Orr Learning Academy built a $0 school store with community support to boost behavior and buy-in.
Track inventory in your school and classroom rewards stores, offer Amazon-style shopping to students, and more!
Launch a school-wide behavior and rewards system that's motivational for students and easy for teachers.
Create camaraderie and friendly competition with a school-wide House Points system. Join an interactive demo to learn more!
Track behavior, motivate students, and promote a positive culture – all in one easy platform.
When Orr Learning Academy brought all of its alternative learning students, kindergarten through 12th grade, into one building, they knew behavior systems had to evolve.
Orr Learning Academy isn’t a traditional campus.
Every student is referred through a behavior process. Many arrive discouraged. Some are used to systems that feel entirely punitive.
So the team decided to try something different.
They built a school store.
And they started with $0.
“The store is probably our best thing we have going for us over here.” — Ryan Solley, Assistant Principal
What began as a small experiment has become a structured, twice-weekly rewards system that drives consistency, builds relationships, and motivates students across all grade levels.
Here’s how they made it work.
Orr Learning Academy serves 115 K–12 students in Fort Smith, Arkansas. Every student struggles in a traditional setting before being referred.
That means:
• Behavior systems must be clear
• Incentives must be consistent
• Sustainability is non-negotiable
“We didn’t want to start something and then tell kids we don’t have that anymore.” — Ryan
Originally, students shopped once a week.
It wasn’t enough.
Midweek behaviors slipped.
So the team redesigned the rhythm:
• Secondary students shop Tuesdays and Thursdays
• Elementary students shop Wednesdays and Fridays
• Eligibility requires Level 4 or 5 behavior the previous day
“If you only do it once a week, behaviors can spiral. But if you have that middle-of-the-week motivation, it keeps things under control.” — Ryan
That small structural change created daily accountability.
Students now think in two-day goals:
Be focused today → Shop tomorrow.
It keeps momentum steady.
Running one store for kindergarten through 12th grade requires thoughtful logistics.
Orr Learning Academy uses a hybrid model.
• Students place online orders in LiveSchool
• Orders must be submitted by 9:00 AM
• Staff batch-package rewards
• Items are delivered near dismissal
Clear deadlines eliminated chaos and reduced interruptions.
Younger students need more immediacy and excitement.
So the team created a mobile rewards cart.
It includes:
• Decorative lights
• A small speaker with music
• Visible snacks and prizes
• A 3–5 minute timer to keep shopping efficient
“It’s a sense of excitement when the cart comes around.” — Ryan
That moment matters.
One of Orr’s most powerful discoveries?
Some of the most popular rewards cost nothing.
Top no-cost rewards include:
• Class swap
• VIP lunch
• Helping run the store
• Time with a favorite teacher
• Time with the School Resource Officer
Yes, students can use points to spend 15–20 minutes with the SRO:
• Touring the patrol car
• Turning on sirens
• Getting police stickers
• Even (playfully) handcuffing a favorite teacher
It’s relationship-driven, not material-driven.
This is a school that serves students with behavior referrals — and they chose connection as a reward.
That’s a standout move.
If a student buys a privilege but struggles behaviorally that day, they may not use it immediately.
But it is never taken away.
“We never take it from them. Once they’ve earned it, they’ve earned it.” — Ryan
That distinction shifts the system from punitive to restorative.
The most common question schools ask:
How do you pay for inventory?
Orr’s answer is simple and repeatable.
They created an Amazon Wishlist.
Then they:
• Added specific items (exact Lego sets, specific snack brands)
• Shared the link on personal and school Facebook pages
• Set shipping directly to the school
“The more specific you can get, the more buy-in you get.”
Instead of saying “We’ll take anything,” they say:
We need:
• This lego set
• This box of Takis
• This Snack Pack
Helen emphasized that clarity was critical when they first started asking for help.
“We weren’t really seeing a lot of feedback when we just said we needed donations. But when we listed specific items, like the exact Lego set or the exact snack, people were much more willing to help.” — Helen Shondell
She also made sure donors understood why they were giving.
“Explaining that we’re a behavior school and that students earn these rewards for positive behavior made a big difference.” — Helen
That clarity increased donations dramatically.
They now receive:
• Walmart deliveries
• Sam’s shipments
• Distributor donations
• Gift cards from local businesses
They’ve even expanded rewards to include staff recognition because of the donation volume.
That’s growth.
Instead of asking open-ended questions like “What do you like?” the team uses a structured reinforcement survey.
Students check specific options, including:
• Social reinforcers
• Academic reinforcers
• Adult recognition
• Peer time
• Tangible items
This created clarity across K–12.
