DPS Employee Benefits Overview

Aug. 12, 2022

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Dear Team DPS,

Denver Public Schools (DPS) ended the 2021-22 school year with many successes despite the unprecedented challenges from the ongoing global pandemic, and it was mainly due to your extraordinary efforts, our more than 11,000-strong talented DPS Team. You took great care in educating, nourishing, transporting, protecting, and safeguarding the overall being of the more than 90,000 students entrusted to our care. We thank you for your unwavering dedication to our students and welcome you back to a new and exciting school year. Working together and #LivingOurDPS, we can ensure students receive a world-class education and all the opportunities they need to reach their full potential. DPS is proud that employees are choosing to stay in our district, at higher rates than in other industries across the country. To ensure we continue to retain, recruit and reward valuable employees at all levels, DPS remains committed to offering a fair and competitive compensation program; high-quality, affordable benefit selections to support the health of our employees and their families; and a wellness program that supports the “whole employee” by focusing on your physical, social, emotional and financial well-being. We want you to be a part of the DPS family for many

years to come and invite you to familiarize yourself with all the benefits DPS offers.

Compensation Program

DPS offers competitive salaries for employees at all levels. Last month, the district reached three-year financial agreements with several employee organizations. As a result, effective Aug. 1, 2022, the minimum wage for paraprofessionals starts at $20 per hour, a 26% increase from the previous year. In three years, the total increase will represent more than

32%. More importantly, by the 2024-25 school year, the minimum wage for all employees will increase to $20 per hour.

As part of these agreements, the following employee groups will all see increases in their starting salary, which went into effect on Aug. 1:

Special education paraprofessionals will start at $21 per hour, a more than 27% raise from the previous year. In three years, they will see a total increase in the minimum wage of more than 33%.
Campus Safety Officers will start at $23 per hour, a 19% raise from the previous year. By 2024, the total increase in the starting pay will be nearly 30% compared to 2021.
Lead Campus Safety Officers will start at $24.50 per hour, a more than 17% raise from the prior year. In three years, the total increase in the starting pay will be nearly 27%.
Food Service Personnel will start at $18 per hour, a more than 13% raise from the previous year. In three years, the total increase in the starting pay will be more than 26%.
Bus drivers will start at $24.40, representing a more than 19% raise from the prior year. The average increase for bus drivers will be 12.5%.
The starting hourly rate for transportation maintenance employees is now $22.42, a more than 21% increase from the prior year.

Furthermore, beginning Aug. 1, DPS employees who are not covered by a collective bargaining unit are benefitting from the following:

DPS raised the minimum wage for students to $16.43 an hour, which is almost a $3 increase per hour.
Their minimum wage increased to $18 per hour.
A 4% cost of living base salary increase will be applied.
A 1.5% one time payment will be received by continuing employees reflecting exceptional efforts required in returning from COVID.
Those in the maximum salary range will receive a lump sum instead of a boost.

DPS also offers our noble teaching professionals competitive compensation packages and incentives, which include:

Classroom teachers who have remained with DPS since 2019 have seen a 31% pay increase in the past three school years.
A $2,000 supplement for working in a Title I school, which more than 50% of teachers will receive.
A $2,000 incentive for working full-time positions determined to be Hard to Staff. Nearly 30% of teachers will receive this incentive.
A lump sum payout of $3,000 for teachers returning to a Highest Priority School.
Access to student loan and tuition reimbursement benefits.
Professional development payouts.

With a clear understanding that substitute support is essential for the success of our teachers, DPS has continued to increase the standard pay rate, which was previously $15.87 an hour ($126.96 per day) for Guest Teachers and $16.52 an hour ($132.16 per day) for Retired Guest Teachers. The incentivized rates, which are among the highest in the Metro area, are:

Daily Guest Teachers with a one or 3-year Sub Authorization will now receive $20 an hour ($160 per day).
Daily Guest Teachers with a 5-year Authorization, Initial or Professional Teaching License will now receive $25 an hour ($200 per day).
Long-Term Substitutes will receive $25 per hour ($200 per day).

DPS is currently negotiating updated agreements with several labor organizations, including the Denver Classroom Teachers Association, and is confident additional agreements that honor our dedicated professionals will be reached in the coming days.

Benefits

DPS recognizes that it is imperative that we remain competitive in other forms of employee compensation such as health care, paid time off, insurance options, and retirement.

To address the challenges of rising health care costs and the impact of the COVID-19 pandemic, DPS has taken several steps to ensure health insurance is affordable and accessible to all employees.

As of August 2022, DPS will provide all full-time employees access to FREE employee coverage with its new MotivHealth plan.
Teachers and Special Service Providers (SSPs) have an additional no cost plan option with Kaiser.
DPS will cover up to 75% of the cost of the single health care option.
This $2.5 million investment toward employee benefits provides a competitive and comprehensive healthcare package and results in the following savings for employees:
A $40/month premium reduction for all employees covering dependent children.
A $100/month premium reduction for all employees covering a spouse/partner.
A $140/month premium reduction for all employees with family coverage.
Employees will continue to receive the $193.50/month for Employee + Child(ren) and Employee + Family coverage.
In 2020, DPS transitioned to self-funded benefits, and took subsequent action to reduce the cost of health premiums. The following school year's rates would have been 28% higher if DPS was still fully insured.
Benefit credits, medical subsidies, Health Spending Accounts (HSA), and Flexible Spending Accounts (FSA) contributions are offered to offset costs.
Enhancements to Sick Leave will mean even more employees, including hourly employees and bus drivers, will have access to sick time.

Employees will continue to benefit from two optional dental insurance plans and a comprehensive vision program. All active, benefits-eligible employees will also receive FREE basic Life Insurance of 2x their base annual earning (maximum $300,000).

Wellness

Employee wellness remains a priority for this District, especially in the post-COVID era. In addition to offering competitive wages and robust medical benefits, all DPS employees have access to a comprehensive wellness program that supports their physical, social, emotional, spiritual, and financial well-being.

The Employee Assistance Program (EAP) is a confidential, no-cost service available to all DPS employees and their dependents to help them deal with life events or personal issues.
Mindfulness classes enable coworkers to learn and embrace mindfulness as a team; Mental Health First Aid training is offered to leaders; RISE UP workshops promote resilience in school environments.
The Well Aware Program is an incentive-based wellness program that encourages employees, who have elected DPS benefits, to complete both the online health risk assessment and age-based preventative screenings (Well Adult/Well Woman) to earn a $200 stipend.
Fitness classes; gym and race discounts; step challenges; daily Move @ Work videos; the back-to-school 5K race; and health coaching programs are offered.
The district offers several services to help our employees plan for their retirement including:
Onsite financial counselors.
Colorado PERA retirement training.
AIG webinars focused on financial planning and retirement services and Medicare Basics virtual training.
Right on the Money Challenge opportunities are available.

For additional information on Employee Wellness resources, click here.

DPS is committed to creating a workplace where employees thrive, and resources are provided to promote a healthy and happy lifestyle. We look forward to the 2022-23 school year with renewed efforts to reach greater heights together.

In collaboration,

Dr. Alex Marrero

Superintendent

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