Week 7 Discussion – Recognizing Staff Accomplishments

After completing this week’s Readings and Resources, respond to the following questions.

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As you read the journal article (link below), which one bullet point under “First, the Basics,” have you seen at work in your school? Is there one of these suggestions that you believe is more important than all the rest? Which one or ones can you see making a part of your building leadership?

Recognizing the Stars on Your Staff

Your initial responses are due by 11:55 p.m. Eastern Time on Wednesday and should be between 200-250 words. The initial posting should be a statement of your point of view on the question, supported by the required readings.

Sample DQ’s attached – 11

And article attached also in addition to link listed just in case link doesn’t open.

Recognizing Staff Accomplishments

Monday, February 17, 2020, 11:45 AM

Of the ideas in the article, I could realistically see “A Coke and A Smile” working the best with my staff. We do not spend much time together as a team, but I think with time, our staff would most easily accept this form of recognition. I would also really like to implement a teacher of the year or month program that was accompanied by tokens of appreciation such as duty-free months, gift certificates, or classroom supplies of their choosing. In the creation of my morale booster plan, I also brainstormed the idea of the administrative staff writing notes of appreciation to various teachers and placing them in their mailboxes at least once a month. For many of our teachers, I think this act of appreciation would go an incredibly long way.

Recognizing Staff Accomplishments

Monday, February 17, 2020, 11:45 AM

time
evaluating how to boost morale in my own school, I found this article to be incredibly
insightful. While I really like some of the ideas presented in this article, I do not think
many of them would go over very well at my high school. We do have smal
l recognitions
that go out occasionally in the principal’s email, but most recognition is done in a private
meeting with the principal rather than in front of the whole staff. The principal also
recognized one of our Rockstar teachers by giving him some sp
irit wear and shouting
him out on the school’s social media pages. I do not believe he would ever say this, but
knowing that teacher, I am sure this very vocal recognition was not something that
excited him or made him feel appreciated. I agree with the ar
ticle that most teachers
prefer a more “toned down” statement of recognition, but I think it is a great idea to ask
your staff how they feel appreciated and how they would like to be recognized for their
hard work.

In the creation of my morale booster plan, I also brainstormed the idea of the
administrative staff wri
ting notes of appreciation to various teachers and placing them in
their mailboxes at least once a month. For many of our teachers, I think this act of
appreciation would go an incredibly long way.

Recognizing Staff Accomplishments
Monday, February 17, 2020, 11:45 AM

Teacher recognition is an incredibly important aspect of maintaining positive morale
within your school. If teachers do not feel appreciated, they will not work to the best of
the ability and they will not strive to perfect their craft. After spending some time
evaluating how to boost morale in my own school, I found this article to be incredibly
insightful. While I really like some of the ideas presented in this article, I do not think
many of them would go over very well at my high school. We do have small recognitions
that go out occasionally in the principal’s email, but most recognition is done in a private
meeting with the principal rather than in front of the whole staff. The principal also
recognized one of our Rockstar teachers by giving him some spirit wear and shouting
him out on the school’s social media pages. I do not believe he would ever say this, but
knowing that teacher, I am sure this very vocal recognition was not something that
excited him or made him feel appreciated. I agree with the article that most teachers
prefer a more “toned down” statement of recognition, but I think it is a great idea to ask
your staff how they feel appreciated and how they would like to be recognized for their
hard work.
Of the ideas in the article, I could realistically see “A Coke and A Smile” working the
best with my staff. We do not spend much time together as a team, but I think with time,
our staff would most easily accept this form of recognition. I would also really like to
implement a teacher of the year or month program that was accompanied by tokens of
appreciation such as duty-free months, gift certificates, or classroom supplies of their
choosing. In the creation of my morale booster plan, I also brainstormed the idea of the
administrative staff writing notes of appreciation to various teachers and placing them in
their mailboxes at least once a month. For many of our teachers, I think this act of
appreciation would go an incredibly long way.

