2026-27 DPS Benefits Open Enrollment Guide by Denver Public Schools

DPS Benefits Enrollment Guide

July 1, 2026 - June 30, 2027

Thriving Together: Benefits for Team DPS

The Thriving Together initiative is your guide to the 2026 Active Open Enrollment period at Denver Public Schools.

This year we are conducting an Active Enrollment, which means that your current benefit elections will not automatically roll over into your current plan and will be defaulted into the MotivHealth Employee Only plan for the new year. To ensure you and your family have healthcare, dental, and vision coverage starting July 1, 2026, you must log into Oracle and select your plans by May 8, 2026. This is your opportunity to review new plan options and ensure your benefits align with your needs for the coming year.

DPS is conducting an audit for employees who are receiving “Cash In Lieu.” Proof of coverage will be required to maintain cash in lieu payment.

Important Dates

Open Enrollment: April 20, 2026 – May 8, 2026

Coverage: July 1, 2026 - June 30, 2027

Active Enrollment

All eligible employees must make benefit elections.

If no action is taken then your current enrollment will end as of June 30, 2026, and you will be defaulted into the MotivHealth Employee Only plan for the new plan year.

DPS is conducting an audit for employees who are receiving “Cash In Lieu.” Proof of coverage will be required to maintain cash in lieu payment.

Re-enrollment is required for Health Saving Accounts and Flexible Spending Accounts as they will not roll over into the new plan year.

Pictured (above): Two students sitting at a table holding pencils and hugging.

Common Terms Explained

Review the definitions of these important terms ahead of time to ensure you are choosing the right benefits that fit your situation.

Copay

A copay is a fixed payment you pay for a covered service.

Deductible

A deductible is the amount of money you pay for health care before your insurance starts to help pay. For example, if your deductible is $500, you’ll need to pay the first $500 of your medical bills. After that, your insurance will start covering part of the costs. It’s like a “starting point” before your insurance kicks in!

Co-insurance

Co-insurance is the amount you’re required to pay as your share of medical costs after you’ve met your annual deductible. For example, if your health insurer’s allowed amount for a doctor’s office visit is $100 and your co-insurance is 20%, your cost will be $20, and the insurance company will pay the remaining $80.

Out-of-pocket maximum

This is the maximum you pay out of pocket for medical care. Any charges above this amount are paid 100% by your insurance provider for the rest of the plan year.

Deductibles, coinsurance and copays are all included in our plans’ out-of-pocket maximums.

1095-C

A 1095-C form, also known as Employer-Provided Health Insurance Offer and Coverage Insurance, is an IRS tax form that provides all benefits-eligible employees with information about the health coverage offered by DPS. This form may help you to determine eligibility for tax credits.

Pre-Tax Benefit Deduction

The cost of your benefits is deducted from your paycheck before taxes are calculated, and you are therefore only taxed on your remaining paycheck balance. You pay less taxes with this option.

Post-Tax Benefit Deduction

The cost of your benefits is deducted from your paycheck after taxes are calculated. You pay more taxes with this option.

Oracle

During open enrollment, you will use our new cloud Oracle system also called Employee Space. This is where you select “Your Benefits” to choose your benefits.

Embedded Coverage

With embedded coverage, each family member has their own deductible. If one person hits their deductible, their insurance will start helping, even if the whole family’s deductible isn’t met yet.

Example: If the family deductible is $3,000, but each person has a $1,500 deductible, one person can hit their $1,500 and get insurance help, even if the other family members haven’t reached their part.

Non-Embedded Coverage

With non-embedded coverage, the whole family has to reach the family deductible before anyone’s insurance starts helping.

Example: If the family deductible is $3,000, the whole family has to spend that amount together before anyone gets insurance help.

Medical Subsidy

Financial assistance that helps people pay for healthcare, if you qualify.

Pictured (above): Four students hug and smile at each other in the library.

Oracle Benefits Open Enrollment

Oracle - How to Sign Up or Make Changes to Benefits During Open Enrollment

Learning Objectives:

You will be able to enroll in benefits in Oracle during Open Enrollment.

Note: You need to be eligible for benefits in order to enroll during Open Enrollment. Please view the Benefits Open Enrollment page on The Commons for more information about eligibility and the individual plans and options available to you within the benefits guide for the year.

a. Navigate to the Oracle - Employee Space Login Page.

b. Click on Single Sign on. Enter your DPS Username and Password and click Sign In.

c. You may have to approve your sign in with Duo if it is your first time logging in for the day.

Navigate to Benefits

d. From the Home Screen, select Me.

e. Click on the Benefits Icon.

Begin your Enrollment Journey

f. At the top of the landing page, click on Enroll Now. You will now be on the enrollment Journey.

g. Click the first task to have the option to choose how to enroll; Express (Reviewing current enrollments and submitting them) or Discovery (Analyzing all available options before selecting). Discovery is the default path. Click Continue to go to the next task.

h. On the second task you have the option to add any benefit dependents. Click the Plus (+) sign to add them. Click Submit after filling in the Contact’s information. Click Continue when finished adding any dependents.

