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COMMON APP IS CLOSED
Participate In Group Learning
Principals participate in professional learning sessions to further develop as a cohort
Principals participate in professional learning sessions to further develop as a cohort
Building Early Learning Leaders (BELL)
Building Early Learning Leaders (BELL)
Description:
Building Early Learning Leaders (BELL) is a cohort-based program designed for school leaders and administrators to strengthen their leadership of early learning programs in their schools by identifying and implementing strong early learning practices. Expert early learning leadership coaches from VOCEL partner closely with you to determine the most pressing challenges in your early learning program and develop a tailored action plan, working alongside you and your team to support implementation and improve outcomes for our earliest learners.
BELL members receive:
Group professional development, with accompanying ISBE professional development hours
On the ground implementation support via coaching
Access to online modules and ready-to-use resources
Invitations to learning and social events with panel discussions, guest speakers, and networking
A network of CPS school leaders committed to early learning excellence
Participation
To get the most out of the community, we ask for participants to:
Attend quarterly 2-hour community learning events (both in person and virtual)
Engage in coaching with BELL coaches
Attend additional networking and in-person events
Interest Only: Design Coaching to Implement (DCI)
Interest Only: Design Coaching to Implement (DCI)
The Fund's Design Coaching to Implement is a full year of implementation support — one on one coaching and cohort learning. School teams will create a new project for their school, or get support on an existing initiative. Additional design studios are offered throughout the school year, which teach school-based teams how to conduct empathy interviews and use those insights to design responsive programming with students and in communities. Participating teams are eligible for CPDU credits and a $1,000 stipend.
[Interest Only]
Interest Only: Summer Design Program (SDP)
Interest Only: Summer Design Program (SDP)
The Fund's Summer Design Program (SDP) helps school teams utilize design thinking to develop solutions that prioritize student needs and tackle pressing challenges faced by specific student groups. Through a partnership between The Fund and Leadership + Design, participants engage in Design Studios—interactive two-day workshops that equip teams with skills in empathy interviews, design thinking-based problem-solving, and creating strategies to accelerate learning.
[Interest Only]
Develop My Leadership
Principals complete intensive learning and school leadership development
Principals complete intensive learning and school leadership development
Apply: CPS Executive Principal Fellows
Apply: CPS Executive Principal Fellows
Description:
The CPS Executive Principal Fellows program is designed for experienced principals (ideally in years 7-10) who have demonstrated significant impact in their schools and aspire to further develop their executive leadership skill, with a potential future transition to district-wide leadership in Central Office. Participants will engage with the Northwestern University Kellogg faculty, CPS Central Office leaders, and a cohort of peers through immersive sessions, including those held at Northwestern's Chicago campus. The program offers a blend of curriculum and applied learning focused on complex systems thinking and building valuable connections within the Fellows alumni network. This listing on the Common Program Application is to gauge interest in the program’s next 18-month cohort.
CPS Executive Principal Fellow Profile:
Core Qualifications
Deep Leadership Experience: Candidates must have at least 7 years of principal experience, with a history of strong school and principal performance. Note: Candidates in years 7–10 of their principalship will be prioritized.
New Perspective: This opportunity is reserved for leaders who have not previously participated in the CPS-Northwestern Fellows program.
District-Wide Influence: Applicants should demonstrate leadership that extends beyond their local school community to impact the broader district.
Operational Readiness
Institutional Stability: Candidates must have established robust systems and structures at their current school, allowing them to step away and engage fully in programming without disruption to school operations.
Commitment & Capacity: Fellows must possess the bandwidth to meet the program's rigorous time commitments and participate in all sessions.
Future Outlook & Support
Career Trajectory: A strong desire to transition into Central Office leadership in the near future is essential.
Endorsement: High-level support and approval from Network Leadership are required for participation.
[Click Below to Apply]
APPLY HERE: [Link to CPS Principal Fellows Application]
Interest Only: Great Expectations Mentoring (GEM) Fellow
Interest Only: Great Expectations Mentoring (GEM) Fellow
The Office of Equity's Great Expectations Mentoring (GEM) Program exists as a pipeline for equipping and advancing African American male and Latinx education leaders in Chicago Public Schools for the next stage of their leadership and equity journey.