Recognizing Staff Accomplishments

Monday, February 17, 2020, 11:47 AM

I like the idea of “Perks of Praise” that provides incentive choice to excellent teachers. This idea also aligns with the 80:20 rule where 80% of a principal’s time should be dedicated to the top 20% of teachers. This way the 20% of teachers can influence the other 80% in the school. I can see making Perks of Praise being a part of my building leadership due to the uniqueness of rewards. Some rewards are not financial. I really liked the idea of eliminating duties for a specific amount of time for perfect attendance. Parking spaces could be another non-monetary reward. Even the choice of duty, planning period, or something else along those lines is incentive for teachers to buy into school culture. However, I do not think incentives should be the only way for teacher’s to buy into school recognition.

Recognizing Staff Accomplishments

Monday, February 17, 2020, 11:47 AM

I like the idea of “Perks of Praise” that provides incentive choice to excellent teachers.
This idea also

aligns with the 80:20 rule where 80% of a principal’s time should be
dedicated to the top 20% of teachers. This way the 20% of teachers can influence the
other 80% in the school. I can see making Perks of Praise being a part of my building
leadership due
to the uniqueness of rewards. Some rewards are not financial. I really
liked the idea of eliminating duties for a specific amount of time for perfect attendance.
Parking spaces could be another non
–
monetary reward. Even the choice of duty,
planning period,

or something else along those lines is incentive for teachers to buy into
school culture. However, I do not think incentives should be the only way for teacher’s
to buy into school recognition.

Recognizing Staff Accomplishments
Monday, February 17, 2020, 11:47 AM

While I have not seen exactly the same practices in my school that the article mentions.
There are some similar practices the administration team in my school has put forth that
resemble those in the article. The first being “teacher of the….” and the other being
“bulletin board announce star status.” We have a teacher of the month the staff
nominates and votes on. There are some pretty awesome incentives to win including: a
free Jimmy John lunch, 50 dollar gift card, and the best parking spot. As teachers we
respect this award because nominations and votes are by the teachers within the
school. We do not have a bulletin board that announces star statues, but we do have
something similar. We have a wall/door that is constantly decorated with positive
statements from teachers within the school. Most of these posts are done on a form of
art. For example, for Thanksgiving this year the assistant principal put a cut out of a
turkey in everyone’s boxes. Teacher’s then wrote thanks for someone or a group of
people within the school. These shout outs promote positivity and celebration of hard
work by the staff, for the staff. I have found that more teachers participate in celebrating
positivity if the cut outs are given to the teacher’s rather than relying on the teachers to
take initiative.
I like the idea of “Perks of Praise” that provides incentive choice to excellent teachers.
This idea also aligns with the 80:20 rule where 80% of a principal’s time should be
dedicated to the top 20% of teachers. This way the 20% of teachers can influence the
other 80% in the school. I can see making Perks of Praise being a part of my building
leadership due to the uniqueness of rewards. Some rewards are not financial. I really
liked the idea of eliminating duties for a specific amount of time for perfect attendance.
Parking spaces could be another non-monetary reward. Even the choice of duty,
planning period, or something else along those lines is incentive for teachers to buy into
school culture. However, I do not think incentives should be the only way for teacher’s
to buy into school recognition.

Recognizing Staff Accomplishment

Monday, February 17, 2020, 3:50 PM

I strongly feel we could incorporate bulletin boards to announce star teachers. My school actually has a staff bulletin board with all staff members pictures posted. I feel it would boost school morale by allowing colleagues to complement their peers. I also feel this type of recognition will help to retain superstar teachers as well as build capacity in content knowledge in all subject areas.

Recognizing Staff Accomplishment

Monday, February 17, 2020, 3:50 PM

I really enjoyed the article “Recognizing the Stars on your Staff”.

I really like the
strategy of anyone can be a star.

Using this strategy you can celebrate many members
on your team for various reasons.

Therefore more than one teacher can be recognize
d
at one time.

