Transition Team Agenda and Minutes
Aug. 17, 2016
4:00pm – 5:30pm
EGC – 7th Floor
Invitees: Henry Roman, Mark Ajluni, Rob Gould, Cal Hosman, Don Gilmore, Bart Muller, Dori Claunch, Adam
Barnett, Sarah Marks, Ellen Rehmar, Nicole Covington, Melissa Capozza, Dennis Wolfard, Steve Ruetz, Chuck
Carpenter, Chris Kampe, Michelle Berge, Ric Aparicio
Attended:
Scribe: Nicole Covington
Guests:
Absent:
Tentative:
Topic
I.
Review Agenda
II.
Informational Items




III.
Top Performing High Growth Options for 11/1/2016 payment.
What can we communicate to teachers
Hard to Staff changes: It was agreed that the limitation of 1.0 FTE
payment each month for Hard to Staff was to remain in place for a
savings of 45FTE (45 X $2550= $114,750). What happens with
partial FTES. Suggested guidance: Starting the 2016-17 school
year, teachers and SSP’s earning Hard to Staff will be limited to a
payout equal to or less than their full time equivalency (FTE).”
PDU summer payments. DPS will pay PDU’s over the summer for
those that were awarded PDUs in June. We will need to discuss a
plan moving forward.
Lead
Time
Roman
2 mins
Barnett
30 mins
10 mins
15 mins
Adam
2 mins
Henry
2 mins
Adam
5 mins
Action Items

Vote: Approve Recommendation to the Negotiation Team on
TP/HG payments.

Approve 5/17 meeting minutes:

Schedule next Transition Team Meeting: September
5/17/2016 Minutes:
Adam reviewed the April minutes. Not enough members present for a vote.
Trust board requires a recommendation next week on the proposed plan to meet budget requirements for
ProComp funding.
Henry shared that there is a concern from teachers that DPS compensation is not keeping up with the cost of living
in Denver and asked if the general fund will need to contribute more. Stated that DPS is not keeping up with
inflation and other school districts.
Trust Board requires that a plan be outlined. Additional meetings will take place to identify if there are other
solutions. If no agreement can be made in negotiations then the Transition team will review again prior to execution
of the default.
We didn’t have a quorum in our April meeting. We’d like to propose that the Transition Team vote on the following
language:
The ProComp Trust board has indicated that it will not likely approve a FY16/17 budget with a deficit greater than
$9,590,022 for a strategy to eliminate the annual budget deficit over a three-year period. In order to meet this goal,
the FY 2016/17 budget must decrease expected expenditures by $4,376,711. The Transition Team agrees to
accomplish this reduction through the following means:
The budget cuts will be accomplished by setting the cut points for Top Performing and High Growth at levels
that would result in the necessary budget reductions. If the transition team votes to approve a different
process at a later date that results in the same outcome it’s not precluded from doing so.
The Transition Team makes the following recommendation to the bargaining teams:
— Eliminate the Exceeds Expectation incentive starting with the 2015-16 school year and until we renegotiate
ProComp 3.0.
— For the 2015-16 school year, the Top Performing and High Growth incentives shall be combined into one
incentive (for fall 2016 payout). The bargaining teams should authorize the ProComp Transition Team to work
with the Department of Accountability, Research, and Evaluation (ARE) to develop a methodology to identify
schools that are eligible for the combined incentive. In order to accomplish the budget reductions required by
the ProComp Trust Board, the budget for the combined incentive shall the amount necessary to achieve the
budget reductions recommended by the Trust Board. The value of the incentive for a 1.0FTE teacher shall be
set by the Transition Team by dividing the budget for the incentive by the number of FTE who will be paid the
incentive. This new incentive will remain in place until we renegotiate ProComp 3.0.
Transition team voted on approving budget cut points to hit the budget and to eliminate exceeds
expectations for the 2015/16 school year.
There was a unanimous vote to approve the
recommendation to the trust board.
Mark Arseneau presented a proposal for Psych interns to receive compensation for PDU’s- Proposed
that Psych interns can participate in PDU as an intern and bank it for a later increase. All interns were
required to complete a PDU. The recommendation from the Transition Team is that the employee
should be in ProComp to earn a PDU.
August ProComp Update: (to current hard to staff employees only)
Hard to Staff:
In March of 2016, The ProComp Transition team comprised of members from DCTA and DPS
administration voted and approved the following change to Hard to Staff payments:
“Starting the 2016-17 school year, teachers and SSP’s earning Hard to Staff will be limited to a payout
equal to or less than their full time equivalency (FTE).” This change will take effect September 1st,
2016. Prior to the 2016-17 school year, teachers and SSP’s were able to earn multiple Hard to Staff
awards. For example: if their position was a secondary math teacher in an ELA-S classroom, they
received the Hard to Staff for both secondary math and ELA-S. Moving forward they would only
receive one Hard to Staff Payout ($2550.44)
Example: Steve works 40 hours a week (1.0FTE) as a secondary math teacher in an ELA-S
classroom. Steve would be eligible for 1 full hard to staff payout as he is 1.0FTE.
Example:
Darren works 20 hours a week (.5FTE) as a secondary math teacher in an ELA-S
classroom. Darren would be eligible for .5FTE payout for hard to staff.
Example: Martha is an Audiologist working 20 hours per week (.5FTE) at DPS. She also is assigned
to kids in a center program at .25FTE. Martha would receive .5FTE payout for Hard to staff.