Note: To add a Dependent (Spouse, Domestic Partner, child, etc.) enter the following Required information for a New Contact: Last Name, First Name, Relationship, Start Date of this Relationship (enter the your date of hire or (if applicable for a Child Dependent),

Who You Can Add to Your Benefits

You can add the following family members to your benefits:

• Spouse (married, common-law or domestic partners).

• Child(ren) (up to age 26) — biological, stepchildren, legally adopted children, or child(ren) for whom you are the legal guardian.

• Disabled dependents.

How to Prove Your Dependents: If adding dependents, you’ll need to provide supporting documents like:

• Birth certificates for children.

• Marriage/domestic partner certificates.

• Adoption or legal guardianship documents.

Qualifying Life Events

Life changes like marriage, having a baby or losing your current coverage allow you to make updates to your benefits outside of the regular Open Enrollment period. Be sure to notify HR as soon as this happens to ensure you can make the necessary changes.

What Happens If You Don’t Enroll?

If you currently don’t have coverage through DPS and don’t take action during Open Enrollment, you will automatically be enrolled in the MotivHealth Employee Only medical plan. You will not automatically be enrolled in a Health Savings Account (HSA).

Pictured (above): Assistant Principal Alissa Jonesz (left) and Facilities Manager Antonio Reveles (right) pose in front of John F. Kennedy High School entrance.

Oracle Benefits Open Enrollment

Oracle - How to Sign Up or Make Changes to Benefits During Open Enrollment

Learning

Objectives:

You will be able to enroll in benefits in Oracle during Open Enrollment.

Login to Oracle

a. Navigate to the Oracle - Employee Space Login Page.

b. Click on Single Sign on. Enter your DPS Username and Password and click Sign In.

c. You may have to approve your sign in with Duo if it is your first time logging in for the day.

Navigate to Benefits

d. From the Home Screen, select Me.

e. Click on the Benefits Icon.

Begin your Enrollment Journey

f. At the top of the landing page, click on Enroll Now. You will now be on the enrollment Journey. You will now be on the enrollment Journey.

the date of birth of your child whichever date is more recent), Gender, Date of Birth and National Identifiers (an ITIN or SSN is required).

i. On the third task, click Edit to begin choosing enrollments.

Make enrollment selections

j. The first part of going through the enrollment will be the legal disclaimer. Please read through and make your selection. Upon acceptance, you may continue with enrollment.

k. The next section will provide the plans and options for benefit credits and medical insurance applicable to your situation. Be sure to follow any disclaimers and message pop-ups as certain plan combinations go together (e.g., Benefit Credits and Excess Benefit Credits).

l. You may filter the options to better find a plan and option that works for you. Click Enroll to select the Plan and Option that works for you. Make sure to click Unenroll on the Plans or Options that are selected by default if you are choosing a different Plan or Option. You may receive an error message when submitting if you do not Unenroll from those defaults. Click Continue when ready to move to the next section.

Note: Benefit Credit and Medical options must match (Pre-tax credit with Pre-tax medical, After-tax credit with After-tax medical).

m. The next section provides options for dental and vision insurance. Click Continue after clicking Enroll on any desired options.

n. The next section allows enrollment in HSA and/or FSA plans as applicable for selected medical plans. After making any choices here, click Continue to move to the next section.

Note: When selecting one of these plans, there is an option to select how much to contribute annually. Enter the amount and click Save.

o. The next section displays a few automatic enrollments paid by DPS (Group Life, AD&D, LTD) and provides the option to enroll in additional Life insurances. After making any choices here, click Continue to move to the next section.

Note: Enrolling in Optional Life Insurance will open a panel to select the coverage amount. Click Save after selecting a coverage amount.

p. The next section provides options for supplemental insurances (e.g., accident, critical illness, hospital indemnity, and legal). Make any enrollments desired and click Continue.

Note: Enrolling in Critical Illness will open a panel to select the coverage amount. Click Save after selecting a coverage amount.

q. The next and final section provides a summary of all selections made for review. You may go back and make changes at this time by clicking the Pencil Icons on each section if needed. When you are satisfied with your enrollments, click Submit.

r. You’ll be returned to the Enrollment Journey screen and a message will display that enrollment has been submitted. The last task on the Journey will show if there are any Pending Actions required based on items chosen as part of enrollment (e.g., Proof of Good Health), otherwise enrollment is now complete.

s. You will also receive an automated confirmation email of your benefits elections with a link to view the Benefits Summary.

Your Benefit Options

Types of Health Plans

Set fees (copays) for things like doctor visits and most prescriptions.

You can set aside pre-tax money in a flexible spending account (FSA) to help pay for these costs.

Works best if you want predictability in costs.