It also allowed the team to:
• Price high-demand items higher
• Encourage long-term saving
• Balance tangible and intangible rewards
Richard Brown pushed the team to stop guessing and start asking direct questions.
“What are you willing to work for?” — Richard Brown
That simple shift reframed the store from something adults designed for students into something built with them.
Two operational habits stand out:
If something is out of stock, it’s marked out of stock in LiveSchool.
No surprises. No blow-ups.
Three to five minutes to shop.
Structure prevents overwhelm.
These small systems protect staff time and student trust.
When students care about points, they check them.
If points aren’t posted, they ask.
That accountability improved consistency across classrooms.
Teachers explain why points were earned, or not earned.
Transparency increased buy-in.
Orr Learning Academy serves students who are often accustomed to discipline-first environments.
The store created a cultural shift.
“We don’t want everything to be punitive. We want to reward good behavior.” — Ryan
Now students:
• Save for Legos
• Buy snacks for siblings
• Help distribute items
• Work toward privileges
• Coach themselves back after tough days
Even students who initially resisted eventually joined when they saw peers leaving with rewards.
That’s social proof at work.
Orr’s advice:
You don’t need a grant.
You need:
• Structure
• Consistency
• Relationships
• Follow-through
Orr Learning Academy stands out because they:
Run a true K–12 unified store
Operate on a twice-weekly rhythm
Built a sustainable $0 funding model
Lean heavily into relationship-based rewards
Protect student dignity by honoring earned privileges
This is so much more than a prize closet.
It’s a powerful culture system.
You don’t need a large budget.
Orr Learning Academy proves that when rewards are consistent, relational, and sustainable, behavior follows.
And it can start with $0.
Track inventory in your school and classroom rewards stores, offer Amazon-style shopping to students, and more!
Launch a school-wide behavior and rewards system that's motivational for students and easy for teachers.
Create camaraderie and friendly competition with a school-wide House Points system. Join an interactive demo to learn more!
Track behavior, motivate students, and promote a positive culture – all in one easy platform.
When Orr Learning Academy brought all of its alternative learning students, kindergarten through 12th grade, into one building, they knew behavior systems had to evolve.
Orr Learning Academy isn’t a traditional campus.
Every student is referred through a behavior process. Many arrive discouraged. Some are used to systems that feel entirely punitive.
So the team decided to try something different.
They built a school store.
And they started with $0.
“The store is probably our best thing we have going for us over here.” — Ryan Solley, Assistant Principal
What began as a small experiment has become a structured, twice-weekly rewards system that drives consistency, builds relationships, and motivates students across all grade levels.
Here’s how they made it work.
Orr Learning Academy serves 115 K–12 students in Fort Smith, Arkansas. Every student struggles in a traditional setting before being referred.
That means:
• Behavior systems must be clear
• Incentives must be consistent
• Sustainability is non-negotiable
“We didn’t want to start something and then tell kids we don’t have that anymore.” — Ryan
Originally, students shopped once a week.
It wasn’t enough.
Midweek behaviors slipped.
So the team redesigned the rhythm:
• Secondary students shop Tuesdays and Thursdays
• Elementary students shop Wednesdays and Fridays
• Eligibility requires Level 4 or 5 behavior the previous day
“If you only do it once a week, behaviors can spiral. But if you have that middle-of-the-week motivation, it keeps things under control.” — Ryan
That small structural change created daily accountability.
Students now think in two-day goals:
Be focused today → Shop tomorrow.
It keeps momentum steady.
Running one store for kindergarten through 12th grade requires thoughtful logistics.
Orr Learning Academy uses a hybrid model.
• Students place online orders in LiveSchool
• Orders must be submitted by 9:00 AM
• Staff batch-package rewards
• Items are delivered near dismissal
Clear deadlines eliminated chaos and reduced interruptions.
Younger students need more immediacy and excitement.
So the team created a mobile rewards cart.
It includes:
• Decorative lights
• A small speaker with music
• Visible snacks and prizes
• A 3–5 minute timer to keep shopping efficient
“It’s a sense of excitement when the cart comes around.” — Ryan
That moment matters.
One of Orr’s most powerful discoveries?
Some of the most popular rewards cost nothing.
Top no-cost rewards include:
• Class swap
• VIP lunch
• Helping run the store
• Time with a favorite teacher
• Time with the School Resource Officer
Yes, students can use points to spend 15–20 minutes with the SRO:
• Touring the patrol car
• Turning on sirens
• Getting police stickers
• Even (playfully) handcuffing a favorite teacher
It’s relationship-driven, not material-driven.
