Q: Autonomy is often talked about as key to principal leadership. How do you see that playing out? PRINCIPAL: “Autonomy without resources just feels like ‘you’re on your own.’ We need the district to match trust with support, with real resources, with leadership development, and all the tools to succeed.” CHKOUMBOVA: “Autonomy means principals have the freedom to make decisions that best serve their unique communities— from who’s on staff to how budgets are allocated. But autonomy isn’t meaningful without the resources and supports to back it up. We have to ensure principals aren’t just left to fend for themselves.” Q: CPS talks about equity through targeted universalism. How does that translate to what “Equity can’t be a buzzword. It has to be reflected in what’s actually in our budgets and professional development plans. We have a long way to go on that sadly.” CHKOUMBOVA: “Targeted universalism means we distribute resources based on what each school specifically needs, not just spreading everything evenly. This approach helps us address long-standing inequities and makes sure schools with greater challenges get the support they require.” schools get? PRINCIPAL:
Q: Compliance paperwork and outdated data systems are a huge burden. What’s being done about that? PRINCIPAL: “Appreciate the honesty. It is disappointing that there is no plan put forth to fix the problem.” CHKOUMBOVA: “I hear how exhausting the compliance demands are, and it’s a top priority to modernize systems and streamline reporting. Principals should spend their time leading and not drowning in paperwork. We are actively working on this, but it’s a complex problem and change takes time.” Q: Grievances are often seen as attacks. Can we discuss that a little? PRINCIPAL: “When grievance processes work well, they protect principals and schools. But when they don’t, they’re too easily weaponized against us. Groups like LSCs and PPCs often overstep, and CPS rarely steps in to support school leaders. We’re left with tattered reputations and sometimes without a contract over issues that were completely out of our control. I want to see more done to address that.” CHKOUMBOVA: “Grievances aren’t personal. They’re necessary to ensure agreements are honored and issues get resolved fairly. As we finalize the principals’ contract (CBA), we’re committed to creating grievance processes that are clear, fair, and build trust—not divide.”
14 • CPAA QUARTERLY MAG | Q3 AND Q4 2025
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