Health Insurance Providers

You can choose one of three insurance providers:

Kaiser Permanente:

You pay full price for doctor visits and prescriptions until you reach a set amount (deductible).

You can set up a Health Savings Account (HSA) to save money for these expenses.

Offers care in one place; see your doctor, get tests and pick up prescriptions all at the same location. Kaiser is known for coordinating care well.

MotivHealth:

A network that helps you compare costs before receiving care. Offers a 24/7 customer service team to assist with finding affordable care.

United Healthcare:

Provides personalized health benefits, wellness services and options for saving on health care costs.

For the 2026–27 year, medical premiums per paycheck are impacted by factors like union benefits and subsidies from Denver Public Schools (DPS).

• Union-based benefit credits are funds provided through agreements between the union and DPS to help cover the cost of benefits. Most staff at DPS are part of an employee association (also called a union). Your job at DPS decides which association you belong to.

• Subsidies are financial assistance from DPS that help reduce the overall cost of benefits for employees and their dependents.

By combining union credits and subsidies, DPS aims to provide affordable benefits that support the financial well-being of employees and their families.

Pictured (above): Teacher at Florida Pitt-Waller helps a group of young students with an activity.

Benefit Plans

Here are the benefit rates for the 2026-27 plan year starting July 1, 2026, to June 30, 2027. The rates do not include the buydown of $13.23 per paycheck, benefit credits and subsidies.

Here is an example of how to calculate your rate:

For example, a DCTA member chooses the Kaiser Permanente DHMO 1000 plan with Employee and Children coverage:

United Healthcare

Kaiser Permanente

MotivHealth

Scenarios

Denver Public Schools has both unionized and non-unionized employees. There are currently 10 different unions within DPS with a total of 11 collective bargaining agreements. Benefit credits differ by collective bargaining agreement.

MotivHealth example:

Harry needed to get a Colonoscopy and the hospital was going to charge $3,000 for this procedure. Harry then called MotivHealth to see if this was the best option, MotivHealth provided a surgical center that cost $1,300 and then with self pay, MotivHealth sent money to Harry to apply toward his deductible. Motivhealth also has international pharmacy services where you are able to get approved medication at little to no cost.

Kaiser example:

The hospital network is a “one stop shop” for employees. If Sara needed to go to her primary doctor, then needed labs and medication, it can all be filled at one site.

United HealthCare example:

Jim needs a specific hospital network and has a chronic condition. Jim selected the “SELECT COLORADO PLAN” under United HealthCare where he was able to be covered at a narrow network instead of a wide range network, which come at a higher cost to employees.

Union/Employee Association Who is covered

ABGW: Association of Building, Grounds and Warehouse

Non-Union Administrator, Protech, Analysts, Coordinators, EGC Instructor, Athletic Trainer

DSLA: Denver School Leader Association

Non-Union Extended Learning

Guest Teachers / Active Retirees / Long Term Sub / Temporary Employees

ATU: Amalgamated Transit Union

CFFSP: Colorado Federation of Schools Safety Professionals

CWA: Communication Workers of America

DAEOP: Denver Association of Educational Office Professional

Building maintenance, warehouse, truck drivers and crew chiefs.

Non-Union, Managers Directors Protech.

Principals, assistant principals and deans.

Program leaders and ELCS employees.

Guest teachers, active retirees, long term subs and temporary employees.

Full-time bus drivers, hourly bus drivers, vehicle maintenance technicians, vehicle service technicians, parts and tools room and counter clerks.

Patrol officers, emergency safety dispatch officers.

Custodians, crew leads, assistant faculty managers and custodial helpers.

Bookkeepers, office support, accounting technicians and other clerical employees.

Eligibility

Full-time (30 hours or more per week) employees only.

Based on FTE

20-29.99 FTE hours per week and 30 hours or more per week. (Medical Subsidy)

30 hours per week, or 130 hours of service per month (Medical Subsidy)

Prorated bus drivers, full-time mechanics, full-time techs, parts and tools room.

Full-time (30 hours or more per week) employees only.

Full-time (30 hours or more per week) employees only. Employees working 2029.99 hours per week (Medical Subsidy)

Full-time (30 hours or more per week) employees only) Employees working 30-40 hours per week will receive this subsidy in additon to benefit credits (Medical Subsidy)

DCTA: Denver Classroom Teachers Association

DFPNSE: Denver Federation of Paraprofessionals and Nutrition Service Employees

Teachers, Special Service Providers (SSPs), Education Sign Language Interpreters (ESLI), career technical education instructors (CTE), associate teachers and military instructors (JROTC).

Special education, general assignment, bus assistance and ELA paraprofessionals; campus safety officers and food service workers and managers.

FMA: Facility Managers Association Facility managers.

VTF: Vocational Teachers Federation

Adult vocational instructors.

