10-8. Instructional Support Leaders

I. Instructional Support Leaders (“ISL”) Classification.

(a) Class and Duties/Responsibilities.

ISLs are quasi-administrative positions that have the authority, duty and responsibility to evaluate, coach and mentor teachers, principals and other staff but do not have authority to hire, fire or otherwise supervise teachers and PSRPs except that a network chief or designee may delegate these responsibilities to an ISL on a temporary basis.

(b) Licensure and position definition.

Licensure as a teacher or administrator is a strongly preferred but not required credential. Nothing shall impede the BOARD’s ability to set the required subject-area credentials for each ISL position, based upon the instructional needs of the Network.

(c) Exempt Status.

ISLs are exempt professional employees.

(d) Status Quo after Recognition.

No ISL shall suffer a loss in salary or benefits due to the agreement to bring ISLs into the bargaining unit in December 2015.

II. Salary.

This section sets for the minimum and maximum salaries for ISLs, their salary increases during the term of this agreement and stipends that will be paid to them during the term of this agreement. A Salary Chart which sets forth each ISLs salary and the impact of this provision on them during the contract term is incorporated as Appendix A.

(a) Salary Band.

ISLs shall be placed on the administrative salary schedule, Pay Band A07. For FY 2020, the maximum annual salary of Pay Band A07 shall continue to be $111,000 the minimum annual salary for the position shall be $90,000.

Teachers moving into ISL positions will receive starting salaries no less than 10% above their current step and lane on the 208-day teacher salary schedule, provided however that no annual salary will exceed the annual maximum as set forth in this Section II.

(b) FY2021 Annual Salary Increases for ISLs.

Effective July 1, 2020, the Board shall increase ISL salaries by the lesser of:
  1. the amount that would increase the ISL’s annual salary to $114,000; or
  2. an amount equal to 3.0 % of their annual salary.

(c) FY2022 Annual Salary Increases for ISLs.

Effective July 1, 2021, the Board shall increase ISL salaries by the lesser of:
  1. the amount that would increase the ISL’s annual salary to $117,000; or
  2. an amount equal to 3.0% of ISL’s annual salary.

(d) FY2023 Annual Salary Increases for ISLs.

Effective July 1, 2022, the Board shall increase the annual salary of each ISL by the lesser of:
  1. the amount that would bring the ISL’s annual salary to $120,000; or
  2. an amount equal to 3.5% of the ISL’s annual salary.

(e) FY 2024 Annual Salary Increases for ISLs.

Effective July 1, 2023, the Board shall increase the annual salary of each ISL by the lesser of:
  1. the amount that would bring the ISL’s annual salary to $120,000; or
  2. an amount equal to 3.5% of the ISL’s annual salary.

III. Regular Work Day and Work Year.

(a) Regular Work Day.

  1. ISLs shall work an eight-hour work day, inclusive of a working lunch up to forty-five minutes or exclusive of a duty-free lunch period up to thirty minutes. All travel time is part of 8 hour work day, except travel to the first and from the last work location each day.
  2. The practice of one attendance swipe per day shall be maintained. The work day shall normally begin at 8:30 a.m. and end at 4:30 p.m.; however, start and end times may vary according to school start and end times as well as any meetings prior to or after school (e.g., if an ISL is assigned to a school that starts at 8:30 a.m. and has administrative meetings at 7:30 a.m. that the ISL is required to attend, the ISL’s day would start at 7:30 a.m. and end at 3:30 p.m.)
  3. It is understood that ISLs may be required to work outside their regular workday or work week schedule.

(b) Work Year.

ISLs continuously employed in a twelve-school-month, 52-week schedule (or its previous equivalent) shall maintain their 52-week schedule, unless they voluntarily elect to transfer to a different position with a shorter work year.

(c) Change in Work Year.

During the annual budgeting process prior to the beginning of each fiscal year, Network Chiefs and ISLs may mutually decide to convert an ISL’s position from a 208-day schedule to a 248-day schedule, or vice versa. Nothing shall impede the Network Chiefs’ authority to change an ISL’s annual schedule from/to a 208- or 248-day schedule to accommodate appropriate budgetary or instructional needs, provided the ISL is provided at least two months’ notice of any such change.

