They claim that only if a teacher develops problems does he or she get a serious review. DSEA looks upon this as punitive, the first weapon fired in the process of dismissal. Naturally, the union fights them and probably winds up fighting some it shouldn't, because of suspicions raised by a supervisor who suddenly takes the process seriously. This problem is not unique to schools. However, many supervisors shy away from being honest in routine evaluations if an employee is doing the job without causing problems.
Performance evaluations are to personnel affairs what hand grenades are to infantry operations.
You know you ought to have them, but, lordy, are they scary if mishandled. I'd be willing to bet that sloppy evaluations constitute the biggest share of useless paper in personnel files from coast to coast. Different standards School administrators say that performance evaluations are done differently by different people, for different reasons. DSEA says that's the problem. Measurable goals should be set, and the employee should get a chance to say how he or she intends to meet them.