All Employees are eligible (Prorated FTE)

Paraprofessionals working 20 or more prorated by FTE, full-time Food Service Managers (30+ hours). Paraprofessionals working 6+ hours per day in addition to benefit credits (Medical Subsidy).

Food Service Managers working 6+ hours per day in addition to benefit credits (Medical Subsidy). Food Service Workers working 6+ hours per day in addition to benefit credits (Medical Subsidy). Food Service Workers working 4-5.99 hours per day in addition to benefit credits (Medical Subsidy).

Full-time (40 hours per week) employees only

VTF full-time rates 1.0-1.75 FTE Prorate by FTE from .5 FTE to .74 FTE

Benefit Credit/Subsidies Groups

Union/Employee Association

DFPNSE: Denver Federation of Paraprofessionals and Nutrition Service Employees

Paraprofessionals working 20 or more prorated by FTE:$150.41

Full time food service managers (30+ hours). $148.64

Paraprofessionals working 6+ hours per day in addition to benefit credits (Medical Subsidy)

$21.09

Food service Managers working 6+ hours per day in addition to benefit credits (Medical Subsidy) $22.86

Food service workers working 6+ hours per day (Medical Subsidy)

$171.50

Food service workers working 4-599 hours per day (Medical Subsidy) $100.00 Child: $116.75

$50.00

$116.75

FMA: Facility Managers Association $208 Not Applicable

VTF: Vocational Teachers Federation

$210.96 (Prorated by FTE) Not Applicable Child: $116.75

Dental and Vision

Dental Insurance

You have two options from Delta Dental.

Delta Dental Opportunities

You must visit a PPO dentist for coverage.

Predictability of pre-set copays for routine office visits and most prescriptions.

You can see any dentist, but it’s cheaper if you use a network dentist.

Special benefit for kids under 13 in the PPO plan — all dental care is 100% covered (except for braces).

Vision Insurance (VSP)

You choose your eye doctor, but you save more if you use a provider in VSP's network.

VSP vision insurance offers comprehensive coverage for your vision needs. Frames, contact lens allowance and eye exams are part of the VSP package.

Vision Service Plan (VSP)

Pictured (above): Facility Management employee Brita Langetieg hanging a bird feeder in a tree.

Health Savings Account (HSA)

An HSA is a special savings account where you can set aside money before taxes to pay for medical expenses. The best part? It’s yours to keep, even if you leave DPS or change jobs.

How it works:

• Use the HSA for medical, dental and vision expenses that aren’t covered by your insurance.

• There’s no cap on how much you can keep in your account — it rolls over every year.

• DPS contributes $27.92 per paycheck (that’s $670 a year) to your HSA. You can also add extra money by setting up payroll deductions.

• You may request a change to your Health Savings Account (HSA) amount as often as once per month by submitting a HSA Contribution Change Life Event.

Eligibility:

To open an HSA, you must be enrolled in a Consumer Driven Health Plan (CDHP) through DPS. These are the DPS plans that work with an HSA:

How to use your HSA funds:

You’ll receive an HSA card (like a debit card) to pay for eligible expenses.

Most people get their card three to four weeks after signing up. If you haven’t received yours, contact HealthEquity at 866-346-5800. For

Pictured (above): Hallett Academy student smiles in classroom.

Flexible Savings Account (FSA)

An FSA lets you save money on medical, dental and vision expenses using pre-tax dollars, meaning you don’t pay taxes on the money you put into the account. But keep in mind: if you don’t use the money by the end of the year, you lose it.

Types of FSAs DPS offers:

Health Care FSA:

Use this for medical expenses like doctor visits, prescriptions and copays that your insurance doesn’t cover. You can use all the money you set aside at the beginning of the year.

Limited Purpose FSA:

This is for dental and vision expenses only. You can use this if you also have a Health Savings Account (HSA).

Dependent Care FSA:

This covers childcare or care for a dependent, such as a child under 13 or someone who can’t care for themselves. The money is added to your account each pay period, and you can use it as it comes in.

• Your annual election cannot be changed after enrollment closes.

• If you leave DPS or cancel your FSA, any leftover money will be lost.

• You have 90 days after your last day or a life event to submit claims for reimbursement.

Pictured (right): Escalante-Biggs student with a book sitting next to classroom library.

Supplemental Benefits

CHUBB Critical Illness Insurance

• Get paid if you’re diagnosed with a heart attack, stroke or cancer.

• Get one big payment right when you’re diagnosed.

• Use the money for anything (bills, rent, whatever you need).

CHUBB Accident Insurance

• Get paid when you have an accident (like breaking a bone or getting injured).

• Covers various treatments like:

• Emergency room visits.

• Doctor visits.

• Physical therapy.

• Medical equipment (like crutches).

• Perfect for active people and families with kids.

• Extra bonus money if you get hurt playing organized sports.

CHUBB Hospital Indemnity

• Get paid when you have to stay in the hospital.

• Get money two ways:

• One payment when you’re admitted ($500).

