a teacher receive this salary? |
Not specified; the ProComp system does not have a salary schedule. Salary is based on a number of factors; however, based only on the initial placement salary chart for teachers, the maximum entry base salary is $79,627 and requires a PhD and 12 years of experience.
There is only a ProComp Salary Setting chart which is only used for initial salary placement for teachers new to the district. After the first year, a teacher's base salary is determined by a number of factors, including advanced degree and professional development units. In addition to base pay, teachers can earn bonuses for a number of factors including: evaluation, hard to staff subjects, hard to staff schools.
p. 2 (pdf).
Past Policy
not specified; the ProComp system does not have a salary schedule - salary is based on a number of factors; however, based only on the initial placement salary chart for teachers, the maximum entry base salary is $78,761 and requires a PhD and 12 years of experience
There is only a ProComp Salary Setting chart which is only used for initial salary placement for teachers new to the district. After the first year, a teacher's base salary is determined by a number of factors, including advanced degree and professional development units. In addition to base pay, teachers can earn bonuses for a number of factors including: evaluation, hard to staff subjects, hard to staff schools.
Past Policy
not specified; the ProComp system does not have a salary schedule and salary is based on a number of factors; however, based only on the initial placement salary chart for teachers in their first year with the district, the maximum entry base salary is $76,616 and requires a PhD and 12 years of experience
Past Policy
not specified; the ProComp system does not have a salary schedule and salary is based on a number of factors; however, based only on the initial placement salary chart for teachers in their first year with the district the maximum entry base salary is $75,335 and requires a PhD and 12 years of experience
Past Policy
74,218; PhD; 12 (based on the traditional salary schedule, which is only available to veteran teachers who have not opted into "ProComp", the district's alternative compensation plan)
Past Policy
74,218; PhD; 12
This answer is based on the traditional salary schedule. 80% of teachers are part of the district's alternative compensation system, Denver ProComp.
Past Policy
74,218; PhD; 12
|
|
Performance Pay
|
| Is annual salary increase tied to evaluation rating? |
Yes
p. 8 (pdf).
TR3 Contract - September 1, 2008 - August 31, 2017: p. 73, Art. 31-11.
|
| If an annual salary increase is tied to evaluation rating, how do annual salary increases work? |
Step freeze for the lowest evaluation rating
p. 8 (pdf).
TR3 Contract - September 1, 2008 - August 31, 2017: p. 73, Art. 31-11.
|
| Aside from annual salary increases, are other aspects of a teacher’s pay based on evaluation rating? |
Yes, one of the many bonuses available via ProComp is a bonus for a satisfactory evaluation ($398.51 annually for teachers with 14 or fewer years of experience).
p. 8 (pdf).
|
| Do teachers earn performance pay for factors other than evaluation ratings? |
Yes, teachers earn annual bonuses of $2,550.44 for assignment in a hard to staff subject area and for teaching in a high need school; annual bonuses of $800 - $5,000 for teacher leadership positions; and an annual bonus of up to $2,000 for working in one of the district's highest priority schools. Teachers working in a High-Growth school or a Top Performing school and exceed expectations on student growth are eligible for an annual bonus (amount not specified and it varies annually).
pp. 5-7 (pdf).
District website: https://tinyurl.com/mqjr8ur & http://bit.ly/2qav95K
|
|
Other Differentiated Pay
|
| Can a teacher earn additional pay by working in a school classified as "high-needs"? |
Yes, annual bonuses of $2,550.44 (available to those who participate in the ProComp compensation plan); an additional $2,000 (not a ProComp bonus) is available to teachers working at the district's highest priority schools.
pp. 6 & 7 (pdf).
|
| Can a teacher earn additional pay by teaching subjects deemed 'hard to staff'? |
Yes, those participating in ProComp who teach hard to staff assignments (subject areas determined annually) earn annual bonuses of $2,550.44. English language acquisition teachers earn bonuses of $500-$800 (depending on language and school).
p. 5 (pdf).
