Instead, it is passed from teacher to teacher. Each month's winner is responsible for presenting the jacket to another teacher of honor the following month, explained Davis. The school has one jacket that is shared by elementary staff members and another for the school's junior high team. Ingram breaks out a pack of Coke and some ice and invites staff members to eulogize their outstanding peers.
The idea of eulogizing staff stems from the thought that we should take time to recognize one another now rather than when it is too late, explained Ingram. This activity has been super powerful, he added. It brings the staff together as a team and helps inspire us. It's an inexpensive idea with a huge payback for the entire team, not just the stars. The inspiring words shared by colleagues have helped raise my staff to superstar level. Many schools, districts, and states recognize teachers for their outstanding contributions by selecting teachers to represent them for a period of time.
Often a teacher is chosen teacher of the year, but sometimes that honor might be bestowed for shorter periods [Teacher of the Week, Teacher of the Month]. Sometimes, school leaders are the ones responsible for selecting the honoree, but, just as often, students, the PTO, or community partners are in charge of that process. Last year's theme was jungle-related, so Principal Carol Robertson tied a different jungle animal to each month's teacher recognition.
For example, one month's award was to the staff giraffe, a teacher who was always sticking her neck out for others. This school year's theme is a western one. Each month, Wanted posters will search for the staff member who exhibits a specific trait -- such as perseverance or fairness or responsibility -- that was modeled by western heroes from Annie Oakley to Wyatt Earp.
Teachers will nominate their colleagues who exhibit the trait of the month. When a teacher nominates a colleague, an explanation accompanies that nomination, explained Robertson. The three teachers receiving the most votes are recognized with a certificate that includes the text of their colleagues' comments. The teacher who gathers the most votes receives a coupon to order lunch from an area restaurant and some other prizes that complement our school theme. That top teacher's certificate is displayed in our faculty lounge.
This recognition aids our staff in selecting a deserving teacher each year as our Teacher of the Year candidate, added Robertson. Michaels, Maryland, two recognition programs -- Student of the Month and Teacher of the Month are connected. Both students and staff members nominate individuals for each of the awards. Those nominations are shared with the entire staff so they have an opportunity to support a particular nominee.
Then, according to principal retired Frank Hagen, all nominations are reviewed by a committee of staff and students, which makes final recommendations.
Hagen makes the final decision and notifies staff, students, and parents of the monthly winners. Winning staffers are recognized in a variety of ways. The rewards include rights to a reserved parking spot, a photo displayed in the school office and on the school Web site, and a celebration at the monthly staff meeting. Most choose duty coverage because they don't want to be out of their classrooms for a day, said Hagen. Or maybe they just don't trust me to teach their children!
In addition, the school's recognition programs have been expanded through community partnerships that provide gift certificates for dinners or brunches, movie tickets, lunches, CDs, and discounts for school clothing. Frank Hagen is not alone as a principal who works with outside partners to recognize staff stars.
Marcia Wright, the principal at Clinton Michigan Elementary School, works with her county's service agency to publicize the school's Teacher of the Week. The agency sees to it that the teacher's picture and a brief article appear in the newspaper. In addition, local newspapers spotlight local teachers in a special Golden Apple Award feature. Students nominate teachers for those awards. That teacher is presented with a school logo watch at a faculty meeting.
They are also invited to an end-of-year banquet that includes the ten winners of school year. Most star teachers don't require lots of attention or recognition. Indeed, many shy away from the limelight. In fact, most principals have found that small perks quietly passed the way of their stars will suffice. I might allow them to go to a conference, select the course they want to teach, have the planning period of their choice, or the classroom they prefer.
In some cases, I have rewarded them with a department chairmanship or recommended them for Teacher of the Year. Lolli Haws might try to find a way to send her exceptional staff members to special conferences they would like to attend.
In addition, I give them a chance to present at faculty or PTA meetings, encourage them to be mentors, invite them to be on the teacher leadership team, mention things they're doing in my weekly staff memo, and find opportunities for them to be on district committees or present at district events.
I also try to learn what items or resources they might need for their students or classrooms, and then I try to find a little extra money to get them those things -- a set of novels, a new easel, a special set of math items for the overhead projector, things like that.
Marcia Wright tries to be responsive to her superstars, too. I make sure they have the support they need with challenging students, I cover their classrooms if they need to leave early, and I work to help in the classroom and with special projects. Teri Stokes has found that her community partners are willing to support her as she supports those who go above and beyond.
Several local restaurants and businesses are willing to give dinners or gift certificates, said Stokes. Our assistant principal awards them to teachers who have met certain criteria, such as having all their reports in on time or volunteering at our fall festival. Principal Carol Robertson wanted to find a way to recognize one teacher who had perfect attendance for the entire school year.
The reward she came up with was a year with no duties. Needless to say, the teacher is very appreciative, said Robertson. Three other teachers who missed less than five days received gift certificates. Many principals find the most effective way to reward teachers is with simple notes of praise and thanks.
