Abstract
The study identified types of Performance Appraisal (PA) systems in use in Nigerian public sector, investigated effectiveness of PA systems in the sector and examined factors affecting effectiveness of PA systems in the public sector. Purposive sampling technique was used in selecting top, middle and lower levels staff from the various administrative departments within the selected Ministries, Departments and Agencies (MDAs). The result identified annual review, general performance appraisal, evaluation studies, inventory turnover, performance reviews, 4-block metric reviews, performance improvement plans, employee self-appraisal and 360-degree performance appraisal systems as being used in the Nigerian public sector. However, only annual review, inventory turnover, performance reviews, employee self-appraisal and 360-degree appraisal are fairly effective on paper but not in practice. The finding also identified lack of objectivity, halo error, leniency, central tendency error, recent behavior bias, personal bias (stereotyping), manipulating the evaluation, employee anxiety, shifting standards, overall ratings, horn error, strictness and politicisation of rating as factors hindering effectiveness of the appraisal system in Nigerian Public sector. The study concluded that there are employee appraisal systems in place in the Nigerian Public Sector but they are not effectively implemented.
Highlights
The public sector in most countries is witnessing one form of reforms or another in order to position the service for efficient and effective service delivery that satisfies the needs and yearnings of members of the society
Raters are often culpable in their ratings because they feel that none of the ratees are living up to standards of excellence
The study identified annual review, general performance appraisal, inventory turnover, performance reviews, performance improvement plan, employee self-appraisal and 360-degree appraisal methods as the typical performance appraisal methods utilised in Nigerian public sector
Summary
The public sector in most countries is witnessing one form of reforms or another in order to position the service for efficient and effective service delivery that satisfies the needs and yearnings of members of the society. Some scholars and organisations (Thompson, Cook, Cottrell, Lewis, & Miller, 1998; CIPD, 2017; Bacal, 2007; Drucker, 2007; Heskett, 2006; Schuler & Jackson, 1996) describes PA as a strategic performance management mechanism employed by managers in assessing previous achievements and for planning subsequent advancement and enhancement of a particular employee performance vis-à-vis public sector performance. This is used for the transformation of organisational goals into personal goals. It further examines the factors affecting the effectiveness of the employees’ appraisal system in the Nigerian public sector
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