1. Faculty Motivation Angie Cave Michelle Cotter Debbie Novalski Katya Zablotney

3. Faculty Motivation Survey

4. Before we begin… The Faculty Motivation Survey asked what administration does to motivate and enhance their performance as teachers… …including intrinsic motivating factors …and extrinsic motivating factors …as well as what factors decrease your motivation Also describe the most successful staff motivation tool you have seen used in a school

5. Today we would like to share with you the Faculty Motivation survey results and get your reaction and comments on what teachers had to say.

6. In addition, we will share the results of the Administrator Motivation survey and point out any over-riding themes.

7. Areas that we asked about… 1.What does your administration do to motivate you to enhance your performance as a teacher? 2.What are the intrinsic motivating factors for you to be the best teacher you can be? 3.What are the extrinsic motivating factors for you to be the best teacher you can be? 4.What could administration do to increase your job motivation both intrinsically and extrinsically? 5.What percentage of teachers in your building do you think feel they are positively motivated to work hard each day? 6.What type of motivation do you think impacts teachers’ performance more: intrinsic or extrinsic? 7.What are some factors that decrease your motivation at work? 8.Who do you feel holds the primary responsibility of motivating staff members? 9.What are some things that have been done (or could be done) to increase motivation in your school building? 10.Describe the most successful staff motivation tool you have seen used in a school building.

8. Teachers Responded… A desire for praise was a predominant theme. The faculty expressed a desire for specific, personal praise, rather than general, whole-school praise. The WOW initiative seems to be helping with this.

9. Increasing Motivation Have worked a few secret pal activities. Jeans passes. Personal notes. Acknowledgment of Staff accomplishments and efforts in a variety of ways. Continued learning and leadership opportunities. Recognition of what students have accomplished. Afterschool get togethers. A very high number of administrators COMPLETELY agreed that emphasizing the positive and being an active listener increases motivation in their school building. HOWEVER, lack of administrative and parental support, stress and feeling micromanaged affected teacher’s motivation negatively.

10. Extrinsic Motivation Praise Monetary Rewards Good Evaluations Almost 70% of administrators COMPLETELY agreed that praise was an extrinsic motivation of teachers at their school, and that about one-third of teachers were looking for monetary rewards as motivation.

11. How can we, as administrators, help our teachers from feeling overwhelmed with extra initiatives and a focus on data, which have affected the climate of the school?

12. In addition, we will share the results of the Administrator Motivation survey and point out any over-riding themes.

13. We asked administrators what factors do you notice affect teachers’ motivation negatively? Overwhelmed Too much being piled on Expectations This negative motivation factor theme was echoed when we asked teachers to think about what they notice affects their motivation.

14. Here’s what the administrators said: “Stress, lack of administrative and parental support, emphasis on data and scores affects teachers’ motivation negatively. “Feeling micromanaged.”

15. Who do you feel holds the primary responsibility of motivating staff members? Most teachers felt that it starts with administration. A large percentage felt all staff helps with motivation. A small percentage felt that you hold the responsibility yourself.

16. Positive Over-Riding Themes Across Schools Praise – specific and individualized Recognition for hard work and student success Feeling appreciated Student success

17. Negative Over-Riding Themes Across Schools Time: not enough, not valued Too many meetings and initiatives, not enough time to implement it all Lack of communication Feeling unsupported by administration

18. How Motivation Can Be Increased (What Works) Being positive Supporting faculty Being there as part of the team Recognition

19. Most Successful Staff Motivational Tool Gift of Time Jeans Days Showing that time is valued (work from home work days) Positive and personalized notes from administration about performance

20. Over-Riding Themes A desire for praise was a predominant theme. The faculty really talked about how feeling appreciated and recognized (as individuals) was one of the most important and positive motivators. TIME Feeling overwhelmed with too many meetings Having so much on their plate that family and personal lives were greatly sacrificed Not feeling their time was valued Presence – Having administration more visible in building is a great motivator

21. In Comparison Faculty: 1.Administration does everything, with the most faculty feeling that the administration gives praise and shows support for teachers 2.Passion for Teaching – 47%, Student Performance – 32%, Administration Support – 16% 3.Praise from Administration – 38%, Monetary Rewards – 25%, Praise from Students – 18%, Praise from Parents – 18% 4.In general, teachers want to feel supported by administration, feel listened to, recognized and appreciated. Student engagement and success were also noted Administration: 1.Administrators felt that they did all options 2.Passion for Teaching – 50%, Student Performance – 50% 3.Praise from Administration – 50%, Monetary Rewards – 50% 4.Staff morale and student success

22. In Comparison Faculty: 5.81 – 100% (47% felt this), 41 – 80% (53% felt this) 6.TIME! Overwhelmed/too much of personal time being spent on meetings and paperwork, lack of support from parents and community 7.All staff members (63% felt this), Administration (31% felt this), overwhelming response of teamwork, one participant responded, “we succeed as a team, we fail as a team” 8.Emphasize the positive, keep a positive attitude, listen to and encourage each other, work as a team 9.Positive feedback, praise, jeans days, showing trust and value of time by giving a work from home teacher work day Administration: 5.61 – 80% (50% felt this), 81 – 100% (50% felt this) 6.Time constraints and overloaded plates 7.Administrators differed in thinking, some thought it was the primary responsibility of the administration, the other believed all staff 8.Positive praise, jeans days, teacher appreciation activities 9.Team building activities, free jeans days