Poll Everywhere

We currently recognize our teachers for reading success primarily through verbal acknowledgement in staff meetings and teacher shout-outs. While this provides an excellent, immediate boost to morale and peer recognition, we know that because it's informal, we lack a formal, established system for documenting rewards or recognition that could tie into professional development or career advancement.

Teachers are rewarded with shout-outs on our staff web page and recognized with leadership opportunities on campus.

through T-TESS

Teacher shoutouts

Teachers receive shoutouts related to successes. Teachers also receive stars to post outside classroom when above district.

Teachers are rewarded and/or recognized using positive reinforcements such as newsletter shoutouts and teacher of the month awards that are given out on campus.

I don't think our district, nor campus, does a good job of this. I don't feel like we recognize our teachers more than a "good job" or something similar. We pour so much into recognizing our kids, but I don't think teachers get the same motivation and rewards.

We do classroom walks and provide feedback immediately for teachers. Teachers are given shout outs on our Google Site for good instructional practices. We are currently using a bingo board with look fors that we mark for prizes.

Teachers who demonstrate strong early literacy instruction may receive: -Public affirmation during PLCs or CLT meetings -Increased leadership opportunities (model classrooms, peer modeling, facilitating PLC discussions)

Teachers are celebrated in PLCs as well as celebrations during staff meetings and shout-outs in weekly newsletters.

When we think about how our system currently signals reading success, teachers are not formally rewarded in a monetary or incentive based way, but they are intentionally recognized for their contributions and success in the classroom. One key method is through opportunities to share their effective practices. When a teacher demonstrates strong reading outcomes, we invite them to present their successful strategies during professional learning days. This not only acknowledges their expertise but also positions them as instructional leaders who can positively influence campus wide practice. We also use the district badges to recognize teachers. They earn badges for continuous learning, cultivating a positive culture, and demonstrating exemplary instructional practices. These recognitions publicly affirm the teacher's commitment to student literacy and reinforce the behaviors and practices that lead to strong reading growth.

Praise

We have a shout-out section in our weekly newsletter. We recognize staff every Monday of the week and give them a Mesquite badge.

Our principal has a corner in her newsletter to highlight teachers success. She also makes special announcements during the all school morning meeting.

Students use the reading skills from basic phonics and phonemic awareness culminating in successfully reading to understand,, this reflects in student growth. Pride and subsequent confidence is evident in small challenges and wins that heighten in assessments and life-long success. Teachers see student growth in data gathered throughout the year. As professionals, we are often in search for improving our teaching to strive and reach for the student growth and achievement.

I feel rewarded when I see the progress my students are making.

I think that teachers are rewarded or recognized when students successfully do activities with minimal teacher help.

TIA Incentives

We are rewarded in a sense, when students show progress. Whether it's more words per minute when doing fluency or recalling details from a selection, these small successes are rewarding!

Teachers feel successful when the students are successful readers. Shout outs from admin for being successful in our classroom.

Student success

Reading success is signaled through fluency and reading comprehension and teachers are rewarded intrinsically by experiencing the students' success.

Teachers have received praise, campus recognition, and have received the Teacher Incentive Allotment.

As a teacher, my reward comes from the growth I see that my students have shown. I like when I go back and see the students succeed in subsequent grade levels.

Sometimes, with more things to do. However, some teachers are getting the TEA recognition, but not all

Evaluations?

TTESS recognition

Teachers are rewarded when they see student success.

Teachers get a monetary reward (TIA)

Teachers are recognized when students show growth in reading through data meetings, positive feedback, and shout-outs during staff meetings. Sometimes we're also asked to share successful strategies with our team.

Teachers are rewarded by seeing their students show progress and succeed as well by meeting professional goals and TIA recognition

The teachers have the Teacher Incentive Allotment as an incentive. They get tokens of appreciation at the beginning of the year and during Teacher Appreciation Week.

It is more of a self reward and self recognition.

Teachers are being rewarded or recognized by TIA incentives.

Teachers are rewarded with verbal/Teacher Incentive Allotment (monetary) recognition based on the students' growth that is reflected on the SLO and T-TESS as per the state.

Teachers are rewarded by seeing the growth of the students.

Our systems currently signals reading success with verbal praise,.

Teachers are recognized through shout-outs in meetings, positive notes from administrators, and celebrations highlighting student growth and reading success.

Reading success is shown through the growth of the students in the classroom. The fluency, comprehension and the love of reading shows in the classroom.

Teachers are not rewarded or recognized at campuses

We get feedback...

At our school, teachers are consistently recognized along with their students.

Seeing students' success and growth is self rewarding. Now the state/district rewards teachers with TIA.

I do not see teachers being rewarded or recognized except with "glows and grows" in our evaluations.

Student progress is our reward, seeing that our hard work is paying off.

Teachers should be recognized for their hard work in scaffolding, guiding and teaching students how to read.

We praise for the successes and review our weaknesses to target our instruction.

We recognize teachers at grade level meetings and allow them to share what they do.

Glows on feedback

BISD doesn't reward teachers.

