1. Lack of effective feedback: The survey provides a comprehensive assessment of teacher and manager performance, allowing for specific and detailed feedback on each staff member's strengths and areas for improvement. This helps teachers identify areas where they can improve and helps administration provide them with the support and resources needed to grow professionally.

2. Inequity in assessment: By using objective indicators and clear criteria in performance evaluation, the survey helps ensure that the evaluation is fair and equitable for all teachers and managers, thus avoiding possible bias or favoritism in the evaluation process.

3. Lack of alignment with institutional objectives: The survey allows the school to incorporate specific indicators related to institutional objectives and values, ensuring that the performance assessment is aligned with the school's educational vision and mission. This helps maintain coherence and strategic direction in the professional development of staff.

4. Lack of data for decision-making: By collecting and analyzing data on teacher and manager performance, the survey provides administration with objective and informed information for decision-making related to hiring, resource allocation, professional development planning, and other institutional improvement initiatives.