During the year-long program, GEM fellows work closely with district leaders to practice leadership skills, develop equity lenses, and connect with GEM mentors and other innovators in order to operationalize their own leadership transformation in relation to their school and district work. The mentoring program connects fellows with leaders internal and external to the district that can help them test ideas, reflect on their own practices, model and affirm practices and approach, and navigate challenging situations ultimately building the fellows leadership capacity.
GEM Fellow Profile
African-American males and Latinx employees that are CPS Principals, Assistant Principals, and Central or Network Office managers and Directors
An employee of CPS for at least 1 year
Performance Evaluations:
School Leaders: Principal Supervisor Recommendation (which for internal candidates is sought by the Common App team, not submitted directly by candidates)
Central & Network Office Employees: Rated proficient or higher in most recent performance evaluation
[Interest Only]
Interest Only: Pipeline School Visits for SY2027
Interest Only: Pipeline School Visits for SY2027
Description:
The DPQ School Leadership Pipeline Team is excited to continue our Pipeline School Visits for the upcoming school year. These informal, 60-to-90-minute sessions are designed to strengthen the bridge between district-level programming and the daily realities of school leadership.
Why Host a Visit?
These visits are a unique opportunity to showcase your school’s progress and influence the future of leadership development at CPS. Our goals for these sessions are to:
Why Host a Visit?
These visits are a unique opportunity to showcase your school’s progress and influence the future of leadership development at CPS. Our goals for these sessions are to:
Highlight Excellence: Share your school’s unique culture, specialized programs, and innovative best practices.
Exchange Leadership Insights: Discuss your personal leadership journey and provide direct feedback to help us refine and enhance our pipeline programs.
Spotlight Future Talent: Introduce us to your administrative team or identified aspiring leaders who are ready for the next step in their professional growth.
Observe Practice in Action: Lead us on a brief walkthrough of classrooms or specific school areas that best represent your current instructional focus.
What to Expect
Visits are designed to be low-stakes and high-impact. They are entirely informal and can be tailored to fit your schedule. Whether you prefer a 1:1 conversation or a small-group discussion with your leadership team, we prioritize your school's needs and comfort.
What to Expect
Visits are designed to be low-stakes and high-impact. They are entirely informal and can be tailored to fit your schedule. Whether you prefer a 1:1 conversation or a small-group discussion with your leadership team, we prioritize your school's needs and comfort.
Schedule a Visit for Next School Year
Ready to showcase your school community and help shape the next generation of CPS leaders?
Schedule a Visit for Next School Year
Ready to showcase your school community and help shape the next generation of CPS leaders?
Develop Others
Principals share best practices with peers, or mentor aspiring leaders
Principals share best practices with peers, or mentor aspiring leaders
Interest Only: Great Expectations Mentoring (GEM) Mentor
Interest Only: Great Expectations Mentoring (GEM) Mentor
The Equity Office's Great Expectations Mentoring (GEM) Program exists as a pipeline for equipping and advancing African American male and Latinx education leaders in Chicago Public Schools for the next stage of their leadership and equity journey.
GEM Mentors are intentionally matched with GEM Fellows to deliver thought partnership and guidance around a focused set of practice or competency areas as mutually determined by mentor, mentee and GEM program staff. Through this structure, GEM Mentors share their experience and knowledge of best practices for improving student achievement, and education management and leadership to support GEM Fellows in expanding their capacity as education leaders.
[Interest only]
New Principal Institute (NPI) Mentor Principal Opportunities
New Principal Institute (NPI) Mentor Principal Opportunities
New Principal Mentor (1:1 Coaching)
Role & Focus: New Principal Mentors provide consistent, high-touch support to first-year principals. The focus is on building a trusted professional relationship that helps the mentee adjust to the complexities of the principalship. Mentors act as a strategic partner, helping new leaders manage barriers to school improvement and sharpen their instructional leadership skills. Through regular observations, mentors provide the critical coaching and feedback necessary for the mentee’s long-term professional growth.
Minimum Requirements:
Experience: 3+ years as a CPS district principal.
Time Commitment: 30 hours of 1:1 coaching of new to role principal
Selection: Requires appointment or approval from your Network Chief.
