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).

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.  

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.

To receive incentive payouts, each Principal or Assistant Principal must meet the district’s predetermined eligibility criteria.  Please click below to view incentive eligibility requirements.

We recognize that we can only reach our commitment to supporting the Whole Child if we collectively support the members of Team DPS. Our Benefits and Wellness programs support the health, engagement and enrichment of the whole employee.

What does this look like in practice?

• Health options with the flexibility you need – DPS is committed to providing you and your eligible dependents with a variety of high-quality, affordable benefit selections to support your health and well-being.

• Retirement plans that honor the effort you’ve put in – Through the Colorado Public Employees’ Retirement Association (PERA) and a variety of partners, DPS offers a competitive pension plan and a robust selection of retirement plans that provide the flexibility in retirement you are looking for, while meeting your financial situation today.

• Ongoing development opportunities that grow your career – We are a community of lifelong learners committed to personalizing careers at DPS. We do this by providing ongoing feedback, coaching and support, coupled with opportunities for professional and personal growth.

• Personal wellness as a top priority – Our robust wellness program provides employees access to a variety of activities, from fitness facility discounts to energy management classes to cooking seminars.

• Time when you need it most – While each employee group has a slightly different work calendar, DPS values providing employees the time they need to show up happy, healthy and engaged every day for our students with a mix of personal, vacation and sick days provided.

• Solutions and Support – Trying to find the best doctors in your area, planning a move or looking for discounts? Our robust employee assistance and discount programs provide you with support, resources and services for personal and work-life issues. Also, see the Cost of Living Toolkit for housing resources in the Denver area.

• Support when you have questions – Whether it’s signing up for benefits or understanding our retirement options, our HR Connect team is on hand to answer your questions.

Want to learn more? Reach out to us!