This is a school that serves students with behavior referrals — and they chose connection as a reward.
That’s a standout move.
If a student buys a privilege but struggles behaviorally that day, they may not use it immediately.
But it is never taken away.
“We never take it from them. Once they’ve earned it, they’ve earned it.” — Ryan
That distinction shifts the system from punitive to restorative.
The most common question schools ask:
How do you pay for inventory?
Orr’s answer is simple and repeatable.
They created an Amazon Wishlist.
Then they:
• Added specific items (exact Lego sets, specific snack brands)
• Shared the link on personal and school Facebook pages
• Set shipping directly to the school
“The more specific you can get, the more buy-in you get.”
Instead of saying “We’ll take anything,” they say:
We need:
• This lego set
• This box of Takis
• This Snack Pack
Helen emphasized that clarity was critical when they first started asking for help.
“We weren’t really seeing a lot of feedback when we just said we needed donations. But when we listed specific items, like the exact Lego set or the exact snack, people were much more willing to help.” — Helen Shondell
She also made sure donors understood why they were giving.
“Explaining that we’re a behavior school and that students earn these rewards for positive behavior made a big difference.” — Helen
That clarity increased donations dramatically.
They now receive:
• Walmart deliveries
• Sam’s shipments
• Distributor donations
• Gift cards from local businesses
They’ve even expanded rewards to include staff recognition because of the donation volume.
That’s growth.
Instead of asking open-ended questions like “What do you like?” the team uses a structured reinforcement survey.
Students check specific options, including:
• Social reinforcers
• Academic reinforcers
• Adult recognition
• Peer time
• Tangible items
This created clarity across K–12.
It also allowed the team to:
• Price high-demand items higher
• Encourage long-term saving
• Balance tangible and intangible rewards
Richard Brown pushed the team to stop guessing and start asking direct questions.
“What are you willing to work for?” — Richard Brown
That simple shift reframed the store from something adults designed for students into something built with them.
Two operational habits stand out:
If something is out of stock, it’s marked out of stock in LiveSchool.
No surprises. No blow-ups.
Three to five minutes to shop.
Structure prevents overwhelm.
These small systems protect staff time and student trust.
When students care about points, they check them.
If points aren’t posted, they ask.
That accountability improved consistency across classrooms.
Teachers explain why points were earned, or not earned.
Transparency increased buy-in.
Orr Learning Academy serves students who are often accustomed to discipline-first environments.
The store created a cultural shift.
“We don’t want everything to be punitive. We want to reward good behavior.” — Ryan
Now students:
• Save for Legos
• Buy snacks for siblings
• Help distribute items
• Work toward privileges
• Coach themselves back after tough days
Even students who initially resisted eventually joined when they saw peers leaving with rewards.
That’s social proof at work.
Orr’s advice:
You don’t need a grant.
You need:
• Structure
• Consistency
• Relationships
• Follow-through
Orr Learning Academy stands out because they:
Run a true K–12 unified store
Operate on a twice-weekly rhythm
Built a sustainable $0 funding model
Lean heavily into relationship-based rewards
Protect student dignity by honoring earned privileges
This is so much more than a prize closet.
It’s a powerful culture system.
You don’t need a large budget.
Orr Learning Academy proves that when rewards are consistent, relational, and sustainable, behavior follows.
And it can start with $0.
Track inventory in your school and classroom rewards stores, offer Amazon-style shopping to students, and more!
Launch a school-wide behavior and rewards system that's motivational for students and easy for teachers.
Create camaraderie and friendly competition with a school-wide House Points system. Join an interactive demo to learn more!
Track behavior, motivate students, and promote a positive culture – all in one easy platform.
When Orr Learning Academy brought all of its alternative learning students, kindergarten through 12th grade, into one building, they knew behavior systems had to evolve.
Orr Learning Academy isn’t a traditional campus.
Every student is referred through a behavior process. Many arrive discouraged. Some are used to systems that feel entirely punitive.
So the team decided to try something different.
They built a school store.
And they started with $0.
“The store is probably our best thing we have going for us over here.” — Ryan Solley, Assistant Principal
What began as a small experiment has become a structured, twice-weekly rewards system that drives consistency, builds relationships, and motivates students across all grade levels.
Here’s how they made it work.
Orr Learning Academy serves 115 K–12 students in Fort Smith, Arkansas. Every student struggles in a traditional setting before being referred.
That means:
• Behavior systems must be clear
• Incentives must be consistent
• Sustainability is non-negotiable
“We didn’t want to start something and then tell kids we don’t have that anymore.” — Ryan
Originally, students shopped once a week.