IV. Promotion and Professional Opportunity for ISL.


The BOARD shall post all vacant ISL positions for at least ten days prior to the deadline for applications. The positions shall be posted on the Chicago Public Schools job application portal.


The posting shall include a description of the duties of the position; the qualifications required of persons applying for the position; the location of the position, if known; and the salary range of the position.

V. Return to Classroom.

An ISL who decides to return to a teaching or PSRP position shall be placed in the appropriate lane and step, as applicable. The ISL shall get credit on the step placement for time worked for CPS in a Network position and/or outside of the bargaining unit.

VI. Supply Money.

Each Fiscal Year, the BOARD shall appropriate sufficient funds to reimburse ISLs up to $250.00 per employee for instructional supplies and materials, class library books and curriculum materials purchased by them for student instruction and support. Administrators shall approve the reimbursements in accordance with the procedures developed by BOARD, and such reimbursements shall be paid by the end of the semester in which the receipts were submitted.

VII. ISL Layoff.

(a) Application of Appendix H and I.

Neither Appendix H nor Appendix I will apply in the event of an ISL layoff.

(b) Notice of Position Closing.

When a determination is made that an ISL’s services are no longer required at a network, the ISL will be so notified (hereinafter “notice of layoff”) at least two months in advance of the effective date of layoff.

(c) Order of ISL Layoff.

In the event that the BOARD closes ISL positions, the BOARD shall determine which ISL classification shall be retained and which shall be closed. Among ISLs within the network (or other business unit or department) and within the same classification, the order of layoff shall be as follows:
  1. ISLs without a teaching certificate or licensure shall be laid off first;
  2. Additional ISLs shall be laid off by inverse order of seniority, starting with the least senior.

(d) Assistance in Permanent Placement after Layoff.

The BOARD shall assist ISLs who are laid-off in an effort to find them permanent placements in vacancies in appropriate areas of licensure (certification)

VIII. Evaluation.

Evaluation Tool and Process

. The BOARD and the UNION shall agree upon an evaluation system for ISLs. The parties will reach agreement on this evaluation system on or before the beginning of the 2021-2022 school year to be implemented effective for the 2021-2022 school year. If the parties fail to reach agreement by August 1, 2021, the BOARD shall develop and implement an evaluation system for the 2021-2022 school year that includes the components described below.

The Parties agree to negotiate an evaluation system in good faith and that the evaluation system shall include the following components:

(a) Annual evaluation.

The ISLs shall be evaluated annually.

(b) Flexible Timelines.

The evaluation timelines shall incorporate flexibility to allow the evaluation process to be thorough and fair to both managers and employees.

(c) Competency-Based Rubric.

The evaluation tool will include a competency-based rubric, documentation of feedback, and an unscored self-assessment component.

(d) Goal-Setting and Rubric.

The evaluation tool will incorporate annual goal setting done collaboratively at a meeting of the ISL and the evaluator, including weighting goals to their relative priority. In cases of misalignment, final goals and weighting shall be at the discretion of the evaluator and shall be reasonably related to job content and responsibilities.
  1. Mid-year check-in.
    The evaluation system will include a mid-year check-in for each evaluator and ISL to provide an opportunity to discuss progress towards goals, feedback and additional support for the ISL.
  2. At the request of Evaluator or ISL, a meeting will be scheduled to adjust the goals to reflect any changes in job duties and responsibilities.

(e) Summative Rating.

The summative evaluation will incorporate a 4-rating system, “excellent,” “proficient,” “developing” or “unsatisfactory” based on a numerical scoring system. The summative rating score will include the score from both the competency-based rubric and a rubric for assessing goals. Each shall be weighted 50% for the overall summative evaluation rating.

(f) Remediation.

Any ISL rated “developing” shall be placed on a Professional Development Plan, the parameters and timelines of which shall be set by the evaluator in consultation with the Talent Office. Any ISL rated “unsatisfactory” or rated “developing” for two consecutive evaluations will be placed on a Remediation Plan. The evaluation system shall set forth specific timelines and parameters for a Remediation Plan, including what constitutes successful completion, and which requires termination if an ISL does not successfully complete a Remediation Plan.

IX. ISL Termination.


Review of dismissals under terms corresponding to CBA Art. 29-5.