TR3 Contract - September 1, 2008 - August 31, 2017; pp. 71 & 72, Art. 31-8 - 31-10.
|
| Can a teacher who has National Board certification earn additional pay? |
yes; teachers with National Board certification move up to the next educational level (move horizontally 1 column); those with a Doctorate earn a 7% bonus (additional pay only available to those who opted to remain on the traditional salary schedule)
p. 71, Art. 31-7-2.; 2012-2013 Salary Schedule: http://nctq.org/docs/Denver_Traditional_Schedule.pdf
|
| What compensation is offered to a teacher who serves as a department head at the secondary level? |
issue not addressed in scope of NCTQ reviewed documents
|
|
General Salary Information
|
| Are uncertified teachers paid less than fully certified teachers? |
Yes
p. 70, Art. 31-2.
|
| Can a teacher get credit on the salary schedule for subject-related work experience? How many years of experience are awarded for subject-related experience? |
issue not addressed in scope of NCTQ reviewed documents
|
| Are teachers eligible for a longevity bonus? If so, in what year(s) of service is a teacher eligible? |
yes, 15 and every 5 years thereafter
pp. 70 & 71, Art. 31-5.
|
|
Evaluation System
|
| What is the teacher required to be evaluated on? |
Student growth/achievement (50%)
Professionalism (10% for teachers with student perception data; 15% for teachers w/out)
Student input ("Student Perception": 10% for grades 3-12; 0% for k-2)
Professional practice (Instruction; Learning environment)
pp. 6 & 35.
|
| Do impartial third parties from outside the school serve as evaluators? |
Issue not addressed in scope of NCTQ reviewed documents
|
| Is peer review a component of teacher evaluation; what is the nature of the review? |
Yes - optional observation and rating of teacher
All observations may be conducted by school-based observers (principals, assistant principals, Senior Team Leads and Team Leads, teacher leaders, etc.) Team leads are highly effective teachers in leadership positions. In additions, teachers may opt to have two additional full observations by a peer.
p. 33.
Past Policy
Yes - observation and rating of teacher
All teachers are subject to two full peer observations.
pp. 6, 7 & 13.
Past Policy
Yes - observation and rating of teacher
All teachers are subject to two full peer observations.
p. 15.
Past Policy
Yes - observation and rating of teacher
Nontenured teachers receive peer observations every year. Tenured teachers are observed by peers every other year unless they request additional peer observations in the off-year.
Denver LEAP Evaluations: http://leap.dpsk12.org/LEAP-Components/Peer-Observation.aspx
Past Policy
Yes - observation and rating of teacher
Denver LEAP Evaluations: http://leap.dpsk12.org/LEAP-Components/Overview.aspx
|
| Does the evaluation include student input? |
Student survey required-factors into evaluation rating
p. 6.
|
| What kind of feedback does a teacher receive following a formal observation(s)? |
Issue not addressed in scope of NCTQ reviewed documents
There is a mid-year conference at which observations are discussed. It is not clear if a post-observation conference is required.
p. 7.
Past Policy
Conference with evaluator
Conference with consulting teacher
Web-based written comments
p. 2.
Past Policy
Conference with evaluator
Conference with consulting teacher
Web-based written comments
Past Policy
Conference with evaluator
Conference with consulting teacher
Web-based written comments
Denver LEAP evaluations: http://leap.dpsk12.org/LEAP-Components/Observation-Model.aspx
Past Policy
Conference with evaluator
Conference with consulting teacher
Web-based written comments
http://leap.dpsk12.org/LEAP-Components/Peer-Observation/Overview.aspx
|
| What kind of feedback must the teacher receive following an evaluation? |
Conference with evaluator
p. 7.
|
| How many categories of ratings are there? |
4: Distinguished, Effective, Approaching, Not Meeting
p. 34.
|
| Are evaluators required to give notice of an observation? |
Issue not addressed in scope of NCTQ reviewed documents
|
|
Role of Student Achievement in Teacher Evaluation
|
| How is student growth/achievement calculated for teachers of tested subjects? |
individual state test results (counts 10%); student learning objectives (counts 30%); school performance framework (counts 10%)
p. 6.
|
| How is student achievement/growth calculated for teachers of non-tested subjects? |
School performance framework (counts 10%); Student learning objectives (counts 40%)
p. 6.
|
|
Evaluation Requirements for non-tenured Teachers
|
| How frequently do non-tenured teachers receive an evaluation rating? |
Once a year
Although it is not explicitly stated, the evaluation process occurs once a year in accordance with Colorado Statute 22-9-106.
p. 7.
|
| What is the minimum number of times a non-tenured teacher must be observed during the evaluation? |
2: 1 formal, 1 informal
Two observations is the minimum requirement, however, the district recommends ("best practices") 4-6 observations. Additionally, teachers may opt-in for peer observations which would include two additional full observations.
p. 33.