It wasn’t enough.
Midweek behaviors slipped.
So the team redesigned the rhythm:
• Secondary students shop Tuesdays and Thursdays
• Elementary students shop Wednesdays and Fridays
• Eligibility requires Level 4 or 5 behavior the previous day
“If you only do it once a week, behaviors can spiral. But if you have that middle-of-the-week motivation, it keeps things under control.” — Ryan
That small structural change created daily accountability.
Students now think in two-day goals:
Be focused today → Shop tomorrow.
It keeps momentum steady.
Running one store for kindergarten through 12th grade requires thoughtful logistics.
Orr Learning Academy uses a hybrid model.
• Students place online orders in LiveSchool
• Orders must be submitted by 9:00 AM
• Staff batch-package rewards
• Items are delivered near dismissal
Clear deadlines eliminated chaos and reduced interruptions.
Younger students need more immediacy and excitement.
So the team created a mobile rewards cart.
It includes:
• Decorative lights
• A small speaker with music
• Visible snacks and prizes
• A 3–5 minute timer to keep shopping efficient
“It’s a sense of excitement when the cart comes around.” — Ryan
That moment matters.
One of Orr’s most powerful discoveries?
Some of the most popular rewards cost nothing.
Top no-cost rewards include:
• Class swap
• VIP lunch
• Helping run the store
• Time with a favorite teacher
• Time with the School Resource Officer
Yes, students can use points to spend 15–20 minutes with the SRO:
• Touring the patrol car
• Turning on sirens
• Getting police stickers
• Even (playfully) handcuffing a favorite teacher
It’s relationship-driven, not material-driven.
This is a school that serves students with behavior referrals — and they chose connection as a reward.
That’s a standout move.
If a student buys a privilege but struggles behaviorally that day, they may not use it immediately.
But it is never taken away.
“We never take it from them. Once they’ve earned it, they’ve earned it.” — Ryan
That distinction shifts the system from punitive to restorative.
The most common question schools ask:
How do you pay for inventory?
Orr’s answer is simple and repeatable.
They created an Amazon Wishlist.
Then they:
• Added specific items (exact Lego sets, specific snack brands)
• Shared the link on personal and school Facebook pages
• Set shipping directly to the school
“The more specific you can get, the more buy-in you get.”
Instead of saying “We’ll take anything,” they say:
We need:
• This lego set
• This box of Takis
• This Snack Pack
Helen emphasized that clarity was critical when they first started asking for help.
“We weren’t really seeing a lot of feedback when we just said we needed donations. But when we listed specific items, like the exact Lego set or the exact snack, people were much more willing to help.” — Helen Shondell
She also made sure donors understood why they were giving.
“Explaining that we’re a behavior school and that students earn these rewards for positive behavior made a big difference.” — Helen
That clarity increased donations dramatically.
They now receive:
• Walmart deliveries
• Sam’s shipments
• Distributor donations
• Gift cards from local businesses
They’ve even expanded rewards to include staff recognition because of the donation volume.
That’s growth.
Instead of asking open-ended questions like “What do you like?” the team uses a structured reinforcement survey.
Students check specific options, including:
• Social reinforcers
• Academic reinforcers
• Adult recognition
• Peer time
• Tangible items
This created clarity across K–12.
It also allowed the team to:
• Price high-demand items higher
• Encourage long-term saving
• Balance tangible and intangible rewards
Richard Brown pushed the team to stop guessing and start asking direct questions.
“What are you willing to work for?” — Richard Brown
That simple shift reframed the store from something adults designed for students into something built with them.
Two operational habits stand out:
If something is out of stock, it’s marked out of stock in LiveSchool.
No surprises. No blow-ups.
Three to five minutes to shop.
Structure prevents overwhelm.
These small systems protect staff time and student trust.
When students care about points, they check them.
If points aren’t posted, they ask.
That accountability improved consistency across classrooms.
Teachers explain why points were earned, or not earned.
Transparency increased buy-in.
Orr Learning Academy serves students who are often accustomed to discipline-first environments.
The store created a cultural shift.
“We don’t want everything to be punitive. We want to reward good behavior.” — Ryan
Now students:
• Save for Legos
• Buy snacks for siblings
• Help distribute items
• Work toward privileges
• Coach themselves back after tough days
Even students who initially resisted eventually joined when they saw peers leaving with rewards.
That’s social proof at work.
Orr’s advice:
You don’t need a grant.
You need:
• Structure
• Consistency
• Relationships
• Follow-through
Orr Learning Academy stands out because they:
Run a true K–12 unified store
Operate on a twice-weekly rhythm
Built a sustainable $0 funding model
Lean heavily into relationship-based rewards
Protect student dignity by honoring earned privileges
This is so much more than a prize closet.
