What are the responsibilities and job description for the Deputy Chief, Labor Relations position at Chicago Public Schools?
Chicago Public Schools (CPS) is a district on the rise, serving over 320,000 students in 500 schools and employing over 40,000 people, most of them teachers. CPS has set ambitious goals to ensure that every student, in every school and every neighborhood, has access to a world-class learning experience that prepares each for success in college, career, and civic life. In order to fulfill this mission, we make three commitments to our students, their families, and all Chicagoans : academic progress, financial stability, and integrity. Six core values are embedded within these commitments - student-centered, whole child, equity, academic excellence, community partnership, and continuous learning.
The Labor Relations team is located within the CPS Law Department. The Law Department provides a full array of legal services to the Chicago Board of Education and the various departments and divisions of the Chicago Public Schools. The Labor Relations team negotiates, administers, and implements all collective bargaining agreements, maintains strong partnerships with the District's various unions, including its largest : the Chicago Teachers Union, advises principals and department leaders on matters related to collective bargaining agreements and labor relations, and generally represents CPS in engagement with its labor partners.
Job Summary :
Reporting to the Chief Labor Relations Officer (CLRO), the Deputy Chief of Labor Relations will assist in the oversight of all aspects of labor relations for CPS. In addition, the Deputy Chief will assist in the supervision, management, and leadership of the Labor Relations team.
The Deputy Chief, Labor Relations will be held accountable for the following responsibilities :
- Collaborate with the CLRO, Chief Executive Officer (CEO), other senior leaders, and school administrators to help develop labor relations and bargaining goals and strategies
- Represent CPS in contract negotiations, other collective bargaining sessions, and impact bargaining discussions with eight labor organizations representing CPS' 40,000 plus public sector unionized employees, most of whom are licensed professional educators and related service personnel
- Represent CPS in the negotiation and drafting of its inaugural collective bargaining agreement with the newly formed principals and administrators union
- Support the CLRO in the management of contract administration, including but not limited to, drafting contracts and any supplemental agreements, implementation of all contract terms, mid-term bargaining with all unions, and oversight of joint contractual committees
- Meeting regularly with labor representatives to establish effective labor / management relations and to preemptively address contractual issues in order to avoid unnecessary grievances
- Assist in leading the engagement with district principals and union representatives on labor issues, including advising CPS managers on best practices, contractual obligations, and creative problem-solving
- Advise and train 1,200 administrators impacted by collective bargaining agreements and related labor issues
- Provide regular briefings and updates to the CEO, senior leaders, and the Board of Education on labor issues and developments
- Support the CLRO in the supervision, management, and leadership of the attorneys and support staff assigned to the Labor Relations team
- Other duties as assigned
In order to be successful and achieve the above responsibilities, the Deputy Chief, Labor Relations must possess the following qualifications :
Education Required :
Experience Required :
Knowledge, Skills, and Abilities :
Conditions of Employment
As a condition of employment with the Chicago Public Schools (CPS), employees are required to :
Be Fully Vaccinated Against COVID-19 - Unless approved for a medical or religious exemption, all employees are required to be up-to-date on COVID-19 vaccinations, including boosters, and to submit proof of vaccination to the district within 30 days of hire. "Up-to-date" on vaccination is defined as being at least two weeks past all primary vaccine doses and any applicable boosters.