At my school, we currently use the strategy teacher of the quarter.

All staff
is allowed to nominate a teacher each quarter.

The top three teacher nominations will
be put on a ballot for all staff to vote electronically at the end of each

quarter.

The
teacher of the quarter will receive a certificate as well as a gift.

The gift comes from my
school’s community partners.

The teacher of the quarter is announced during
Wednesday’s staff meetings.

I really like this idea, however, only o
ne teacher can be
recognized at a time.

I strongly feel we could incorporate bulletin boards to announce star teachers.

My
school actually has a staff bulletin board with all staff members pictures posted.

I feel it
would boost school morale by allowing

colleagues to complement their peers.

I also
feel this type of recognition will help to retain superstar teachers as well as build
capacity in content knowledge in all subject areas.

Recognizing Staff Accomplishment
Monday, February 17, 2020, 3:50 PM

I really enjoyed the article “Recognizing the Stars on your Staff”. I really like the
strategy of anyone can be a star. Using this strategy you can celebrate many members
on your team for various reasons. Therefore more than one teacher can be recognized
at one time. At my school, we currently use the strategy teacher of the quarter. All staff
is allowed to nominate a teacher each quarter. The top three teacher nominations will
be put on a ballot for all staff to vote electronically at the end of each quarter. The
teacher of the quarter will receive a certificate as well as a gift. The gift comes from my
school’s community partners. The teacher of the quarter is announced during
Wednesday’s staff meetings. I really like this idea, however, only one teacher can be
recognized at a time.
I strongly feel we could incorporate bulletin boards to announce star teachers. My
school actually has a staff bulletin board with all staff members pictures posted. I feel it
would boost school morale by allowing colleagues to complement their peers. I also
feel this type of recognition will help to retain superstar teachers as well as build
capacity in content knowledge in all subject areas.

Recognizing Staff Accomplishments

Monday, February 17, 2020, 6:59 PM

I don’t believe that any one suggestion is the most important, but I think it is essential to incorporate strategies that allow staff members to recognize each other and for administrators to recognize their staff. I also believe the idea of recognizing teachers by providing opportunities for them to share their strengths with others is essential. It not only serves as a way to celebrated and appreciate their strengths and leadership, but also benefits additional teachers and as a result can impact student learning.

As a building leader, I would like to incorporate a bulletin board or display where staff members can recognize each other. I think this is important in building a strong sense of community. I would also want to write personalized notes or emails to staff members acknowledging their accomplishments and important contributions to our school. While I know this takes time, which is precious, I believe it is worth it, because it makes teachers feel seen by their administrators and valued. Lastly, I would make efforts to make teachers the stars by connecting them with teachers that can learn from their strengths or asking them to share a particular technique or method with a group of teachers or even the whole staff. There is so much to be gained by providing the time and space for our teachers to share their strengths and passions.

Recognizing Staff Accomplishments

Monday, February 17, 2020, 6:59 PM

I don’t believe that any one suggestion is the most important, but I think it is essential to
incorporate strategies that allow staff members to recognize each other and for
administrators to recognize th
eir staff. I also believe the idea of recognizing teachers by
providing opportunities for them to share their strengths with others is essential. It not
only serves as a way to celebrated and appreciate their strengths and leadership, but
also benefits add
itional teachers and as a result can impact student learning.

As a building leader, I would like to incorporate a bulletin board or display where staff
members can recognize each other. I think this is important in building a strong sense of
community. I w
ould also want to write personalized notes or emails to staff members
acknowledging their accomplishments and important contributions to our school. While I
know this takes time, which is precious, I believe it is worth it, because it makes
teachers feel s
een by their administrators and valued. Lastly, I would make efforts to
make teachers the stars by connecting them with teachers that can learn from their
strengths or asking them to share a particular technique or method with a group of
teachers or even t
he whole staff. There is so much to be gained by providing the time
and space for our teachers to share their strengths and passions.