It’s a powerful culture system.
You don’t need a large budget.
Orr Learning Academy proves that when rewards are consistent, relational, and sustainable, behavior follows.
And it can start with $0.
When Orr Learning Academy brought all of its alternative learning students, kindergarten through 12th grade, into one building, they knew behavior systems had to evolve.
Orr Learning Academy isn’t a traditional campus.
Every student is referred through a behavior process. Many arrive discouraged. Some are used to systems that feel entirely punitive.
So the team decided to try something different.
They built a school store.
And they started with $0.
“The store is probably our best thing we have going for us over here.” — Ryan Solley, Assistant Principal
What began as a small experiment has become a structured, twice-weekly rewards system that drives consistency, builds relationships, and motivates students across all grade levels.
Here’s how they made it work.
Orr Learning Academy serves 115 K–12 students in Fort Smith, Arkansas. Every student struggles in a traditional setting before being referred.
That means:
• Behavior systems must be clear
• Incentives must be consistent
• Sustainability is non-negotiable
“We didn’t want to start something and then tell kids we don’t have that anymore.” — Ryan
Originally, students shopped once a week.
It wasn’t enough.
Midweek behaviors slipped.
So the team redesigned the rhythm:
• Secondary students shop Tuesdays and Thursdays
• Elementary students shop Wednesdays and Fridays
• Eligibility requires Level 4 or 5 behavior the previous day
“If you only do it once a week, behaviors can spiral. But if you have that middle-of-the-week motivation, it keeps things under control.” — Ryan
That small structural change created daily accountability.
Students now think in two-day goals:
Be focused today → Shop tomorrow.
It keeps momentum steady.
Running one store for kindergarten through 12th grade requires thoughtful logistics.
Orr Learning Academy uses a hybrid model.
• Students place online orders in LiveSchool
• Orders must be submitted by 9:00 AM
• Staff batch-package rewards
• Items are delivered near dismissal
Clear deadlines eliminated chaos and reduced interruptions.
Younger students need more immediacy and excitement.
So the team created a mobile rewards cart.
It includes:
• Decorative lights
• A small speaker with music
• Visible snacks and prizes
• A 3–5 minute timer to keep shopping efficient
“It’s a sense of excitement when the cart comes around.” — Ryan
That moment matters.
One of Orr’s most powerful discoveries?
Some of the most popular rewards cost nothing.
Top no-cost rewards include:
• Class swap
• VIP lunch
• Helping run the store
• Time with a favorite teacher
• Time with the School Resource Officer
Yes, students can use points to spend 15–20 minutes with the SRO:
• Touring the patrol car
• Turning on sirens
• Getting police stickers
• Even (playfully) handcuffing a favorite teacher
It’s relationship-driven, not material-driven.
This is a school that serves students with behavior referrals — and they chose connection as a reward.
That’s a standout move.
If a student buys a privilege but struggles behaviorally that day, they may not use it immediately.
But it is never taken away.
“We never take it from them. Once they’ve earned it, they’ve earned it.” — Ryan
That distinction shifts the system from punitive to restorative.
The most common question schools ask:
How do you pay for inventory?
Orr’s answer is simple and repeatable.
They created an Amazon Wishlist.
Then they:
• Added specific items (exact Lego sets, specific snack brands)
• Shared the link on personal and school Facebook pages
• Set shipping directly to the school
“The more specific you can get, the more buy-in you get.”
Instead of saying “We’ll take anything,” they say:
We need:
• This lego set
• This box of Takis
• This Snack Pack
Helen emphasized that clarity was critical when they first started asking for help.
“We weren’t really seeing a lot of feedback when we just said we needed donations. But when we listed specific items, like the exact Lego set or the exact snack, people were much more willing to help.” — Helen Shondell
She also made sure donors understood why they were giving.
“Explaining that we’re a behavior school and that students earn these rewards for positive behavior made a big difference.” — Helen
That clarity increased donations dramatically.
They now receive:
• Walmart deliveries
• Sam’s shipments
• Distributor donations
• Gift cards from local businesses
They’ve even expanded rewards to include staff recognition because of the donation volume.
That’s growth.
Instead of asking open-ended questions like “What do you like?” the team uses a structured reinforcement survey.
Students check specific options, including:
• Social reinforcers
• Academic reinforcers
• Adult recognition
• Peer time
• Tangible items
This created clarity across K–12.