Past Policy
4: 1 formal by a school leader, 1 informal by a school leader, 2 formal by peer
http://leap.dpsk12.org/Professional-Practice/Observation
p. 2.
Past Policy
4: 1 formal by administrator or Teacher Leader, 1 informal by administrator or Teacher Leader, 2 formal by peer
Teacher Team Leads fulfill responsibilities for LEAP much like those of school leaders
[principals and Assistant Principal (APs)] by conducting observations, rating Professionalism, reviewing available Student Perception Surveys (SPSs) and Student Growth data, providing ongoing feedback and hosting Mid-Year and End-of-YearConversations with teachers on their teams.
Past Policy
3
2 peer observations, 1 principal observation, additional walk-throughs and partial observations as needed
Denver LEAP evaluations: http://leap.dpsk12.org/LEAP-Components/Observation-Model.aspx
Past Policy
4
Denver LEAP Evaluations: http://leap.dpsk12.org/LEAP-Components/Overview.aspx
Past Policy
yes: 2 observations - 1 formal and 1 informal
p. 3
|
| What is the deadline for the first formal observation of the non-tenured teacher? |
issue not addressed in scope of NCTQ reviewed documents
No deadline for the observation is provided, however, the mid-year conference includes a discussion of the observation(s), therefore, presumably at least one observation should have occurred by that time.
p. 7.
|
| What is the deadline for the final evaluation of the non-tenured teacher? |
May
p. 7.
|
| What is the required minimum length of the formal observation for a non-tenured teacher? |
full period
p. 33.
|
|
Evaluation Requirements for Tenured Teachers
|
| How frequently do tenured teachers receive an evaluation rating? |
Once a year
Although it is not explicitly stated, the evaluation process occurs once a year in accordance with Colorado Statute 22-9-106.
p. 7.
|
| What is the minimum number of times a tenured teacher must be observed during the evaluation? |
2: 1 formal, 1 informal
Two observations is the minimum requirement, however, the district recommends ("best practices") 4-6 observations. Additionally, teachers may opt-in for peer observations which would include two additional full observations.
p. 33.
Past Policy
2: 1 formal by a school leader, 1 informal by a school leader
Tenured teachers may opt for additional observations by a peer observer: http://leap.dpsk12.org/Professional-Practice/Observation
p. 2.
Past Policy
4: 1 formal by administrator or Teacher Leader, 1 informal by administrator or Teacher Leader, 2 formal by peer
Teacher Team Leads fulfill responsibilities for LEAP much like those of school leaders [principals and Assistant Principal (APs)] by conducting observations, rating Professionalism, reviewing available Student Perception Surveys (SPSs) and Student Growth data, providing ongoing feedback and hosting Mid-Year and End-of-YearConversations with teachers on their teams.
Past Policy
1-3
The teacher is subject to one full observation every other year and 3 in the off-years (1 principal, 2 peer).
Denver LEAP Evaluations: http://leap.dpsk12.org/LEAP-Components/Observation-Model.aspx
Past Policy
4
Denver LEAP Evaluations: http://leap.dpsk12.org/LEAP-Components/Overview.aspx
Past Policy
2
The teacher must be observed at least twice before receiving an unsatisfactory rating.
p. 7
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| What is the deadline for the first formal observation of the tenured teacher? |
issue not addressed in scope of NCTQ reviewed documents
No deadline for the observation is provided, however, the mid-year conference includes a discussion of the observation(s), therefore, presumably at least one observation should have occurred by that time.
p. 7.
