Abstract
The study was conducted to investigate staff’s perception on the effectiveness of the annual assessment system and examine the motivation status of staff after assessment. Convenience sampling technique was used to select some senior members and senior staff who were drawn from the various administrative departments within the University. The Statistical Package for Social Sciences (SPSS) was used to help analyze the primary data collected. The paper concludes that performance appraisal, likewise performance management at the University of Cape Coast, lacks policy direction. Without the use of guiding principles for monitoring performance and appraising staff, it is possible that many people are actually not performing and therefore assessments at UCC suffer a variety of judgment errors and biases due to subjective appraisals. Part of the recom-mendations is that the Division of Human Resources (DHR) should arrange training programmes for all supervisors who are raters in order to equip them with appropriate skills of providing feedback to staff which will motivate staff to improve upon their performance. Finally, the DHR should review the appraisal system from start to finish and introduce new appraisal systems for the various levels of administrative staff.
Highlights
Performance appraisal is an extensively used formal assessment in many organisations to determine employees’How to cite this paper: Atta-Quartey, J.E. (2015) An Evaluation of the Annual Performance Appraisal System at the University of Cape Coast
This section aims at presenting and discussing responses provided to the questionnaire items that were administered to staff of the University of Cape Coast, as well as information gathered from informal discussions using the interview schedule
Human Resource practitioners like McShane and Von Glinow [19], Culbert [20] and Daniel [18] reiterate the important role goal-setting plays before, during and after appraisal. Another reason for the ineffectiveness of the appraisal system at University of Cape Coast (UCC) was that staff did not receive any feedback for them to know how they were faring on their job
Summary
Performance appraisal is an extensively used formal assessment in many organisations to determine employees’How to cite this paper: Atta-Quartey, J.E. (2015) An Evaluation of the Annual Performance Appraisal System at the University of Cape Coast. Performance appraisal is an extensively used formal assessment in many organisations to determine employees’. Atta-Quartey performance in relation to the achievement of organisational goals, and to settle on ways for future improvements. A performance appraisal system embodies the tools and procedures/guidelines used by trained assessors in conducting the assessment of employees. This was followed by 20% of Administrative Assistants and 20% Senior Administrative Assistants. Chief Administrative Assistants and Deputy Registrars each accounted for 2% of the total participants
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