• Daily payments while you stay ($100/day).

• Double money if you’re in intensive care (ICU).

• Even covers childbirth stays!

CHUBB Supplemental Insurance

• Gets paid directly to you.

• Use the money however you want.

• Works with your regular insurance.

• Family friendly.

• Can cover your whole family.

• Spouse and kids up to age 26 are covered.

• No medical questions to join.

• Extra perks.

• All plans give you $50 for getting check ups.

• Keep coverage if you change jobs.

• Automatically renews each year.

For more information about Chubb, please visit the Supplemental Benefits page on The Commons.

Pictured (left): Florida Pitt-Waller students smiles with a stack of books in the library.

Voluntary Payroll Protection / Denver Teachers Club

Full-time DPS employees receive additional $60 of sick pay for each work day missed due to personal illness or injury. This is a one- to five-year vested program per membership year, with five days to 200 days available to claim. You do not need to exhaust all your accumulated sick leave before using this benefit, and claims can be made each year of membership. This benefit is funded by active employees’ membership through automatic monthly payroll deductions of $10 per month. To sign up, application forms are available on dpssbp.org under ‘forms’, or call the Supplemental Benefits office (Denver Teachers Club) at 303-377-0222

Who Can Join?

For more information please visit: Voluntary Payroll Protection Plan / Denver Teachers Club

Any full-time Denver Public Schools employee who gets paid year-round.

Home and Auto Insurance: Get discounts for home and car insurance through the plan.

• All DPS employees may be eligible for discounted auto and home insurance through MetLife. MetLife offers savings through group discounts and great driver statuses. Check out MetLife’s Auto and Home Insurance Plan or call MetLife at 1-800-GET-MET8 (438-6388).

• To enroll in this benefit, please contact the vendor directly. You can enroll in this plan anytime.

Legal Insurance: Covers legal fees.

• Legal plans are available to employees working 20+ hours per week. You can gain access to legal advice and representation for a variety of legal matters including estate planning, civil suits, adoption, identity theft and more.

• Visit www.legalplans.com/metlaw/ (non-members) or members.legalplans.com (members), or call 1-800-821-6400. The access code is 9900054.

• Sign up during Open Enrollment.

Pet Insurance: Covers expenses related to your pets.

DPS employees can get discounted pet insurance through MetLife as well. It covers health issues and accidents for pets like dogs, cats, birds and reptiles. There are three plan options to choose from. For more information visit MetLife Pet Plan or call 1-800-GET-MET8 (438-6388).

To enroll in this benefit, please contact the vendor directly. You can enroll in this plan anytime.

Life and Disability Insurance:

• Life Insurance: Helps your family financially if something happens to you.

• Disability Insurance: Provides income if you can’t work because of illness or injury.

• Basic Life Insurance and AD&D (Accidental Death and Dismemberment) Insurance: DPS automatically provides Basic Life Insurance to all active, benefits-eligible employees at no cost to them through MetLife. The coverage amounts are as follows:

• Full-time employee Basic Life Coverage: 2x your base annual earnings, a maximum of $300,000

• Full-time employee AD&D coverage: 2x base annual earnings, a maximum of $300,000

• Part-time benefits-eligible employee Basic Life coverage: $2,500

*Please note that coverage amounts begin to reduce at age 65.

Commuter

Offered through HealthEquity/WageWorks, you can use pre-tax dollars to pay for your RTD pass, voucher or work related parking fees. Learn about available commuter benefits, eligible expenses and more on WageWorks or by calling 1-877-924-3967.

To enroll in this benefit, please contact the vendor directly. You can enroll in this plan anytime.

Discounts

DPS team members have exclusive access to discounts on local and national popular brands, retailers and services through Beneplace.

• Cell phone services

• Dining and groceries

• Electronics

• Entertainment

• Travel

• Insurance

• Sports and outdoor products

Retirement Plans

Retirement Savings Plans: 403(b), 457(b), PERAPlus 401(k)

As a DPS employee, you have a few options to save for retirement.

403(b) and 457(b) Plans (Tax-Sheltered Annuity or TSA):

These are retirement plans available to all DPS employees. They let you save additional money for retirement, above and beyond the Colorado PERA pension.

• Automatic Enrollment: If you’re hired on or after Aug. 1, 2023, you’re automatically enrolled in the VALIC 403(b) with a 2% paycheck contribution. You can opt-out or change how much you save anytime.

• Why are they good?: These plans are tax-sheltered, meaning the money you contribute is deducted from your paycheck before taxes, lowering your taxable income now and helping you save more for retirement.

• Contribution Limits: In 2026, you can contribute up to $24,500. If you’re 50 or older, you can contribute an extra $8,000 as a “catch-up” contribution. Individuals ages 60-63 are eligible for increased “catch-up” contributions.

