Peer Observer Compensation

Determining Wage Rates:

  1. New Hires: Non-DCTA
  2. Non-Teacher PO hourly rates will be set based on the ProComp Salary Setting Schedule and will be set following the same guidelines as a teacher. Procomp base-building incentives and COLA’s will be the only way to increase salary as a PO.
  3. New Hires: Teacher/SSP to PO
  4. Teachers moving into a PO Position will continue to be paid at their teacher hourly rate. No increases in salary for accepting a PO position will be allowed. Procomp Base-building incentives and COLA’s will be the only way to increase salary as a PO. Please note additional work days may increase annual income.
  5. PO moving back into a Teacher/SSP
  6. (hired 7/1/2013 or later) PO’s moving back into the teaching role will receive no increase or decrease in base salary.
  7. (hired prior to 7/1/2013: non-teacher/SSP) PO’s that did not come from a teacher/SSP position moving back into the classroom willbe set based on the ProComp Salary Setting schedule. PO’s moving back to the classroom can be brought in as high as step 13 (no step 10 limit). Salary increases for ProComp (9/1/2013 and later) will be retained.
  8. (hired prior to 7/1/2013 as teacher/SSP): Salary for a PO moving back into the classroom will be set back to the last teacher salary prior to moving into the PO position. Any increase in salary for movement into PO position will be lost. Salary increases for ProComp as PO (9/1/2013 and later) will be retained.
  9. ProComp Considerations:
  10. PO’s that never opted into ProComp will remain on the traditional schedule. Accepting a Peer Observer position does not qualify as an opt in for ProComp.
  11. PO’s moving back into teacher role will lose Complexity Stipend.
  12. PO ProComp incentives (POSGO, POCPE) will be payable in September if employee transfers, retires, or moves back into teacher/SSP role (DCTA). PO ProComp incentives are not payable if the PO leaves the district voluntarily prior to payment.
  13. Peer Observer colas will match ProComp teacher colas. Peer Observers will follow the same cola schedule as the rest of DCTA.

Peer Observer Incentive Pay:

  • A complexity stipend of $3,650 will apply and will be spread evenly over 12 months.
  • PO’s are eligible for a department funded“Hard to Serve” stipend of $500 or $1,000 and will be applied for those serving a high number of schools. Hard to Serve eligibility will determined by Peer Observer Leadership.

Peer Observer ProComp:

Incentive / Criteria
PDU – 2% of index / PDUs must be approved by the Director of Peer Observers and meet existing PDU requirements (study, demonstration, reflection).
POSGO– 1% of index / SGOs will be tied to goals that are set between PO and the Director. An overall performance rating of “3” or above is required to receive the incentive.
  • Overall rating of “3” results in a lump sum payment.
  • Overall rating of “4” or “5” results in a base-building increase.

POCPE – 1% of index / The CPE base-building incentive will be earned by POs who receive a rating of “3” or above on their performance evaluation every year until 14 YOS.
Tuition/Student Loan Reimbursement / Reimbursement for tuition and student loans will be granted as long as evidence of payment and satisfactory course work is provided. $1000 a year. $4000 lifetime as PO or/and as Teacher.
Hard to Staff - 6.4% of index / A ProComp hard-to-staff incentive will apply to those incoming POs who are supporting Secondary SPED, Math and ELA-S. Must be hired into PO role after 7/1/2013.

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9/1/2014