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A Professional Model of Teaching

The most important in-school factor contributing to student success is the teacher. The world’s best performing education systems consider teaching a profession, which not everyone can or should do. It requires a high level of personal commitment, and some might even say it is a calling. Professions are also selective, have quality pre-service training which includes practical experience, and an ongoing commitment to mastering the art of the work over a period of years or even decades.

Jeffco Public Schools commits to this professional model of teaching and in doing so, also commits to treating our professionals with respect and dignity. The best instructional decisions for students happen close to the work, which is why our professional model of teaching must also empower educators to make key decisions about instructional approaches, curricular resources, and lessons. We must empower and support our educators to take charge of their own professional learning, and continue to refine intentional systems of peer feedback, collaboration, and support.

In committing to a professional model of teaching, we must also compensate our educators as the knowledge-workers they are. People working in education are primarily interested in helping students and their community, but they also must consider financial realities like everyone else. As a system, we must commit to paying our teachers (and all our employees) a fair, livable, and reasonable wage so we can recruit talented educators for Jeffco as well as retain the great talent we already have.

Theory of Action

IF we implement district and school-specific criteria of classroom teacher attributes, aligned with student demographics and learning needs, in order to attract, hire, retain and competitively compensate skilled classroom teachers, and provide on-the-job professional that is applied in the classroom
THEN high quality classroom teachers will be empowered and prepared to make key instructional decisions to transform student learning.


  • Recruitment: By 2021 the average number of highly-matched applicants by school-specific criteria for each teaching job opening will be a minimum 10:1 (10 candidates to 1 opening).

  • Selection/Hiring: By 2021/22 the average Jeffco starting teacher step placement (average step placement of all hires in a single year) will increase by one-half step.

  • Compensation: By 2021/22 the average Jeffco teacher salary will be within 5% of similar front range districts.

  • Retention: By 2021/22, Jeffco will have less than 4% turnover rate of on-going teachers for reasons related to job satisfaction, compensation, or promotion opportunities within education field.

  • TLCC/Staff Survey: By 2022/23 the index of 9 questions will increase by at least X points. (X variable will be determined after receiving this spring's survey results.)

Tactic Team

Amy Weber (Tactic Lead) - Chief Human Resources Officer
Keri Baca - Director, Employee Records
Jody Barker - Coordinator, Teacher Induction
David Bell - Director, Employment Services
Lisa Elliot - Executive Director, JCEA
Mindy Feir - Principal, Deane Elementary
Gavan Goodrich - Principal, Ralston Valley High School
Marcy Hoefner - Achievement Director
Kristen King - Teacher, Bell Middle School
Ellie Martinez - Director, Professional Development
Jennifer Mulhern - GT Resource Teacher
Tara Pena - Principal, Oberon Middle School
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