Public Employee’s Retirement Association (PERA):

As a DPS employee, you’re enrolled in PERA, which provides retirement benefits like a pension, life insurance and more. You won’t build Social Security credits through DPS; instead, a portion of your salary goes into your PERA pension account. DPS also contributes.

• How it works: Your PERA pension is based on your highest-earning years at DPS. The more you earn, the higher your pension. If you want to boost your retirement savings, you can use the PERAPlus 401(k) or other plans like 403(b) and 457(b). Planning for your future while you’re focused on today.

PERAPlus 401(k) Plan:

This is another option to save for retirement in addition to your PERA pension. Your contributions come directly from your paycheck, and you can choose from different investment options.

• Tax Benefits: The 401(k) is tax-deferred, meaning you don’t pay taxes on the money you contribute until you withdraw it. There’s also a Roth option, where you pay taxes upfront, but your earnings grow tax-free, and withdrawals in retirement are tax-free (if certain conditions are met).

• Early Withdrawals: If you take money out before age 59½, you may face a 10% early withdrawal penalty.

For more details on saving for retirement and enrollment links, visit the DPS retirement page. These plans give you different ways to save for the future with options for reducing your taxable income now and increasing your retirement savings.

Pictured (above): Knapp Elementary Principal, Jessica Lujan, poses with five students on the playground.

Employee Assistance Program (EAP)

The Employee Assistance Program (EAP) provides confidential, no-cost services for DPS employees and their dependents, helping with personal or work-related challenges.

EAP Services:

• Work-Life Solutions: Referrals for child/elder care, home repairs, college planning, pet care and more.

• Confidential Counseling: Short-term (5 sessions) counseling for stress, anxiety, family issues, grief, substance abuse and more.

• Financial Support: Budgeting, debt management and tax help with financial planners and experts.

• Legal Support: Free 30-minute consultation and a 25% discount on legal fees for issues like divorce, custody and real estate.

Access EAP:

• Call: 855-327-1377 (855-EAP-1DPS)

• Online: www.guidanceresources.com, enter company ID: DPS.

• To schedule a virtual consultation with Diane Shelton for stress, relationship, or communication issues, call 952-687-4342 or email diane_shelton@optum.com.

• Confidential and HIPAA-compliant services.

Pictured (right): Bruce Randolph art teacher helps

pottery wheel.

Wellness

Our DPS employee wellness program is here to provide engaging, fun and relevant information, and activities for all levels of fitness and health. Our programs are open to all DPS employees and eligible dependents. We aim to facilitate a variety of events that will engage and help you on your wellness journey. We take a number of requests each year to help you coordinate a group workshop at your site. Let's make a difference this year.

A Wellness Champion is a staff member who is passionate about health and wellness and helps spread that enthusiasm to others. They act as ambassadors for the Employee Wellness Program, promoting wellness initiatives, sharing information and encouraging colleagues to get involved. Wellness Champions also help create excitement about living a healthy lifestyle.

If you’re interested in learning more about wellness or want to recommend someone for the champion role, email staffwellness@dpsk12.org.

Employee Wellness Programs:

All DPS employees have access to a number of wellness resources to support their specific wellness goals.

Well Aware Award:

Earn $200 after completing two simple steps. First, complete an online health assessment. Second, complete your annual physical with your physician. Complete this step by May 17, 2026.

Pictured (left): Hallett Academy student flexes arms on the playground.

Resources and Support

If you’re feeling confused or need more help, this section provides contact information for resources available to answer your questions and guide you through the process.

Legal, Life, AD&D, and Other

A 800-GET-MET8

C metlife.pathfactory.com/dps/

Auto, Home, and Pet Insurance

A 800-GET-MET8

C MetLife

Beneplace

C Beneplace

CHUBB

A 800-252-4670

C CHUBB

Colorado Medicaid

A 800-221-3943

C Health First Colorado

Colorado PERA

A 800-759-7372

C Colorado PERA

Connect for Health Colorado

A 855-752-6749

C Connect for Health Colorado

Corebridge Financial

A 800-426-3753

C Corebridge Financial

Delta Dental of Colorado

A 800-610-0201

C Delta Dental

DPS Employee Services

A 720-423-3900

B HR_Connect@dpsk12.org

Benefits Mailbox

B emailbox@dpsk12.net

DPS Employee Wellness

B staffwellness@dpsk12.org

DPS Medicaid Department

A 720-423-2660

C medicaid@dpsk12.org

DPS Payroll

A 720-423-3900 Option 2

Employee Assistance Program (EAP)

A 855-327-1377

C Guidance Resources

Flexible Spending Accounts (FSA)

HealthEquity

A 877-924-3967

C HealthEquity

Health Savings Accounts (HSA) HealthEquity

A 866-366-5800

C HealthEquity

Kaiser Permanente

A 877-883-6698

C Kaiser Permanente

MotivHealth

A 844-234-4472

C MotivHealth

Retirement Manager

A 866-294-7950

United Healthcare

A 866-801-4409

C UHC

Vision Service Plan

A 800-877-7195

C VSP

Denver Teachers’ Club Voluntary Payroll Protection / Denver Teachers Club

A 877-883-6698

C Denver Teachers’ Club

Pictured (above): DPS Employees Sarah Murphy and Vanessa Germaino look at an iPad at a nurses station.

