Well, here we are again. CPS is preparing to roll out school budgets for next year.
This past year was complicated. The FY26 budget was introduced before long-term funding was secured, creating uncertainty across the system and prompting strong advocacy from CPAA. That included our letter-writing campaign around TIF releases and direct engagement with city leadership. The mayor met privately with CPAA members to answer direct questions about what was and was not protected for CPS.
Budget conversations have remained a constant in monthly meetings with the Board president. At the same time, the Board is still finding its footing, while leadership transition questions continue to circulate. School leaders are navigating all of this while running buildings, preparing staff, and creating a sense of stability in the community when little seems steady.
There is, however, a noticeable shift. CPS has begun this cycle earlier and with a more collaborative frame. Following the TIF release and finalization of the city budget, President Banks and members of the Budget Committee met with CPS leadership to provide input on the FY27 development process.
In that initial session, CPS walked through:
• FY26 restricted and unrestricted revenues and expenses • Deficit projection assumptions • Pension obligations, including MEABF • A draft FY27 budget development timeline
The discussion also surfaced interest in deeper learning and advocacy around Cook County tax disbursement, TIFs, and pension structures. School leaders raised questions about:
• Citywide versus central office cost breakdowns • Alignment between CIWP timelines and budget development • End-of-year spending deadlines and procurement challenges
Ryan Belville, CPAA board treasurer and a member of the bargaining team since CPAA secured collective bargaining rights, has been closely involved in these conversations. “We are pushing for engagement, clarity, and predictability in this process,” Belville notes. “Our role is to press for transparency while making sure principal voices shape the development timeline. This allows us the time needed to engage our communities and local school councils in the process.”
This year we are earlier in the conversation. Of course, CPS is not obligated to take our input, but the process suggests a willingness to get ahead of potential issues.
Beginning the conversation earlier positions school leaders to influence the process in ways that matter. The true measure, as always, will be what shows up in the final budget. CPAA will continue to inform you of opportunities to participate...
Outside of work, Pete enjoys spending quality time with his granddaughter and four grandsons. He’s also a dedicated fan of Detroit sports—especially the Lions and Tigers.
Outside of work, Pete enjoys spending quality time with his granddaughter and four grandsons. He’s also a dedicated fan of Detroit sports—especially the Lions and Tigers.
(3) months worked (July, Aug, Sept) = (3) Earned Illness days & (3) Earned Vacation days.
(3) months worked (July, Aug, Sept) = (3) Earned Illness days & (3) Earned Vacation days.
*Used not Earned: *
*Used not Earned: *
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**(9) Illness days used – (3) earned days = (6) days due for repayment,
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(9) Illness days used - (3) earned days = (6) days due for repayment (5) Vacation days used - (3) earned days = (2) days due for repayment.
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(5) Vacation days used – (3) earned days = (2) days due for repayment
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***Total Repayment: *
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*Total Repayment: *
**The employee must repay the district for *(8) days *of pay
**The employee must repay the district for *(8) days *of pay
*Recommendation:* It is highly advised that employees contact the *DPSCD Payroll Team* to review their current illness and vacation balance prior to resigning to avoid unexpected repayment obligations.
*Recommendation:* It is highly advised that employees contact the *DPSCD Payroll Team* to review their current illness and vacation balance prior to resigning to avoid unexpected repayment obligations.
