Setting Performance Targets Research Articles

Performance Management Systems and Employee performance in Selected Ministries in Enugu State, Nigeria

The broad objective of this study is to investigate performance management systems and employee performance in selected ministries in Enugu state, Nigeria. Two hypotheses were formulated in line with the objectives of the study. The study adopted a descriptive research design and survey method for data collection. The population of the study was 637. The study sampled the entire population due to the size of the studied population. The instrument for data collection was a structured questionnaire. Data presentation was on tabulated frequency and statistical Mean Score. Hypotheses were tested using a t-test. The results of the findings revealed that Performance planning has significant positive effects on employee performance levels in selected ministries in Enugu state(this is where the t-value = -796.442, and p-value = 0.00); that performance target setting systems do significantly drive positively employee performance level (where t-value = -295.988, and p-value = 0.00); and that Performance monitoring does significantly propel positively employee performance rate (where t-value = -128.604, and p-value = 0.00). The study, therefore, recommends that the Enugu state government should prioritize PMS through proper planning of work and work-related activities by adopting a friendly work environment and by setting clear, measurable goals, setting achievable goals for individuals and organizations; continuously monitoring the level of goal achievement and providing feedback.

The Influence of Leadership, Competence and Motivation on the Performance of Congregational Financial Management at Port Numbay Klassis

This study aims to analyze the influence of leadership, motivation, and competence on the performance of congregation financial management at the GKI Port Numbay Klassis. This study employed a quantitative approach with an explanatory design to investigate the impact of leadership, competence, and motivation on the performance of congregation financial managers in Klasis Port Numbay. Data were collected through surveys and interviews with 98 financial managers across 49 congregations, with cluster sampling used to represent the population. The analysis included validity, reliability, and classical assumption tests, followed by multiple regression analysis to determine each independent variable's influence on performance, individually and collectively. The research found that leadership, competence, and motivation play crucial roles in enhancing the performance of financial managers in the congregation at Klasis GKI Port Numbay. Effective leadership provides clear direction and motivation, leading to improved performance. High competence in skills, knowledge, and work attitude significantly contributes to the managers' ability to perform their tasks optimally. Additionally, strong motivation among financial managers is key to achieving set performance targets. Leadership, competence, and motivation significantly influence the performance of financial managers, highlighting their importance in ensuring efficient and effective financial management in a church setting.

CEO Overconfidence and Bonus Target Ratcheting

ABSTRACT This study examines the performance target response to CEO overconfidence. Using unique hand-collected data on the annual bonus targets of Standard & Poor’s (S&P) 1500 firms, we find that boards ratchet targets more aggressively and apply greater ratcheting asymmetry for overconfident CEOs than for non-overconfident CEOs. These findings are robust to a battery of sensitivity tests. We also provide evidence that the increase in target ratcheting for overconfident CEOs is particularly more pronounced in firms with strong monitoring environments. Collectively, our findings suggest that boards actively consider CEOs’ overconfidence when setting performance targets, providing new insight into the importance of CEOs’ personal traits with respect to the incentive effects of performance target revisions. JEL Classification: G34; J33; M52.

Silo mentality in bureaucratic reform

Background: This article discusses how to overcome silo mentality in bureaucratic reform in an organisation. Method: The qualitative research method is based on case studies and literature reviews. This method involves a critical and in-depth evaluation of previous research to understand sectoral ego and silo mentality in organizational contexts, including government and corporate settings. Findings: There are several things that can be done, one of which is by implementing a better mental revolution based on the values of Pancasila which is the basic ideology of the Indonesian nation. Sectoral ego and silo mentality have the potential to be counterproductive to the strategy of achieving organisational targets and goals. Nonetheless, in the preparation of organisational plans and strategies, it has become customary that organisations set performance targets for each unit derived from the organisation's main targets and objectives. It is an interesting discussion considering that each person or organisational unit always tries and focuses on the respective performance targets that have been set. Conclusion: In some conditions, the choice to focus on their own performance targets is one of the reasons why people exhibit sectoral ego behaviour with silo mentality. By revolutionising the mentality as a strong foundation, it is expected that an organisation can achieve the organisational goals that have been set. Novelty/Originality of this study: This study integrates Pancasila values ​​into strategies to overcome the silo mentality in bureaucratic reform. This innovative approach offers practical solutions to align individual performance with organizational goals, applicable in the Indonesian government and private sectors.

