Denver Public Schools s4

Denver Public Schools Principal and AP Incentive Compensation 2009-’10 and 2008-‘09 School Years Element Description Timing of % of Approx Approx AP Pens Eligibility Payment Schools to Principal Incentivei ion- Receive Incentivei able? Incentive Hard to Serve Earned by administrators in schools with the highestLump sum paid Approximately $6000 $4500 Yes Principal or Assistant Principal in Schools percentages of students qualifying for in June of 50% of the school for 75% of the school Free or Reduced Lunch: HS (75% FRL); current year schools year and on active or paid leave MS (85% FRL); K8 (87% FRL); ELEM (87% FRL); status at a Hard to Serve School All Provision II Schools; All Alternative Schools on the last day of the school year Satisfactory CPE .5+ FTE as a Principal or AP. Top Earned by administrators in schools Lump sum paid Approximatel Distinguished: Distinguished Yes Eligibility for the following Performing demonstrating the greatest overall percentage of in September of y 50% of $10,000 : $7,500 Elements: Schools overall points earned on the School Performance year following schools Meets Meets Framework. measurement Expectations: Expectations:  Top Performing Schools $6,000 $4,500  High Growth Schools Award to schools identified as distinguished or Cusp Cusp  School Improvement accredited. Schoolsii: Schoolsii: Plan (SIP) $1,500 $1,125 Implementation Earned by administrators in schools Lump sum paid Approximately $5500 $4125 Yes High Growth demonstrating the greatest percentage of growth in September of 50% of Principal or Assistant Principal in Schools points earned on the current year’s School year following schools the school for 75% of the school Performance Framework. measurement year and on active or paid leave status at the same school on the School Earned by administrators in schools Lump sum paid Approximatel Exceeds: Exceeds: Yes last day of the school year Improvement demonstrating successful implementation of three in September of y 50% of $3375 $2535 Satisfactory CPE Plan (SIP) key strategies outlined in the SIP. year following schools .5+ FTE as a Principal or AP. Implementa- measurement Meets: Meets tion $2125 $1600 Effective Earned by administrators in schools that create a Half of pmt at 10-20 Tier 1: Tier 1: $7500 No Principal or Assistant Principal Practices body of evidence and artifacts documenting their beginning of schools per $10,000 Tier 2: $4875 must be involved in developing the Document- best practices to be used by other schools. work and other year Tier 2: $7500 x # Schools best practice documenting or in ation Schools with qualifying practices will be self- half upon mentoring other schools. nominated or chosen by the District. completion of X # of EPIC Teacher documentation. schools School-wide Satisfactory CPE EPIC schools eligible for principal and assistant School stipend Administrator Stipend principal incentives, as well as a school-wide paid when has FTE Tier 1: $3000 stipend to be provided to teachers in EPIC principal assigned to. Tier 2: $1500 schools. authorizes. i All incentive payments are approximate and may vary based on the number of schools that qualify for the incentive. ii Administrators at schools which do not fall within the Distinguished or Meets Expectations categories on the School Performance Framework, but have met the target for which teachers qualify for the Top Performing Schools Incentive are eligible for a third tier award.