Date of Award


Degree Name

Doctor of Education


Educational Leadership

First Advisor

Dr. Uldis Smidchens

Second Advisor

Dr. Richard Munsterman

Third Advisor

Dr. Jerry Herman


The objectives of this study were to examine the present process of performance appraisal used in Michigan as well as to determine if the participants in that process see any need for change. If change was desired this study sought to determine what direction that change should take. A review of the literature established a background which implied a general pervasive dissatisfaction with the present process and a need for change as well as several directions that change might take. The review of the literature also established a possible link between personnel development within the school setting and that of organizational development in general. Previous research in the areas of professional improvement and evaluation systems both current and advocated is also reviewed. A sample of Michigan school superintendents, principals, and teachers were asked to respond to inquiries regarding present evaluation in their respective districts as well as evaluation processes which they might prefer. Other supportive inquiries were also made. The results of the questionnaires were summarized and data were compiled and examined in the following areas: present versus preferred evaluators; present versus preferred evaluation methods, purposes, and results; preferred committee members for revision of evaluation processes; adequacy of present processes; length of time present process has been used; length of teacher tenure; number of times evaluated in previous year; length of administrative service; and indication of formal administrative training in the evaluation process. These data include comparisons between present observations and preferences of each group, superintendents, principals, and teachers, as well as comparisons of the data between these groups.

The conclusions indicate that while the literature may imply that school personnel are dissatisfied with present evaluation processes, this is not really clearly the case. It appears that most school personnel find the present processes adequate but in need of improvement. The clear indication is that the practitioners would involve more persons as evaluators, explore more methods of evaluation, and hope for more results, among which would be job satisfaction and personal development.

It further seems clear that the changes appear to be over due and the present processes have been updated for several years in many school districts. The three groups also seem to be in relatively close agreement in regard to the direction the changes should take as well as the results those changes should produce.

A bibliography, survey forms, maps, school districts surveyed, and supporting documentation are included.

Access Setting

Dissertation-Open Access