It also allowed the team to:
• Price high-demand items higher
• Encourage long-term saving
• Balance tangible and intangible rewards
Richard Brown pushed the team to stop guessing and start asking direct questions.
“What are you willing to work for?” — Richard Brown
That simple shift reframed the store from something adults designed for students into something built with them.
Two operational habits stand out:
If something is out of stock, it’s marked out of stock in LiveSchool.
No surprises. No blow-ups.
Three to five minutes to shop.
Structure prevents overwhelm.
These small systems protect staff time and student trust.
When students care about points, they check them.
If points aren’t posted, they ask.
That accountability improved consistency across classrooms.
Teachers explain why points were earned, or not earned.
Transparency increased buy-in.
Orr Learning Academy serves students who are often accustomed to discipline-first environments.
The store created a cultural shift.
“We don’t want everything to be punitive. We want to reward good behavior.” — Ryan
Now students:
• Save for Legos
• Buy snacks for siblings
• Help distribute items
• Work toward privileges
• Coach themselves back after tough days
Even students who initially resisted eventually joined when they saw peers leaving with rewards.
That’s social proof at work.
Orr’s advice:
You don’t need a grant.
You need:
• Structure
• Consistency
• Relationships
• Follow-through
Orr Learning Academy stands out because they:
Run a true K–12 unified store
Operate on a twice-weekly rhythm
Built a sustainable $0 funding model
Lean heavily into relationship-based rewards
Protect student dignity by honoring earned privileges
This is so much more than a prize closet.
It’s a powerful culture system.
You don’t need a large budget.
Orr Learning Academy proves that when rewards are consistent, relational, and sustainable, behavior follows.
And it can start with $0.
You know what they teamwork makes the dream work. These articles have been written by the wonderful members of our team.
Track inventory in your school and classroom rewards stores, offer Amazon-style shopping to students, and more!
Launch a school-wide behavior and rewards system that's motivational for students and easy for teachers.
Create camaraderie and friendly competition with a school-wide House Points system. Join an interactive demo to learn more!
Track behavior, motivate students, and promote a positive culture – all in one easy platform.
When Orr Learning Academy brought all of its alternative learning students, kindergarten through 12th grade, into one building, they knew behavior systems had to evolve.
Orr Learning Academy isn’t a traditional campus.
Every student is referred through a behavior process. Many arrive discouraged. Some are used to systems that feel entirely punitive.
So the team decided to try something different.
They built a school store.
And they started with $0.
“The store is probably our best thing we have going for us over here.” — Ryan Solley, Assistant Principal
What began as a small experiment has become a structured, twice-weekly rewards system that drives consistency, builds relationships, and motivates students across all grade levels.
Here’s how they made it work.
Orr Learning Academy serves 115 K–12 students in Fort Smith, Arkansas. Every student struggles in a traditional setting before being referred.
That means:
• Behavior systems must be clear
• Incentives must be consistent
• Sustainability is non-negotiable
“We didn’t want to start something and then tell kids we don’t have that anymore.” — Ryan
Originally, students shopped once a week.
It wasn’t enough.
Midweek behaviors slipped.
So the team redesigned the rhythm:
• Secondary students shop Tuesdays and Thursdays
• Elementary students shop Wednesdays and Fridays
• Eligibility requires Level 4 or 5 behavior the previous day
“If you only do it once a week, behaviors can spiral. But if you have that middle-of-the-week motivation, it keeps things under control.” — Ryan
That small structural change created daily accountability.
Students now think in two-day goals:
Be focused today → Shop tomorrow.
It keeps momentum steady.
Running one store for kindergarten through 12th grade requires thoughtful logistics.
Orr Learning Academy uses a hybrid model.
• Students place online orders in LiveSchool
• Orders must be submitted by 9:00 AM
• Staff batch-package rewards
• Items are delivered near dismissal
Clear deadlines eliminated chaos and reduced interruptions.
Younger students need more immediacy and excitement.
So the team created a mobile rewards cart.
It includes:
• Decorative lights
• A small speaker with music
• Visible snacks and prizes
• A 3–5 minute timer to keep shopping efficient
“It’s a sense of excitement when the cart comes around.” — Ryan
That moment matters.
One of Orr’s most powerful discoveries?
Some of the most popular rewards cost nothing.
Top no-cost rewards include:
• Class swap
• VIP lunch
• Helping run the store
• Time with a favorite teacher
• Time with the School Resource Officer
Yes, students can use points to spend 15–20 minutes with the SRO:
• Touring the patrol car
• Turning on sirens
• Getting police stickers
• Even (playfully) handcuffing a favorite teacher
It’s relationship-driven, not material-driven.