Efficacy of Green Reward Management Practices on Workers’ Performance: Evidence from Public Universities in Western Kenya

Few organizations in Kenya have implemented green-oriented practices, including public universities, which continue to experience internal wastage and suboptimal resource utilization amidst reduced government financial support for their operations. The role of green human resource management practices on academic staff performance in public universities remains relatively unexplored in Kenya. This study assessed the effect of green reward management practices on employee performance. Based on a positivist philosophy, and guided by the Ability, Motivation and Opportunity Theory, an explanatory research design was used to undertake the study on a target population of 438 employees holding top and middle level management positions in 11 public universities in the Western region of Kenya. From it, a sample size of 209 respondents was determined using Slovin’s sample determination method. Questionnaires were used to collect data. They were tested for reliability and validity before use. The collected Data was analyzed using descriptive and inferential statistics where correlation and multiple regression analysis was done using SPSS version 25.0. The results indicated that green reward management practices had a significant effect on the employee’s performance since the R-Square of 0.111 implied that 11.1% change in the employee’s performance was attributable to the green reward management practices which were significant on employees’ commitment to achieve set performance targets (t = 5.011, p<0.001). The study recommends that Public Universities should invest more resources towards green reward schemes to motivate staff to be sustainably productive.

Penerapan Pengendalian Manajemen Pada Penyaluran Pinjaman Koperasi Simpan Pinjam (Kospin) BN

The distribution of loans to the construction sector is sometimes hampered by the capital they have. To improve the capital structure, Kospin will receive a loan from Cooperative Bank X. An increase in Kospin's capital must be followed by an adequate management control system. Therefore, the procedures for loan disbursement and performance measurement must be adequate. This research was conducted at Kospin BN to measure management control based on distribution procedures and performance measurement. The purpose of this study was to obtain an adequate loan operational procedure design, obtain a formal loan performance planning and measurement system as a key success factor to ensure and monitor the achievement of the strategy. The research method used is a case study, using qualitative analysis based on Boundary Systems and Diagnostic Control Systems. The results of the study, based on the SWOT analysis, there are weaknesses in management and pricing strategies as well as competitors' threats that hinder the business loan focus strategy. Therefore, Kospin should determine the right pricing strategy to win the competition. In addition, Kospin has not yet implemented the Business Loan SOP in accordance with the Decree of the Deputy for Financing of the Ministry of Cooperatives and SMEs No.06/Kep/Dep.2/II/2017. So it is necessary to adjust the linkages of procedures, personnel qualifications, division of tasks, business process flow, as well as documentation and records. Kospin also has not set performance targets, monitoring and measuring and evaluating performance formally. Kospin should set targets, monitor and measure performance and evaluate its performance.

Revolutionary Biology Education: Development of Advanced Biology Learning Through Websites and Learning Kits

Biology education has become essential in developing students' scientific understanding and skills in facing global challenges. Advanced biology learning can be introduced to students as an effort to apply science in everyday life and innovative research. This field of biology has opportunities for promising career paths and jobs in science and technology. However, this learning has yet to be widely introduced regarding innovations in the field of biology in various aspects so that it can deepen students' understanding and competence in solving problems. This research aimed to develop websites and learning kits in advanced biology education. The method used was ASSURE, including analysis of student characteristics, setting performance targets, media development, material exploration, evaluation, and revision. The results obtained in the research, covering the validation analysis of biological material, had met the aspects of depth, feasibility, clarity, suitability for purpose, and use of language. Validation analysis of video-based learning media had fulfilled the aspects of video quality, audio clarity, content suitability, text readability, and context connectedness. The learning platform validation analysis had met user experience, content availability, and visual quality. Recommendations for further research include a validation process by experts and field implementation to determine the effectiveness of learning media.

Quality of Reporting of Adverse Drug Reactions to Antimicrobials Improved Following Operational Research: A before-and-after Study in Sierra Leone (2017-2023).