Pictured (above): RASA Teacher helps student write at their desk.

AGBW: Association of Building, Grounds, and Warehouse

MotivHealth CDHP 3500

Kaiser CDHP 1700

Kaiser CDHP 3500

UHC CO Doctors 1000 DHMO

UHC CO Doctors 3500 CDHP

ATU: Amalgamated Transit Union, Bus Drivers

Medical Plans:

ATU receives $273.06 per paycheck (prorated by FTE) when enrolled in medical coverage.

Kaiser CDHP 1700

Kaiser CDHP 3500

UHC CO Doctors 1000

UHC Select Colorado 1000 DHMO

UHC CO Doctors 3500

ATU: Amalgamated Transit Union , Mechanics

Medical Plans:

ATU - Mechanics receive $296.84 per paycheck (not prorated by FTE) when enrolled in medical coverage.

MotivHealth CDHP

Kaiser DHMO 1000

Kaiser CDHP 1700

Kaiser CDHP 3500

UHC CO Doctors 1000 DHMO

UHC Select Colorado 1000 DHMO

UHC CO Doctors 3500 CDHP

ATU: Amalgamated Transit Union Techs/ Parts/Toolroom

Medical Plans:

ATU - Techs, Parts, Toolroom receive $281.71 per paycheck (not prorated by FTE) when enrolled in medical coverage.

MotivHealth CDHP 3500

Kaiser DHMO 1000

CDHP 1700

UHC CO Doctors

UHC Select Colorado 1000 DHMO

UHC Select Colorado 3500 CDHP

CFFSP: Colorado Federation of School Safety Professionals

Medical Plans:

CFFSP receives $200 per paycheck (not prorated by FTE) when enrolled in medical coverage.

Kaiser CDHP 1700

Kaiser CDHP 3500

UHC CO Doctors 1000 DHMO

UHC CO Doctors 3500 CDHP

CWA: Communications Workers of America

(Full-Time)

Medical Plans:

CWA (full-time) receives $192.90 per paycheck (not prorated by FTE) when enrolled in medical coverage.

MotivHealth CDHP 3500

Kaiser DHMO 1000

Kaiser CDHP 1700

Kaiser CDHP 3500

UHC CO Doctors 1000 DHMO

UHC Select Colorado 1000 DHMO

UHC Select Colorado 3500 CDHP

CWA: Communications Workers of America

(Part-Time)

Medical Plans:

CWA employees who work 20-29.99 hours per week receive $100 per paycheck as a medical subsidy when enrolled in medical coverage.

MotivHealth CDHP 3500

Kaiser DHMO 1000

Kaiser CDHP 1700

Kaiser CDHP 3500

UHC CO Doctors 1000 DHMO

UHC CO Doctors 3500 CDHP

DAEOP: Denver Association of Educational

Office Professionals

Medical Plans:

DAEOP receives $161.50 per paycheck (not prorated by FTE) when enrolled in medical coverage. DAEOP employees who work 30-40 hours per week receive a $10 medical subsidy per paycheck.

MotivHealth CDHP 3500

Kaiser DHMO 1000

Kaiser CDHP 1700

UHC CO Doctors 1000 DHMO

UHC Select Colorado

DCTA: Denver Classroom Teachers Association

Medical Plans:

DCTA receives $211.08 per paycheck (prorated by FTE) when enrolled in medical coverage.

MotivHealth CDHP 3500

Kaiser DHMO 1000

Kaiser CDHP 1700

Kaiser CDHP 3500

UHC CO Doctors 1000 DHMO

UHC Select Colorado 1000

UHC Select Colorado 3500

DSLA: Denver School Leaders Association,

Coordinators/EGC Instructor/Athletic Trainer

Medical Plans:

DSLA / Protechs / Non-Union receives $171.50 per paycheck (prorated by FTE) when enrolled in medical coverage.

3500

MotivHealth CDHP

Kaiser DHMO 1000

Kaiser CDHP 1700

Kaiser CDHP 3500

UHC CO Doctors

UHC Select Colorado 1000 DHMO

UHC Select Colorado 3500 CDHP

Extended Learning 30+hrs, Temps,

Guest Teachers, Active Retirees, Long Term Sub

Medical Plans:

Extended Learning 30+hrs, Temps, Guest Teachers, Active Retirees, Long Term Subs that work 30+hr per week receive $171.50 per paycheck (prorated by FTE) as a medical subsidy, when enrolled in medical coverage.