This is a school that serves students with behavior referrals — and they chose connection as a reward.
That’s a standout move.
If a student buys a privilege but struggles behaviorally that day, they may not use it immediately.
But it is never taken away.
“We never take it from them. Once they’ve earned it, they’ve earned it.” — Ryan
That distinction shifts the system from punitive to restorative.
The most common question schools ask:
How do you pay for inventory?
Orr’s answer is simple and repeatable.
They created an Amazon Wishlist.
Then they:
• Added specific items (exact Lego sets, specific snack brands)
• Shared the link on personal and school Facebook pages
• Set shipping directly to the school
“The more specific you can get, the more buy-in you get.”
Instead of saying “We’ll take anything,” they say:
We need:
• This lego set
• This box of Takis
• This Snack Pack
Helen emphasized that clarity was critical when they first started asking for help.
“We weren’t really seeing a lot of feedback when we just said we needed donations. But when we listed specific items, like the exact Lego set or the exact snack, people were much more willing to help.” — Helen Shondell
She also made sure donors understood why they were giving.
“Explaining that we’re a behavior school and that students earn these rewards for positive behavior made a big difference.” — Helen
That clarity increased donations dramatically.
They now receive:
• Walmart deliveries
• Sam’s shipments
• Distributor donations
• Gift cards from local businesses
They’ve even expanded rewards to include staff recognition because of the donation volume.
That’s growth.
Instead of asking open-ended questions like “What do you like?” the team uses a structured reinforcement survey.
Students check specific options, including:
• Social reinforcers
• Academic reinforcers
• Adult recognition
• Peer time
• Tangible items
This created clarity across K–12.
It also allowed the team to:
• Price high-demand items higher
• Encourage long-term saving
• Balance tangible and intangible rewards
Richard Brown pushed the team to stop guessing and start asking direct questions.
“What are you willing to work for?” — Richard Brown
That simple shift reframed the store from something adults designed for students into something built with them.
Two operational habits stand out:
If something is out of stock, it’s marked out of stock in LiveSchool.
No surprises. No blow-ups.
Three to five minutes to shop.
Structure prevents overwhelm.
These small systems protect staff time and student trust.
When students care about points, they check them.
If points aren’t posted, they ask.
That accountability improved consistency across classrooms.
Teachers explain why points were earned, or not earned.
Transparency increased buy-in.
Orr Learning Academy serves students who are often accustomed to discipline-first environments.
The store created a cultural shift.
“We don’t want everything to be punitive. We want to reward good behavior.” — Ryan
Now students:
• Save for Legos
• Buy snacks for siblings
• Help distribute items
• Work toward privileges
• Coach themselves back after tough days
Even students who initially resisted eventually joined when they saw peers leaving with rewards.
That’s social proof at work.
Orr’s advice:
You don’t need a grant.
You need:
• Structure
• Consistency
• Relationships
• Follow-through
Orr Learning Academy stands out because they:
Run a true K–12 unified store
Operate on a twice-weekly rhythm
Built a sustainable $0 funding model
Lean heavily into relationship-based rewards
Protect student dignity by honoring earned privileges
This is so much more than a prize closet.
It’s a powerful culture system.
You don’t need a large budget.
Orr Learning Academy proves that when rewards are consistent, relational, and sustainable, behavior follows.
And it can start with $0.
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When Orr Learning Academy brought all of its alternative learning students, kindergarten through 12th grade, into one building, they knew behavior systems had to evolve.
Orr Learning Academy isn’t a traditional campus.
Every student is referred through a behavior process. Many arrive discouraged. Some are used to systems that feel entirely punitive.
So the team decided to try something different.
They built a school store.
And they started with $0.
“The store is probably our best thing we have going for us over here.” — Ryan Solley, Assistant Principal
What began as a small experiment has become a structured, twice-weekly rewards system that drives consistency, builds relationships, and motivates students across all grade levels.
Here’s how they made it work.
Orr Learning Academy serves 115 K–12 students in Fort Smith, Arkansas. Every student struggles in a traditional setting before being referred.
That means:
• Behavior systems must be clear
• Incentives must be consistent
• Sustainability is non-negotiable
“We didn’t want to start something and then tell kids we don’t have that anymore.” — Ryan
Originally, students shopped once a week.
It wasn’t enough.
Midweek behaviors slipped.
So the team redesigned the rhythm:
• Secondary students shop Tuesdays and Thursdays
• Elementary students shop Wednesdays and Fridays
• Eligibility requires Level 4 or 5 behavior the previous day
“If you only do it once a week, behaviors can spiral. But if you have that middle-of-the-week motivation, it keeps things under control.” — Ryan
That small structural change created daily accountability.
