Please note that we are in process of transferring job descriptions to Google Drive. If one is not in there please reach out to Giovanni at gequintana@aurorak12.org
Our Schools
Aurora Public Schools is the sixth largest district in Colorado. Currently there are
- 4 Early Childhood Education Centers
- 28 Elementary Schools
- 7 P-8 Schools
- 1 6-12 School
- 6 Middle Schools
- 7 High Schools
- 1 Technical College
Visit our interactive map where you can find out more information on each individual school, such as highlights, school data, demographics and more.
Our Students
Aurora Public Schools has more than 40,000 students who come from over 130 countries and speak more than 130 languages. The demographic breakdown of our student is:
|
|
Our Staff
Our staff is made up of employees that are passionate about our kids, who recognize each students unique needs and abilities and recognizes our strength in diversity. Below is a summary of our employee demographics and accomplishments:
Staff Demographics
|
|
|
Staff Accomplishments
- 2019 Colorado Superintendent of the Year
- Every Senior at Aurora West College Preparatory Academy 100% graduation rate for the Class of 2018
- Center of Excellence Award- Century Elementary and Vega Collegiate Academy
- John Irwin Schools of Excellence Award- Aurora Quest K-8
- 2018 Outstanding School Nurse for Students in a Specialty Area- Linda Wood
Learn more about APS
|
Vision Every student shapes a successful future.
|
 |
Mission Our MISSION describes our purpose: In partnership with our community, we accelerate learning for all students to develop the knowledge, skills and character necessary to shape successful futures. |
|
Core Beliefs
|
||
 |
 |
|
The employees of the Aurora Public Schools (APS) play a vital role in executing the mission, vision and strategic plan (APS 2020) of the school district on behalf of its students and the citizens of Aurora. As such, a human capital strategy has been developed to manage the workforce in a district-wide, integrated planning and implementation process that remains current with research and best practices, allows for proactive responses to anticipated environmental and programmatic changes, and seeks to continuously maximize the efficiency and effectiveness of Human Resource (HR) service delivery. |
||
|
Human Capital Strategy Pillars View the full Human Capital Strategy |
||
|
Talent Acquisition |
Talent Development |
Talent Utilization |
|
Recruitment Processes Pipeline Development Selection, Hiring and Onboarding Marketing and Advertising Social Media Employee Referral and Incentives Compensation |
Coaching and Mentoring Induction Teacher Leadership School Leadership Cultural and Linguistic Diversity Urban Schools Focus Performance Management Professional Development |
Engagement and Retention Employee Recognition Employee Engagement Employee Wellness Strategic Retention Leadership Support Succession Planning
|
|
APS Organizational Structure Budget Development and Resource Allocation Methodology Human Resources Organizational Structure Enterprise Resource Planning Infrastructure Policies, Practices and Collective Bargaining Agreement |
||
|
Benefits are an important part of our total compensation package. Here at Aurora Public Schools we offer a variety of benefits options to provide the best care to both our employees and their families. Below is list of some of our employee and employer paid benefits.
APS also has additional valuable programs such as Employee Assistance Program, Health and Wellness and others through Cigna including healthy rewards, identity theft, will preparation and secure travel. For more information you can visit our Benefits website at https://hr.aurorak12.org/benefits/. |
 |
Job Description Review Cycle Information
Each year Aurora Public Schools participates in an annual job description and salary comparison review in order to remain competitive in the metro-area market. APS uses Oehm Consulting Services (OCS), a reputable third-party consultant, to perform an impartial market analysis and to present objective data and recommendations.As part of the job description review process, APS asks employees and supervisors to review the most recent job description and suggest changes according to current practices, education, license requirements, etc. The edited job descriptions are submitted to OCS for salary market surveys. Oehm’s provides data and recommendations based on comparisons of metro area districts similar in student population and demographics.
The following factors are considered when analyzing job descriptions:
- Minimum experience
- Minimum education
- Essential duties and responsibilities based on the frequency and percentage of time allocated to the duty.
- Supervisory duties
The final decisions of salary adjustments are made by the Division of Human Resources in collaboration with division heads. Human Resources looks for a trend of 2-3 consecutive years of at least 5% above or below market of the position’s mid-point salary range before considering an adjustment.If there are adjustments to job descriptions and/or salary ranges, they are normally applied at the beginning of the following contract year.
Job descriptions in the following areas will be reviewed in the corresponding school years:
2021-22
- Paraeducators, Educational Assistants, Campus Monitors, Family Liaisons, and other related jobs
- Division of Equity in Learning
- Print Services
- Pickens Technical College
- Related Administrative and Professional/Technical positions
2022 - 2023
- Maintenance and Operations
- Division of Support (not including Transportation)
- Planning/Construction
- Security
- Information Technology
- Related Administrative and Professional/Technical positions
2023-24
- Secretarial/Clerical
- Finance (excluding Print Services)
- Division of the Superintendent
- Human Resources
- Transportation
Related Administrative and Professional/Technical positions
Current Salary Schedule
Current Salary Schedule: 2022-23 School Year
- 2022-23 Licensed Salary Schedule
- 2022-23 Classified Salary Schedule
- 2022-23 Admin/PT Salary Schedule
Licensed 2022-23 Grandfathered Salary Scale- For those licensed employees in 2020-21 that were able to elect to remain on the previous salary schedule
Previous Salary Schedules
2021-22 Salary Schedules
- 2021-22 Licensed Salary Schedule
- 2021-22 Classified Salary Schedule
- 2021-22 Admin/PT Salary Schedule
2020-21 Salary Schedules
- 2020-21 Licensed Salary Schedule
- Licensed 2021-22 Grandfathered Salary Scale- For those licensed employees in 2020-21 that were able to elect to remain on the previous salary schedule
- 2020-21 Classified Salary Schedule
- 2020-21 Admin/PT Salary Schedule
2019-20 Salary Schedules
| Often times we fill out an application and then think, now what? Who will reach out and what will the next steps look like? Below we have broken down what Aurora Public School's hiring process looks like from start to finish based on job classification. | |
| When filling out the initial application our FAQ may help when trying to troubleshoot some issues as well as provide contacts for those in Human Resources that can assist further. | |
 |
|
 |
|
 |
|
 |