MotivHealth CDHP 3500

Kaiser DHMO 1000

Kaiser CDHP 1700

Kaiser CDHP 3500

UHC CO Doctors 1000 DHMO

UHC CO Doctors 3500 CDHP

UHC Select Colorado 1000 DHMO

Amount per paycheck AFTER MEDICAL AND DEPENDENT SUBSIDIES! Eligible employees (1.0 FTE) in the group do not receive Benefit Credits)

UHC Select Colorado 3500 CDHP

Extended Learning, 20

- 29.99 hrs per week

Medical Plans:

Extended Learning employees who work 20-29.99 hours per week receive $65 per paycheck as a medical subsidy when enrolled in medical coverage

MotivHealth CDHP 3500

Kaiser DHMO 1000

Kaiser CDHP 1700

Kaiser CDHP 3500

UHC CO Doctors 1000 DHMO

UHC CO Doctors 3500 CDHP

UHC Select Colorado 1000 DHMO

UHC Select Colorado 3500 CDHP

DFPNSE:

Employees, Food Service Managers 6+hrs

Medical Plans:

Food service managers (30+hrs) receive $148.64 per paycheck (not prorated by FTE) when enrolled in medical coverage. Food service managers working 6+ hours per day also receive a $22.86 medical subsidy per paycheck

MotivHealth CDHP 3500

Kaiser DHMO 1000

Kaiser CDHP 1700

Kaiser CDHP 3500

UHC CO Doctors 1000 DHMO

UHC

DFPNSE: Denver Federation of Paraprofessionals

and Nutrition Service

Employees, Food Service Managers

less than 6hrs

Medical Plans:

Food service managers (less than 30hrs) receive $148.64 per paycheck (not prorated by FTE) when enrolled in medical coverage.

MotivHealth CDHP 3500

Kaiser DHMO 1000

Kaiser CDHP 1700

Kaiser CDHP 3500

UHC CO Doctors 1000 DHMO

UHC Select Colorado 1000 DHMO

UHC Select Colorado 3500 CDHP

and Nutrition Service

Employees, Food Service Workers 6+hrs

Medical Plans:

Food service workers working 6+hours per day receive $171.50 per paycheck as a MEDICAL SUBSIDY, when enrolled in medical coverage

MotivHealth CDHP 3500

Kaiser DHMO 1000

Kaiser CDHP 1700

Amount per paycheck AFTER MEDICAL AND DEPENDENT SUBSIDIES! (Eligible employees in the

Kaiser CDHP 3500

UHC CO Doctors 1000 DHMO

UHC Select Colorado 1000 DHMO

UHC Select Colorado 3500 CDHP

Medical Plans:

Food Service Workers working 4 - 5.99 hrs per day receive $100 per paycheck as a medical subsidy, when enrolled in medical coverage

Kaiser CDHP 1700

Kaiser CDHP 3500

UHC CO Doctors 1000 DHMO

Select Colorado 1000 DHMO

UHC

UHC Select Colorado 3500 CDHP

Employees, Paraprofessionals 6+ Hours

Medical Plans:

Paraprofessionals working 20 hours or more receive $150.41 per paycheck (prorated by FTE) when enrolled in medical coverage. Paras working 6+ hours per day also receive a $21.09 medical subsidy per paycheck.

MotivHealth CDHP 3500

Kaiser DHMO 1000

Kaiser CDHP 1700

Kaiser CDHP 3500

UHC CO Doctors 1000 DHMO

UHC Select Colorado 1000

DFPNSE: Denver Federation of

and Nutrition Service

Employees, Paraprofessionals less than 6 Hours

Medical Plans:

Paraprofessionals working 20 hours or more receive $150.41 per paycheck (prorated by FTE) when enrolled in medical coverage.

MotivHealth CDHP 3500

Kaiser CDHP 1700

Kaiser CDHP 3500

UHC CO Doctors 1000

UHC Select Colorado 1000 DHMO

UHC Select Colorado 3500 CDHP

FMA: Facility Managers Association

Medical Plans:

FMA receives $208 per paycheck (not prorated by FTE) when enrolled in medical coverage.

MotivHealth CDHP 3500

Kaiser DHMO 1000

Kaiser CDHP 1700

Kaiser CDHP 3500

UHC CO Doctors 1000 DHMO

UHC Select Colorado 1000

UHC Select Colorado 3500

VTF: Vocational Teachers Federation

Medical Plans:

VTF receives $210.96 per paycheck (prorated by FTE) when enrolled in medical coverage.

MotivHealth CDHP 3500

Kaiser DHMO 1000

Kaiser CDHP 1700

Kaiser CDHP 3500

UHC CO Doctors 1000 DHMO

UHC Select Colorado 1000 DHMO

UHC Select Colorado 3500 CDHP

Open Enrollment Events Coming Soon!

Get help with enrolling or waiving your benefits for the 2026-27 year. English and Spanish support will be available.

Tuesday, April 21

April 22

Pictured (right): Cheltenham teacher sits at table with student helping with their activity.