Recognizing Staff Accomplishments
Monday, February 17, 2020, 6:59 PM

Recognizing staff accomplishments is a big priority for my mentor, and the positive
impact it has on our school culture is evident. A number of the ideas mentioned in the
article are present at our school. We have a bulletin board where staff members write
shout-outs to each other. At each faculty meeting, ten shout-outs (written on die-cut fish
to match our school theme for the year) are drawn from a basket and read aloud. These
staff members receive a gift card that has been donated from a local business.
Following the meeting, all shout-outs are distributed to faculty mailboxes. Additionally, at
each faculty meeting our stuffed animal mascot is passed from one teacher to another
similar to the golden jacket in the article. Just as these strategies are used for staff to
recognize each other, our administrators find ways to recognize staff accomplishments.
This is done primarily through individualized notes and staff shout-outs in weekly
messages.
I don’t believe that any one suggestion is the most important, but I think it is essential to
incorporate strategies that allow staff members to recognize each other and for
administrators to recognize their staff. I also believe the idea of recognizing teachers by
providing opportunities for them to share their strengths with others is essential. It not
only serves as a way to celebrated and appreciate their strengths and leadership, but
also benefits additional teachers and as a result can impact student learning.
As a building leader, I would like to incorporate a bulletin board or display where staff
members can recognize each other. I think this is important in building a strong sense of
community. I would also want to write personalized notes or emails to staff members
acknowledging their accomplishments and important contributions to our school. While I
know this takes time, which is precious, I believe it is worth it, because it makes
teachers feel seen by their administrators and valued. Lastly, I would make efforts to
make teachers the stars by connecting them with teachers that can learn from their
strengths or asking them to share a particular technique or method with a group of
teachers or even the whole staff. There is so much to be gained by providing the time
and space for our teachers to share their strengths and passions.

Recognizing Staff Accomplishments

Monday, February 17, 2020, 9:46 PM

This is an incredibly important idea to incorporate into a schools culture and climate. It is significant to acknowledge those teachers working above and beyond and setting the example for exemplary teaching. At my school, my principal feels the need to continuously improve at this. We currently have a lot of subtle recognition in place. We have a staff that does not always like to be recognized publicly, just as the article mentions. Our principal makes a conscious effort to direct teachers to other teachers who have had similar issues to tackle them. Also, she shouts out teachers in the weekly “herald” which can also show case teachers and their talents. I found the idea of the 80:20 rule very fascinating. I think there is merit to this idea, putting 80% of your time and energy into the top 20% of your staff while showing the whole staff what you expect and what is accepted. This is something I would want to try and incorporate into my leadership and see how this goes. I think one must be careful with this though, never overburden any 1 person, and be sure to give leadership opportunities to all staff. However, I think really driving your support for those strong teachers is incredibly powerful and it shows what “good teaching” looks like at our school.

Recognizing Staff Accomplishments

Monday, February 17, 2020, 9:46 PM

This is an incredibly important idea to incorporate into a schools culture and climate. It is
significant to acknowledge those teachers working above and beyond and setting the
example for exemplary

teaching. At my school, my principal feels the need to
continuously improve at this. We currently have a lot of subtle recognition in place. We
have a staff that does not always like to be recognized publicly, just as the article
mentions. Our principal m
akes a conscious effort to direct teachers to other teachers
who have had similar issues to tackle them. Also, she shouts out teachers in the weekly
“herald” which can also show case teachers and their talents. I found the idea of the
80:20 rule very fasci
nating. I think there is merit to this idea, putting 80% of your time
and energy into the top 20% of your staff while showing the whole staff what you expect
and what is accepted. This is something I would want to try and incorporate into my
leadership and

see how this goes. I think one must be careful with this though, never
overburden any 1 person, and be sure to give leadership opportunities to all staff.
However, I think really driving your support for those strong teachers is incredibly
powerful and it

shows what “good teaching” looks like at our school.