Professional Learning Facilitator (Formerly Content Mentor)
Role & Focus: NPI PL Facilitators are recognized for their high competency in specific skill areas aligned with the CPS School Leadership Framework. In partnership with the DPQ School Leader Development team, these mentors plan, organize, and facilitate professional learning sessions. These sessions focus on the technical aspects of the principal role and sharing best practices in school leadership through small-group, in-person or virtual settings.
Professional Learning Facilitator (Formerly Content Mentor)
Role & Focus: NPI PL Facilitators are recognized for their high competency in specific skill areas aligned with the CPS School Leadership Framework. In partnership with the DPQ School Leader Development team, these mentors plan, organize, and facilitate professional learning sessions. These sessions focus on the technical aspects of the principal role and sharing best practices in school leadership through small-group, in-person or virtual settings.
Minimum Requirements:
Experience: 3+ years as a CPS district principal.
Expertise: Demonstrated proficiency in Framework-aligned leadership skills.
Pipeline Mentor Principal Opportunities
Pipeline Mentor Principal Opportunities
Description:
The Pipeline Mentor Principal roles are designed for experienced leaders who are passionate about cultivating the next generation of CPS school leaders. Principals can choose to support the pipeline as a CLC Pathway 3 Mentor (intensive 12-month residency) or as a Content Mentor: Shadow Experience, Community of Practice or LeaderLAB (focused, short-term engagements). [Mentor Stipends Included]
CLC Pathway 3 Mentor Principal
Role & Focus: As a CLC P3 Mentor, you serve as the direct supervisor to a Resident Principal, integrating them into your administrative leadership team for an intensive, 12-month immersive residency. This role requires a high level of commitment to coaching and developing a "learning leader" to ensure they are principal-ready upon completion. Throughout the year, you will foster a professional relationship built on transparency and communication while engaging the Resident in CLC Best Practices. This includes, but is not limited to, direct participation in teacher hiring, instructional leadership activities across all grade levels, and the REACH observation and evaluation process for both certified and non-certified staff.
Eligibility Requirements:
Experience: Minimum of 3 years as a CPS district principal.
Performance: Demonstrated improvement in student outcomes over the last 2 years (SY24, SY25 to date).
Endorsement: Approval from your Network Chief.
Professional Conduct Review: All applicants are subject to a review of their employee discipline and misconduct records to ensure they are in good standing with the district.
Inclusivity: Open to principals who meet requirements and have not served as a CLC P3 Mentor consecutively for the last two school years.
Note: CLC P3 Residency Mentors can host for only up to 2 consecutive years at a time.
Content Mentor Principal
Content Mentor Principal
Role: Share specific expertise and facilitate professional learning for aspiring leaders through focused, short-term interactions such as facilitating workshops or hosting shadow days or full-day workshops.
Community of Practice:
Guide structured workshops and share practical insights on key leadership topics, helping participants develop actionable strategies.
Minimum Experience Required: 2+ years as a CPS principal
Shadow Experience:
Model best practices in instructional leadership and stakeholder engagement by hosting an aspiring leader for a single day of observation and reflective discussion.
Minimum Experience Required: 2+ years as a CPS principal
LeaderLAB:
Host an intensive, hands-on learning day at your school to highlight successful initiatives and facilitate deep-dive analysis of school-specific practices.
Minimum Experience Required: 5+ years as a CPS principal
Support My Peers
Principals serve on school leader committees and demonstrate community care
Principals serve on school leader committees and demonstrate community care
Interest Only: School Leaders Care Team
Interest Only: School Leaders Care Team
DPQ's School Leaders Care team is a cross-collaboration between district leaders and school leaders that will create safe, nurturing, supportive environments for Principals and Assistant Principals.
[Interest Only]
Contact the DPQ Engagement Team (chthomas@cps.edu or mthies@cps.edu) for more information.
Interest Only: School Leaders Celebration Committee
Interest Only: School Leaders Celebration Committee
DPQ's School Leaders Celebration Committee will focus on celebrations and appreciation for School Leaders, planning for School Leader Summit (July), Principal Appreciation Month (October), AP Appreciation Month (April) and the end of the year School Leaders Party.
[Interest Only]
Contact the DPQ Engagement Team (chthomas@cps.edu or mthies@cps.edu) for more information.
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