It means understanding the language of power. Yes, we’re negotiating a contract but not just any contract. The performance contract between a principal and their LSC is not the same as our union’s CBA. The CBA governs how CPS must treat us. It defines our rights as employees across the district. Knowing that difference and naming it is part of building power. It doesn’t mean we’re against transparency or feedback, but we won’t let it be used to divide us. We’re not opposed to conversations. We’re opposed to manipulation. When CPS invites a few principals to private meetings and then claims to have heard from “school leadership,” it’s not transparency. It’s an attempt to bypass the union. Real transparency starts with respecting collective bargaining, not sidestepping it. It means we are responsible for shaping our own culture. Becoming a union isn’t just about external power, it’s about internal change. Principals and assistant principals now have to get used to thinking and speaking in the language of labor. That means learning terms like “grievance procedure,” “work rules,” and “bargaining unit.” It might feel unfamiliar at first, but it’s how we build a shared understanding of our rights. It doesn’t mean everyone will feel comfortable right away, and that’s OK. Transitions take time. We are moving from a culture of individualism to one of solidarity. That’s a shift in mindset. It means showing up for each other, trusting our process, and recognizing that we are stronger together. Every member is part of this. Every voice helps shape our union. It means we’re no longer stuck reacting to decisions. We’re helping to write the rules. For too long, school leaders have had to implement policies we didn’t create. Now, as a union, we’re not just reacting, we’re negotiating. That doesn’t mean we’ll get everything we ask for, or that our input will always be accepted. But it does mean we’re pushing to have a say in the decisions that directly affect our working conditions. We’re advocating for the policies that support our schools, our leadership, and our students.
This is what collective action looks like: claiming our voice and using it to shape the future. This is more than a name change. It’s a power shift. We’ve stepped into something bigger than ourselves. Becoming a union gives us the tools to fight for dignity, equity, and respect in every CPS school. But tools only work if we use them. That means staying engaged, speaking collectively, and refusing to let anyone define our profession but us. So when someone asks what it means that CPAA is recognized as a union now... you can tell them: It means I don’t stand alone in my profession. It means my union speaks for me. And it means the district will listen.
For too long, school leaders have had to implement policies we didn’t create. Now, as a union, we’re not just reacting, we’re negotiating. That doesn’t mean we’ll get everything we ask for, or that our input will always be accepted. But it does mean we’re pushing to have a say in the decisions that directly affect our working conditions. We’re advocating for the policies that support our schools, our leadership, and our students. This is what collective action looks like: claiming our voice and using it to shape the future.
42 • CPAA QUARTERLY MAG | Q3 AND Q4 2025
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