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| What is the deadline for the final evaluation of the tenured teacher? |
May
p. 7.
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| What is the minimum length of a tenured teacher's formal observation? |
full period
p. 33.
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Consequences of a Negative Evaluation
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| Following an unsatisfactory final evaluation, how much time must a tenured teacher (or annual contract where tenure nonexistent) be in formal remediation before s/he may be dismissed or non-renewed at the end of the school year? |
30-60 days (dismissal allowed)
Remediation may be extended, not to exceed a total of 90 days.
p. 36, Art. 10-7-3-3.
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| Does the district assign a mentor or support team to the teacher in remediation? |
yes, if teacher agrees, 1-3 PeerAssistants
p. 35, Art. 10-7-2-1.
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| How many classroom observations (minimum) are required during remediation? |
Observations required, number not specified
The evaluator must have 2 "data source" for each criterion identified in the remediation plan as needing improvement. A data source is documentation of the teacher's performance, might be an observation, a written communication, an interview with teacher, a record of service.
p. 35, Art. 10-7-2-2.
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| How long is the remediation process? |
30 - 60 days with possibility of an extension not to exceed a total of 90 days
p. 36, Art. 10-7-3-3.
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| Can the teacher file a grievance or formally appeal an evaluation rating if there are no acknowledged procedural violations? |
Issue not addressed in scope of NCTQ reviewed documents
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| Can a teacher request a second evaluation from a different evaluator? |
Issue not addressed in scope of NCTQ reviewed documents
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Sick & Personal Leave
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| What is the total possible number of paid general leave days (sick, personal, and other days used for personal reasons) a teacher can get each year? |
14 (10 sick; 4 personal)
pp. 55-57, Art. 21-1 to 21-2.
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| What is the total number of paid sick and personal days a teacher gets each year? |
14 (10 sick, 4 personal)
pp. 55-57, Art. 21-1 to 21-2.
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| Can unused sick days carry over from one year to the next? |
Yes
p. 56, Art. 21-1-3.
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| Can unused personal days carry over from one year to the next? |
Personal days convert to sick days for accumulation.
p. 57, Art. 21-2-2.
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| What is the maximum number of sick days a teacher can accumulate? |
no maximum
p. 56, Art. 21-1-3.
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| After how many days of absence does a teacher have to provide medical documentation for sick leave? |
issue not addressed in scope of NCTQ reviewed documents
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Professional Development Leave
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| Is there additional paid leave for any professional development not already scheduled and required by the district? How much? |
Yes
unspecified amount of paid professional leave days established by the Principal
p. 57, Art. 21-5.
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Other Leave
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| Apart from general leave (sick, personal, and other leave for personal reasons) and professional development, what other types of paid leave does the district offer? |
legal
p. 57, Art. 21-3-1
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| Is leave available for a teacher to attend union associated activities (not counting leave given to elected union representatives)? |
yes, a maximum of 150 days per year provided for all teachers collectively
p. 61, Art. 23-5
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Attendance Incentives
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| When are leave days restricted or subject to refusal? |
first and last four weeks of school, immediately before/after a school break or holiday, reason other than hardship or emergency need, substitute teachers unavailable
p. 57, Art. 21-2-3, 21-4-1, & 21-4-2.
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| Can a teacher earn additional pay or leave days for demonstrating good job attendance? How much? |
Issue not addressed in scope of NCTQ reviewed documents
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| Can a teacher receive payment for unused sick leave at the end of each school year? How much? |
Yes
daily substitute rate
Teachers must have a minimum of 10 days after the conversion and can only cash in leave from the previous year.
p. 56, Art. 21-1-7 a. & b.
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| Can a teacher receive payment for unused personal leave at the end of each school year? How much? |
Personal leave converts to sick leave.
p. 56, Art. 21-1-7.a.
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| Can a teacher receive payment for unused sick leave at retirement? How much? |
Yes
$76.09 per day up to 184 days
p. 55, Art. 21-1-5 & p. 73, Art. 31-12.
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| Can a teacher receive payment for unused personal leave at retirement? How much? |
Personal leave converts to sick leave.
p. 56, Art. 21-1-7.a.
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