Joint Market Compensation Task Force

Denver Public Schools

Denver Classroom TeachersAssociation

Members of Task Force

Co-Chairs: Barbara Bennett, Bart Muller

Members: Richard Allen, Charles Babb,Nan Baumbusch, Tom Buescher, MartyFlahive, Tony Lewis, Douglas Tucker,Melissa Underwood, Bobbi Walter

Process

Representatives from DCTA, DPS,and the community workedcollaboratively to create jointrecommendations on a difficult topicas charged in the 2005-2006Agreement.

Charge

• Assess DPS’ current position in themarket.

• Identify areas of strength and weaknessin the traditional compensation system.

• Evaluate whether our compensationsystem allows DPS to attract and retainhigh quality teachers.

• Incorporate the marketrecommendations from other Districtbargaining units into the budget priorityrecommendations.

Charge

• Recommend modifications thatestablish a competitive positionover a multi-year period, beginningin 2005-2006, consistent withoverall district financial strength.

Charge

Consider specifically:

• Total compensation

• Present value career earnings

• Experience steps/longevityincrements

• Local competitors

• ProComp interaction with traditionalsalary schedule

Approach

• Last years compensationstudy was updated andcorrected.

• Costs were calculated forthis year’srecommendations.

Compensation Findings

• There is a .98% (1.8 M) dollarmarket gap between DPS and otherpreviously identified districts inteacher compensation.

• For the classified bargaining units,there is an aggregate 1.64%($530,190) market gap betweenDPS and other comparabledistricts.

Compensation Findings

• For a new teacher, the salary,benefits and retirement package inDPS ranks second among all Metroarea school districts. Consideringonly salary and non-retirementbenefits, DPS ranks seventh in theMetro area at 0.5% below average.

Compensation Findings

• For historical reasons DPS paysmore for essentially the sameretirement benefits provided toteachers in other districts.Therefore, our recommendationsonly consider salary and non-retirement benefits.

Compensation Findings

• Annual salaries in DPS, for mostcurrent teachers, lag more than theamounts shown in the Segal studybecause of the shorter work year.

(The Segal study adjusted for workyear).

Compensation Findings

• The benefit allowance system(cafeteria plan) produces morecompensation for teachers as agroup because all teachers receivean allowance rather than only thosewho elect to take the districtinsurance.

Compensation Findings

• DPS teacher compensation is notcompetitive in the following areas:

- Steps 2-4

-the middle ranges of the salary

schedule

-beyond year 16

-pay interval between the BA +60

and the MA lanes

Compensation Findings

• The consultant found DPS to benon-competitive for special serviceproviders. However, furtheranalysis indicated thatcompensation of special serviceproviders is comparable toteachers’.

Compensation Findings

• The passage of ProComp hasadded an average of $25 millionper year to DPS teachercompensation making us first in theMetro area, in aggregate.However, it will not affect thoseteachers on the traditional salaryschedule. Retention of currentteachers requires maintaining acompetitive traditional salaryschedule.

Guiding Principle for all

Recommendations

DPS must be competitive in teachercompensation (for all pay plans),which the task force defines asranking among the top third ofmetro area districts in salary andnon-retirement benefits.

Recommendations:

Needed Improvements:

2006 – 2007 Contract Year

• Add one day, half student contact halfplanning

• Convert some longevity increments to stepsworth $400 per year beyond the new Step 14(.408M)

• Add Step 14 to the schedule at $1,275(1.432M)

Recommendations:

$67,093$63,147$59,227$55,460$51,427$47,526Step 14

$65,818$61,872$57,952$54,185$50,152$46,251Step 13

DoctorateMA+60MA+30BA+60/

MA

BA+30BA

Recommendations:

• Recommend that the bargainingteams consider restructuring thesalary schedule to fund neededimprovements in non-competitiveareas of the DPS salary schedule

Recommendations

Needed Improvements:

Subsequent years (in order of

importance)

1. Appropriately adjust middle range ofsalary schedule in all lanes.

2. Add contract days.

3. Create a financial differential betweenBA 60 and MA to encourage teachersto earn MA earlier.

Budget Discussions

The Task Force was expanded toinclude elected representativesfrom the classified bargaininggroups while developing budgetrecommendations.

Richard Archuleta, President FMABernadette Jiron, President DFP

Budget Recommendations• Restructure of quadrants and

curricular and instructional supportto provide services consistent withthe Denver Plan and obtain fiscalsavings

• Accelerate progress toward apaperless work environment;provide appropriate/convenientaccess to information for allemployees

Budget Recommendations

• Accelerate progress toward paperlesscommunication with parents; provideappropriate/convenient access toinformation

• Investigate sale or lease of surplusproperty

• Develop a systematic method fordetermining use and/or closure offacilities

Budget Recommendations• Design community partnership fee

structures resulting in net revenue to theDistrict

• Identify new private and publicpartnerships to gain operatingefficiencies or to generate revenue

• Explore alternative funding sources tosupport extra-curricular activities(student fees, Foundation contributions,advertising, etc); include waiver policy forlow income students

Budget Recommendations

• Analyze placement of students inexternal facilities to determinewhether services may beappropriately and economicallyprovided by the District

Task Force Comments

Questions