Those notes are always appreciated and don't set up teachers as role models since most teachers are embarrassed when such public celebrity status is bestowed upon them. Principal Keith Ingram often uses the well-written letter as a way to reward above-and-beyond efforts. It is popular with teachers and other staff, and it is inexpensive, said Ingram. I copy the superintendent with a request that the letter be added to the individual's official personnel file.
Frank Hagen has always recognized the power in a personal and written thank-you. When I was a new teacher, I quickly recognized the star teachers and sought them out for advice when I was confronted by a situation needing more than my limited experience in the classroom. I always said thank you to those who helped me, whether the person was a fellow teacher, secretary, paraprofessional, or administrator. I knew from the look in their eyes that this was reward enough, though I often followed up with a written thank-you.
When I moved from the classroom to administration, I made a point of recognizing the star teachers and other staff with thank-you notes in their mailboxes. In my many years as a teacher and principal, I have worked with a significant number of stars who consistently went above and beyond to serve all students. The real stars did not seek monetary awards or rewards, or even special public recognition. What kept them motivated to go the extra mile were the inherent rewards of students succeeding academically and growing emotionally on a day-to-day basis and throughout the school year.
What is more rewarding to any of us than a student who comes to us, looks us directly in the eyes, and simply says "Thank you for being there for me?
Leave this field blank. Search Search. Newsletter Sign Up. Search form Search. Recognizing the Stars on Your Staff Most all your staff members do a terrific job, but each school has some folks who are exceptional at what they do. Following the Rule Lolli Haws, principal at Oakridge Elementary School in Arlington, Virginia, credits a very wise mentor with an approach she has adopted when it comes to recognizing members of her staff.
And all teachers -- and the school -- are better when those exceptional teachers have leadership roles and receive recognition in subtle but important ways. It's very simple: everyone wants to be appreciated, she added. A Renewed Effort To Recognize Teachers This fall, Jefferson Davis High School in Montgomery, Alabama, is piloting a program that will improve school-wide discipline by recognizing and reinforcing positive student behaviors.
And on the first Monday of the new month two of my teachers were rewarded with surprise day-off certificates for being the first to submit departmental minutes for the month just past. Here are a few ideas I hope can help you out if you ever have to address this problem. I like to start bullying conversations, whether they are with students or teachers, with a basic definition of bullying.
Bullying is repeated, unwanted actions committed by a person or group against another person or group. This includes incidents where one person commits the same act against multiple people. Things I have seen happen in schools include ignoring someone, excluding someone, gossiping about someone, and making sarcastic or snide comments about someone.
I have written the suggestions and interventions in this blog with these unprofessional actions in mind. More severe types of bullying would constitute disciplinary action up to and including suspension or termination. Cases of staff bullying are usually reported by the bullied teacher. It is important for principals to stay objective and ask lots of questions. Is the teacher being bullied intentionally or is there a chance that the matter is a misunderstanding?
Sometimes different personality types cause friction in the workplace. The next steps you take depend on the specific actions of the bullying teacher. When leading one of these conversations, be professional and direct. Most situations can be handled with a brief conversation. Teaching is different from many occupations in that teachers spend most of their day separated from adult coworkers. Sometimes, some relationships need longer to form than others.
If the targeted teacher feels safe, I recommend assigning the teachers to work on a project together. Collaborating one on one can be a good first step in turning around a relationship.
Some schools include teambuilding exercises at the beginning of the year for good measure. Building a tower or lining up by age without talking are two simple examples that you could do at your next staff meeting. A quick internet search will provide you with more ideas. Some administrators prefer to address bullying building-wide, during a staff meeting or in an all-staff email. These administrators make the case that this approach keeps everyone on the same page and cuts down on rumors since everyone was included in the meeting or email.
Everyone knows what was said versus people hearing little nuggets of information about a meeting between the principal and one of the teachers.
What books are they into lately? Do they have hobbies? Draw in local businesses to help you start rewarding teachers in new ways. Work with those salons, spas, cafes, and other businesses to offer your teachers special discounts, prizes, and more.
Not only does it encourage your educators to see their community standing behind them but it generates great business for those participating. Everybody wins!
We know positive reinforcement is important for our students. Guess what? The same is true for adults. Tell them you appreciate them, give them a knowing smile, and walk away knowing you might have sent a warm fuzzy their way. Many teachers will go all day long without some kind of break. Not only is this borderline inhumane but it does not spell out the recipe for success in teacher satisfaction. Cover for your teachers for a few minutes so they can eat their snacks in peace or to go to the restroom and—gasp—actually get to use it during the day.
Teachers are notorious for racking up sick days because getting a substitute creates a level of panic akin to the annual Hunger Games. Encourage them to take time to replenish themselves and to nourish their souls. Send them a meme, a silly joke, or an otherwise positive email.
Every time your name appears in their inbox, they should not feel a sense of dread or concern over something negative. Emailing one or two teachers every day takes mere moments, is free, and could end up giving them exactly what they needed on an off-day. Staff meetings are an excellent time to acknowledge your team.
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