Administration reviews data and student growth and will recognize teachers when there is success.

Recognition has big impact on teacher motivation and instructional focus. WE recognize our teachers with incentives and rewards.

Teachers are rewarded through positive remarks on walkthroughs and TTess observations.

Live feedback during classroom visits; student growth trackers.

We are given another PD to attend since we are good at what we do.

Our principal does shout outs, and morning recognitions!!

We incentivize by giving our teachers more planning time.

WE ARE NOT

Our system focuses mainly on signaling success through assessment scores and Teachers are typically only recognized when there is a significant amount of growth or regression.

Teachers are recognized for reading success through rewards such as extended one-hour lunches, shout-outs, and public praise during morning announcements.

Shout outs, recognition in the newsletter

none

Teachers are recognized for reading success through newsletter shout outs, announcements and grade level recognition.

A lot of teachers are still focusing on DRA levels and growth there. Some principals are asking teachers to complete DRA and measuring success and recognizing teachers that way.

Great question!

THE REWARD THAT I GET IS MY STUDENT SUCCESS!

The teachers are given great feedback on their walk throughs and TTESS. Some teachers receive the

Recognition by administration in the form of news letter announcements or rewards for student success is given in a timely manner.

Mostly verbal praise-- like "good job" or "Kuddos".

Teachers are recognized for reading success through celebrations in PLCs, staff meetings, and the GRIT House system. Growth in Amira, MAP, and STAAR data is highlighted through "Monday Message" shout-outs, newsletters, and announcements. These recognitions foster collaboration, boost morale, and reinforce a shared commitment to literacy achievement.

Teachers are rewarded with incentives such as: snacks, food and positive reinforcement.

Teachers are rewarded and recognized by wide spread newsletter throughout the campus. We also incorporate media usage to showcase our work and events.

Recognition of success through publication in newsletter, three week celebrations for improvement and success.

The teachers are rewarded with recognition, food, incentives, and awards.

None. Just being happy about progress

Teachers are rewarded by having a campus wide awareness in the newsletter and social media platforms.

Teachers are typically recognized and rewarded for their contributions in the following ways: Public Recognition, Lunch or Treats, Nominations for District Award, TIA.

Teachers are rewarded and recognized by their reading success by gaining stronger evaluations and better TTESS scores in instructional effectiveness and student progress domains.

Teachers get recognized in shout outs, and now TIA will help with rewards.

Teachers are recognized at beginning of year recognitions, TIA, teacher of the year.

Our current system recognizes reading success through student progress and data. When goals are set, teachers work daily to achieve reading mastery. We recognize grade-levels as a whole.

The fact that the majority of the class is passing and able to have great comprehension skills, is a type of reward.

Teachers are recognized through beginning of the year campus recognitions, TIA, Teacher of the Year awards, etc.

Our school does shout outs in our weekly round up as they see things great happening in our classrooms.

Teachers are rewarded by seeing the growth that their students make in their reading abilities. Teachers are recognized for reading success through the use of T-Tess feedback.

Our teachers are recognized in "shout outs" in faculty meetings and PLC meetings.

Teachers are rewarded by TIA or overall school results.

Student growth and success are how teachers are rewarded or recognized.

none

n/a

none at the moment.

At the campus levels we celebrated teacher and students success throughout the year. This creates a positive climate.

Recognition is done by praising and positive feedback on walkthrough.

Positive feedback from admin, main office, & parents. TIA is also a way to receive recognition.

Currently, teachers are recognized through our campus Howl Outs and at Pack Meetings. This includes certificates for their data and growth as they year progresses.

We hold data meetings to celebrate students' success with teachers.

When we have data plc's we recognize student growth and praise teachers for their success. We ask them to share their ideas with their grade level team to learn from their strategies. Students get to ring a bell in the front hallway when they reach their goal and the teachers name is also mentioned in the announcements. We also give out Cougar Bucks to teachers for their reading success.

Teachers are rewarded or recognized with praise during data meetings.

I am not sure that we reward or recognize teachers for this.

We do not currently have any system in place to formally reward or recognize teachers.

Unfortunately, there is minimal teacher reward. Mostly limited to walkthrough feedback.

In our case, the rewards are campus-based. For example, giving shout-outs, a gift of time, or little tokens of appreciation like their favorite chocolate, donut, etc.

Reading success is measured through our screener assessments. Currently, we do not have any teacher rewards for success in this area. Recognition is often at the grade level during data analysis activities.

Walkthrough feedback

When I think about how our system at Peña Elementary signals reading success, it's clear that teachers are valued and celebrated for the progress their students make. Reading growth isn't just seen in test scores but in the daily effort teachers put into engaging students with meaningful literacy experiences. Our campus recognizes this through things like Teacher of the Week, shout-outs on the school marquee, and other small celebrations that make teachers feel appreciated. These recognitions, along with the focus on student growth reflected in our T-TESS evaluations, remind us that our commitment to reading instruction truly makes a difference. It's encouraging to see that our hard work in helping students become stronger readers is noticed and celebrated as part of our school's culture.

