Performance evaluations are important tools used to assess the effectiveness of individuals in positions within a company or organization. Evaluations help provide feedback both on areas of strength and weaknesses, as well as recognizing accomplishments achieved (Rebore, 2015). Additionally, they can be utilized by managers to measure progress towards certain goals and objectives while also providing opportunities for development and growth (Rebore, 2015).

Along with traditional evaluations, the Value-Added Performance Model has been developed as an alternative assessment tool which evaluates employees in terms of added value. This type of performance model is based on the concept that each employee contributes differently to their organization depending on various factors such as skill level, individual differences and team dynamics; thus creating an environment where contributions from all members of staff can be recognized (Latham & Wexley, 2018).

In addition to its use in evaluating employees generally speaking, VAM scores have also specifically been employed when assessing teachers and administrators within educational systems. Here VAM scores are used not only to evaluate job performance but also student learning outcomes; allowing schools to track improvements over time as well as any discrepancies among different populations (Wenglinsky & Wilhoit., 2017). Therefore, through utilizing this method schools will be able to better understand how changes in teaching practices may impact student achievement while at the same time rewarding personnel for their efforts.