Recognizing Staff Accomplishments
Monday, February 17, 2020, 9:46 PM

This is an incredibly important idea to incorporate into a schools culture and climate. It is
significant to acknowledge those teachers working above and beyond and setting the
example for exemplary teaching. At my school, my principal feels the need to
continuously improve at this. We currently have a lot of subtle recognition in place. We
have a staff that does not always like to be recognized publicly, just as the article
mentions. Our principal makes a conscious effort to direct teachers to other teachers
who have had similar issues to tackle them. Also, she shouts out teachers in the weekly
“herald” which can also show case teachers and their talents. I found the idea of the
80:20 rule very fascinating. I think there is merit to this idea, putting 80% of your time
and energy into the top 20% of your staff while showing the whole staff what you expect
and what is accepted. This is something I would want to try and incorporate into my
leadership and see how this goes. I think one must be careful with this though, never
overburden any 1 person, and be sure to give leadership opportunities to all staff.
However, I think really driving your support for those strong teachers is incredibly
powerful and it shows what “good teaching” looks like at our school.

Recognizing Staff Accomplishments

Wednesday, February 19, 2020, 2:13 PM

Staff recognition is extremely important in building a sense of community in a school. If teachers feel undervalued, they are less likely to try their best at work. One suggestion that I saw in the article that my school does a version of is the “Coke and Smile”. At every staff meeting on Wednesdays, my principal encourages the staff to give thank you’s and shout outs to other staff members that have made an impact in the previous week. The person that is being acknowledged is also given a piece of candy. I think this is a great way to start the staff recognition process. I like that it comes from the colleagues, however I think that it is also important for administration to recognize and thank staff members as well.

There were several things that I thought were great ideas in the article, but may not be feasible without the support of the district and access to funds. I think that the most important ways to recognize your staff are the simple one. A note or shout out on the bulletin board goes just as far as something that cost money. Teachers are not in this profession for the money and while the flashy gifts are nice, that is not what is going to resonate with them. I think that as a leader I will try to focus on building culture through small acts of kindness and encourage the staff to do the same thing.

Recognizing Staff Accomplishments

Tuesday, February 18, 2020, 8:53 PM

Due to the size of my school, teacher recognition is not very common. There have been a few times when I first started that the principal would take us out to lunch but other than that I can’t recall anything. Her recognition is assigning tasks to staff members that are worthy.

ANy type of recognition is important to staff. I do agree there is some staff who don’t need as much attention as others but very well deserved. I can see the usage of many to recognized staff. There is no need to just pick one because due to the staff member being recognized any bullets on the list could be used. I would just be careful with the rewards teacher lead. I don’t want this to be a click recognition award.

Permalink

Recognizing Staff Accomplishments

Tuesday, February 18, 2020, 7:19 PM

The way teachers are recognized at my school is primarily through the weekly newsletter that is created each Monday by our Principal. She has a special “Spotlight” section that she uses to highlight accomplishments of staff members. For example, she might inform the staff that a teacher has had a Donor’s Choose grant fully funded or she may offer public thanks to a staff member that organized a field trip. Someone is included every week, so sometimes she has to dig a little bit and be creative with some of her praise, but it is always there.

Both of the readings mentioned the value of personally written thank you notes. I believe these have the highest value when an administrator is seeking to build positive culture. The power of the written word cannot be overstated. Thank you notes give teachers something tangible to let them know they are on the right track. Having received notes like this myself, I have also found that they can provide encouragement on rough days when a teacher is ready to throw up her hands.

One of the ideas mentioned in the article is to generate letters of appreciation on school letterhead and have them added to employees’ permanent files. I would love to do this in my future school. Too often the only items in those files are demographic information and negative letters. I think it would mean a lot to teachers to know that there were positive reports about their work being collected at the district level.

