Introduction to Collective Bargaining for Chicago Principals
Chicago Public Schools officials have resumed contract talks with the Chicago Principals & Administrators Association, the union representing school leaders, after pausing negotiations in the fall. The district recently reached a tentative agreement with the Chicago Teachers Union. The principals union is now seeking its first collective bargaining agreement, with priorities including more professional development, a grievance process for unsuccessful principal candidates, and protections against harassment and abuse of school leaders.
Background on Principals Unionization
State lawmakers passed a bill allowing Chicago Public Schools principals to unionize in 2023. The CPAA, which had long served as an advocacy organization for school leaders and administrative staff, stepped in to fill the role. The prospect of an inaugural collective bargaining agreement marks a new era for principals, who are prohibited from going on strike under the new state law but can enlist an independent mediator to help with contract talks if they stall.
Negotiation Priorities
The union is prioritizing anti-harassment protections, citing a significant number of principals and assistant principals who reported experiencing verbal abuse, threats, harassment, and physical incidents involving students, parents, staff, or community members. The district has pointed to its anti-bullying and harassment policy and student code of conduct as existing protections, but the union argues these policies don’t always go far enough or are not uniformly applied.
Principal Well-being and Retention
The collective bargaining agreement can also make a difference in spelling out where school leaders’ duties end and where other district officials should step in to keep principals focused on serving their students. According to the Chicago Public Education Fund, roughly half of elementary principals and two-thirds of high school principals in the district leave their role within five years. Principals say having more time devoted to improving teaching and learning in their buildings and more financial resources for their schools would improve their experience.
Union Goals and Expectations
The union hasn’t yet presented an offer on salaries and benefits to the district. School leaders in CPS customarily receive the cost-of-living increases that the Chicago Teachers Union negotiates for educators in their contract, which stand at 4% to 5% a year in the tentative agreement. The average principal salary in Chicago is $161,960, while assistant principals make $131,800. The union is seeking a clear description of what the principal’s workday looks like and a process for handling district communications and issues after hours.
Conclusion
The Chicago Principals & Administrators Association is working to establish its first collective bargaining agreement, prioritizing anti-harassment protections, professional development, and clearer boundaries for school leaders. The agreement has the potential to improve the principal experience, retention, and overall well-being, ultimately benefiting students and schools across the district.
FAQs
- Q: What is the Chicago Principals & Administrators Association seeking in its first collective bargaining agreement?
A: The union is prioritizing anti-harassment protections, more professional development, a grievance process for unsuccessful principal candidates, and clearer boundaries for school leaders. - Q: Can Chicago Public Schools principals go on strike?
A: No, principals are prohibited from going on strike under the new state law, but they can enlist an independent mediator to help with contract talks if they stall. - Q: What are the average salaries for principals and assistant principals in Chicago Public Schools?
A: The average principal salary is $161,960, while assistant principals make $131,800. - Q: Why is the collective bargaining agreement important for principal retention?
A: The agreement can help establish clearer boundaries and reduce the workload and stress associated with the role, potentially improving retention among school leaders.