Students now think in two-day goals:
Be focused today → Shop tomorrow.
It keeps momentum steady.
Running one store for kindergarten through 12th grade requires thoughtful logistics.
Orr Learning Academy uses a hybrid model.
• Students place online orders in LiveSchool
• Orders must be submitted by 9:00 AM
• Staff batch-package rewards
• Items are delivered near dismissal
Clear deadlines eliminated chaos and reduced interruptions.
Younger students need more immediacy and excitement.
So the team created a mobile rewards cart.
It includes:
• Decorative lights
• A small speaker with music
• Visible snacks and prizes
• A 3–5 minute timer to keep shopping efficient
“It’s a sense of excitement when the cart comes around.” — Ryan
That moment matters.
One of Orr’s most powerful discoveries?
Some of the most popular rewards cost nothing.
Top no-cost rewards include:
• Class swap
• VIP lunch
• Helping run the store
• Time with a favorite teacher
• Time with the School Resource Officer
Yes, students can use points to spend 15–20 minutes with the SRO:
• Touring the patrol car
• Turning on sirens
• Getting police stickers
• Even (playfully) handcuffing a favorite teacher
It’s relationship-driven, not material-driven.
This is a school that serves students with behavior referrals — and they chose connection as a reward.
That’s a standout move.
If a student buys a privilege but struggles behaviorally that day, they may not use it immediately.
But it is never taken away.
“We never take it from them. Once they’ve earned it, they’ve earned it.” — Ryan
That distinction shifts the system from punitive to restorative.
The most common question schools ask:
How do you pay for inventory?
Orr’s answer is simple and repeatable.
They created an Amazon Wishlist.
Then they:
• Added specific items (exact Lego sets, specific snack brands)
• Shared the link on personal and school Facebook pages
• Set shipping directly to the school
“The more specific you can get, the more buy-in you get.”
Instead of saying “We’ll take anything,” they say:
We need:
• This lego set
• This box of Takis
• This Snack Pack
Helen emphasized that clarity was critical when they first started asking for help.
“We weren’t really seeing a lot of feedback when we just said we needed donations. But when we listed specific items, like the exact Lego set or the exact snack, people were much more willing to help.” — Helen Shondell
She also made sure donors understood why they were giving.
“Explaining that we’re a behavior school and that students earn these rewards for positive behavior made a big difference.” — Helen
That clarity increased donations dramatically.
They now receive:
• Walmart deliveries
• Sam’s shipments
• Distributor donations
• Gift cards from local businesses
They’ve even expanded rewards to include staff recognition because of the donation volume.
That’s growth.
Instead of asking open-ended questions like “What do you like?” the team uses a structured reinforcement survey.
Students check specific options, including:
• Social reinforcers
• Academic reinforcers
• Adult recognition
• Peer time
• Tangible items
This created clarity across K–12.
It also allowed the team to:
• Price high-demand items higher
• Encourage long-term saving
• Balance tangible and intangible rewards
Richard Brown pushed the team to stop guessing and start asking direct questions.
“What are you willing to work for?” — Richard Brown
That simple shift reframed the store from something adults designed for students into something built with them.
Two operational habits stand out:
If something is out of stock, it’s marked out of stock in LiveSchool.
No surprises. No blow-ups.
Three to five minutes to shop.
Structure prevents overwhelm.
These small systems protect staff time and student trust.
When students care about points, they check them.
If points aren’t posted, they ask.
That accountability improved consistency across classrooms.
Teachers explain why points were earned, or not earned.
Transparency increased buy-in.
Orr Learning Academy serves students who are often accustomed to discipline-first environments.
The store created a cultural shift.
“We don’t want everything to be punitive. We want to reward good behavior.” — Ryan
Now students:
• Save for Legos
• Buy snacks for siblings
• Help distribute items
• Work toward privileges
• Coach themselves back after tough days
Even students who initially resisted eventually joined when they saw peers leaving with rewards.
That’s social proof at work.
Orr’s advice:
You don’t need a grant.
You need:
• Structure
• Consistency
• Relationships
• Follow-through
Orr Learning Academy stands out because they:
Run a true K–12 unified store
Operate on a twice-weekly rhythm
Built a sustainable $0 funding model
Lean heavily into relationship-based rewards
Protect student dignity by honoring earned privileges
This is so much more than a prize closet.
It’s a powerful culture system.
You don’t need a large budget.
Orr Learning Academy proves that when rewards are consistent, relational, and sustainable, behavior follows.
And it can start with $0.