Teachers are typically acknowledged through celebrations, shoutouts, and data meetings for example: Verbal recognition during staff meetings or newsletters when students show notable reading growth. Shoutouts in our "Rocket Blast" or social media posts. Occasional treats, certificates, or morale boosters tied to reading progress. Opportunities to lead PLC discussions or model best practices based on their results.

Currently, our system tends to signal reading success primarily through student outcomes, such as growth on MAP, CBA, or STAAR data, rather than through direct recognition of teachers. Teachers often see the impact of their work through data gains or student celebrations, but not always through formal acknowledgment of their own instructional impact.

There might be a random shout out - but teachers are not rewarded or recognized for their work.

Teachers are recognized at PLCs for their great work. Teachers are also recognized on our Rankin Team chat group. Teachers also receive "Glow" notes during ILT visits.

Teachers are currently recognized for reading success following a benchmark assessmnet and data is reviewed. They are tracking personal goals for student growth and discuss with their appraiser at the end of the year.

We are doing walkthroughs and providing them with positive feedback. We are also spotlighting great things happening in their classrooms.

We are not.

There's no system in place for this.

During PLC or data meetings, increases are noted and celebrated.

Currently, reading success with teachers is informally celebrated in the grade level data meetings, and the principal highlights individual teachers in the newsletter.

add pictures to our weekly newsletter

Verbal praise

Teachers are rewarded with positive notes, recognitition at staff meetings (certificate given), items from their most favorite list, emails, verbal praises, and iReady goodies.

We recognize both growth and achievement. It is important to have teachers see improvement in various ways.

It varies by campus. It is usually celebrated via displays in the common area hallways and/or during planning/ PLC meetings.

Teachers' efforts and successes are highlighted during planning/PLC.

When I think of how our current signals indicate reading success, I don't see many opportunities for teachers to be rewarded or recognized for their achievements.

Coaching is included as a strategy in the campus improvement plan. Teachers are celebrated as they make growth in your coaching cylcles. This is done one ad one and in PLCs through Teach Like A Champion celebrations.

Verbal recognition

They are told they did a good job...verbal recognition.

There are not significant concrete or symbolic rewards other than positive growth in Amplify will most likely be represented in growth of data sources used for TIA.

Teachers are recognized and rewarded for student reading success through incentive structures such as the Teacher Incentive Allotment (TIA), which evaluates effectiveness using T-TESS, Student Learning Objectives (SLOs), STAAR performance, and i-Ready goals related to usage, lessons passed, and growth. Additionally, campuses may implement their own initiatives to motivate teachers, including recognition for student engagement with personalized reading programs, performance on curriculum-based assessments, and progress toward growth monitoring benchmarks.

Participation recognition

N/A

I do not feel teachers receive enough (if any) recognition for the amount of growth or success that students achieve. Teachers that go unrecognized or not given enough acclamations (from ADMIN, PARENTS, ETC) for the job they do, become deflated and unmotivated to continue. Sending an email to all staff, a video message, or making a whole blanket statement of praise removes the sincerity of the message. Teachers who work hard- do ALL of it for students. Nothing is more satisfying then a child's face full of confidence and belief in themselves.

As a grade level, teachers are recognized for student growth.

Our teachers are recognized for growth at data meetings.

There is currently no campus recognition for reading success. As far as TEA, we do have TIA, but it doesn't just measure reading success.

This is an area where we need to work. We need to improve on rewarding and recognizing teachers in their success and aligning it to out District Improvement Plan.

Teachers are recognized with the TIA allotment and they are recognized by their peers as they are approached to be guides, or mentors in their teaching journey.

Teachers get rewarded and recognized through TIA for reading success.

TIA

Our district uses weekly HQIM assessments, CLI Engage, Renaissance, TEKS Ready and if applicable state assessments. Nothing beats the satisfaction of seeing a student experience an AHA moment but other incentives are TTESS results and TIA if parameters are met.

During 90 minute blocks, we review data and celebrate teachers and their success. Recognizing success and aread of improvement are crucial. TIA is also linked to data taht correlates with reading success.

Teachers using Wonders use data from unit assessments and adaptive learning to ensure success. Teachers continuously have conferences with students to measure growth and areas of need.

TIA, school newsletter shoutouts

student growth is intrinsic but now teachers strive for $$ like TIA

I think each campus does a good job at honoring the hard work that teachers do in their classrooms. Without their hard work and determination we would not see so much success in our classrooms

During district Progress Monitoring, campus leaders share their literacy data including by teacher highlighting those who are highly effective. Teacher Incentive Allotment is available for K-3rd literacy teachers.

The TXRL Showcase held at Jose Damian Elementary was a great way to recognize the teachers efforts with implementing the Wonders/Maravillas program. I believe a showcase will be happening at another elementary school soon. Also, with the learning walks happening, once the administration reviews the results of the learning walks with the district team, this provides a time for enhancing common language, expectations, and support and recognition for teachers as they continue to strive for full RBIS implementation

When you think about how your system currently signals reading success, how are TEACHERS rewarded or recognized for it?