Recognizing Staff Accomplishments

Tuesday, February 18, 2020, 6:44 PM

I am lucky to work for an Administrative Team who works to recognize teachers on a daily basis. One strategy that I have seen at work in my building is the “Anyone Can Be a Star” approach where individual talents are recognized. Our “Stars” are asked to be Teacher Leaders. As a Teacher Leader , one provides professional development to the staff regarding their given talent. It can be anything from management to instructional strategies to tracking data. The selected teachers are part of a small group (roughly 20%) of teachers who are recognized throughout the building with their portraits posted on the Teacher Leader wall. Teachers who are selected to be in this group feel very valued and appreciated for their talents.

Although I have seen “Anyone Can Be a Star” in action, I also believe that everyone needs to be recognized and valued for what they bring to the table. I definitely believe a handwritten note from an administrator is powerful. It is individualized and shows staff members they are valued. For me, being recognized by my boss goes a long way towards my job satisfaction and motivation to work hard.

As a future school leader, I can definitely envision peers recognizing each other at staff meetings with small tokens like “hugs and kisses” or “starbursts”. This is a budget friendly item that can help build morale while recognizing the work that is happening throughout the building.

Week 7 Discussion – Recognizing Staff Accomplishments

Tuesday, February 18, 2020, 12:47 PM

As you read the journal article (link below), which one bullet point under “First, the Basics,” have you seen at work in your school?

I have seen the “Anyone Can Be a Star” at work in my school. My principal will recognize exceptional teachers and ask them to share their passion, strategies, and successes with other staff members. Because we all have areas that we are talented in, it allows multiple teachers to share their gifts. It also makes teachers feel special to have their talents recognized.

Is there one of these suggestions that you believe is more important than all the rest? Which one or ones can you see making a part of your building leadership?

I believe that all of the recognitions are important, but the “Teacher of the….” resonates with me the most. Teacher of the Year has always been a consistent acknowledgement that teachers vote on every year, but it is biased. Some teachers have multiple friends in the building, are favored more, or are more popular than others, but that does not constitute the biggest picture. Popularity and effectiveness are two different things. My goal as a leader would be to recognize a different teacher each month. I like the idea of having a parking spot, photo, celebration, gift card, and other nice gestures for the winner each month. That not only boosts the morale, but it allows other teachers to be in the spotlight, as well. I am going to bring this suggestion up to my administrative staff. Teacher of the Year also has criteria that Teacher of the Month would not necessarily have to embody. The Teacher of the Year has to be a teacher for 3 or more years. Teacher of the Month would not have any of those stipulations, so anyone can be recognized. This would be a much better process and recognition system, along with the Teacher of the Year system.

Recognizing Staff Accomplishments

Monday, February 17, 2020, 9:52 PM

I enjoyed reading this article because it gave me a chance to reflect on how great of an experience I have been lucky to have for the last 6 years of my career. Employee appreciation is an absolute strength of the principal and leadership team at the school I have spent the majority of my career working for. Many of the strategies and ideas listed in the article are things that I have seen in some way at my school and what I took away most from this article is how important it is to individualize recognition based on the person. One strategy that we have always used is the “teacher of the” strategy. Each year the teaching staff votes on a teacher of the year and the kids vote as well and teachers are awarded these at the conclusion of the year. I love this because it allows for teachers to be recognized for multiple reasons by multiple groups of people.

Another strategy that I liked from this article was the “Coke and a smile” strategy. While the article mentions presenting the cokes at staff meetings, I would want to take this idea and use it to privately recognize a teacher for their hard work. As someone who does not always like to be publicly recognized, I think there is merit in privately recognizing staff members also. One year, at the end of the year, my principal gave me a children’s book with a personalized inscription in it explaining that she was proud of my growth as an educator. It is one of my most favorite gifts I have received and motivated me to keep growing and trying to improve.
My goals as a principal would be to recognize staff members regularly for their accomplishments. This would include private recognition as well as public recognition. Staff members need to feel appreciated and doing so can increase staff productivity and morale.

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Week 7 Discussion – Recognizing Staff Accomplishments