Background: The quality of pharmacovigilance data is important for guiding medicine safety and clinical practice. In baseline and follow-up studies after introducing interventions to improve the quality of reporting of Individual Case Safety Reports (ICSRs) in Sierra Leone, we compared (a) timeliness and completeness of reporting and (b) patient outcomes classified as 'recovering'. Methods: Baseline (January 2017-December 2021) and follow-up (June 2022-April 2023) studies of ICSRs in the national pharmacovigilance database. Interventions introduced following recommendations from the baseline study included: updating standard operating procedures and guidelines, setting performance targets follow-up of patient outcomes, and training. Results: There were 566 ICSRs in the baseline study and 59 in the follow-up study. Timelines (reporting < 30 days) improved by five-fold (10% at baseline to 47% in follow-up). For the completeness of variables in ICSRs (desired threshold ≥ 90%),this was 44% at baseline and increased to 80% in the follow-up study. 'Recovering' outcomes reduced from 36% (baseline study) to 3% (follow-up study, p < 0.001). Conclusions: Significant improvements in timeliness, completeness, and validation of ICSRs were observed following operational research in Sierra Leone. While enhancing pharmacovigilance and patient safety, this study highlights the important synergistic role operational research can play in improving monitoring and evaluation systems.

A STUDY ON EFFECT OF TARGET BASED PERFORMANCE APPRAISAL TOWARDS EMPLOYEE PRODUCTIVITY AT ASHOKA FARM AIDS, PEENYA INDUSTRIAL AREA

This study examines how target-based performance appraisal impacts employee productivity in the company. Employing mixed methods, including surveys and interviews, the research explores the connection between appraisal practices and productivity, considering various contextual factors. Through a structured questionnaire, employees across departments at company shared insights. Interviews with managers and HR personnel provided deeper understanding of target-based performance appraisal implementation and outcomes. The study highlights a significant link between target-based appraisal and enhanced employee productivity. Alignment between individual targets and organizational goals fosters motivation. Effective communication during goal-setting, ongoing feedback and supportive coaching further amplify positive outcomes. Challenges like fair target setting and potential demotivation are acknowledged. The study suggests a balanced approach that integrates qualitative and quantitative elements when setting performance targets. Cultivating continuous performance discussions and feedback mechanisms is crucial. This research sheds light on target-based performance appraisal's impact on employee productivity. Transparent and equitable appraisal systems are vital for employee growth. By harnessing strengths and addressing challenges, organizations can optimize employee performance and overall success. Keywords: Performance appraisal, target-based approach, employee productivity, goal alignment, motivation, challenges.

Leadership Mobility and Target Adaptation: Does Previous Target Achievement Matter?

Target setting (or goal setting) is a process of incremental adaptation. Prior studies have mainly focus on organization-level adaptation of performance target setting. Based on the geographical leadership mobility within the Chinese political personnel system, this study explores leader-level adaptation of their organizations’ performance target setting. Using a Chinese province-level panel data-set from 1999 to 2019, we empirically confirm that performance targets in one administrative jurisdiction where the current incumbent provincial governor previously served positively influence performance targets in their current provincial leadership position. Furthermore, if the performance targets in the provincial governor’s previous working locality were achieved successfully, the provincial governor will be more motivated to learn from past target-setting experiences. Finally, provincial governors show significantly different policy learning motivation in economic growth target setting before and after the reform of China’s cadre evaluation system in 2013. These findings show that local executives display conditional learning in their individual-level targets aspiration adaptation process.

Tax Compliance (Active Tax Payers) and Non-Oil Tax Revenue in Nigeria: Exposition of Fiscal Exchange Theory and Expectation Proposition

The paper investigated the tax compliance (active tax payers) and non oil revenue in Nigeria in relation to fiscal exchange theory and expectation proposition. The study adopted ex post facto research design; secondary data for nineteen years (2003 - 2022) were collected from various issues of the Federal Inland Revenue Services (FIRS) statistical bulletin and annual reports. Tax compliances as regressand variable was measured with number of actual annual total non oil tax revenue in Nigeria and Tax compliances among active tax payers of company income tax (CIT), Petroleum profit tax (PPT), Capital gain tax (CGT), Value Added Tax (VAT) and Personal Income Tax (PIT) as regressors. The data was analyzed using multiple regression analysis to establish the relationship between the dependent and independent variables. The findings revealed that tax compliance have significant effect on boosting tax revenue generation and that tax default can cause significant variation in government revenue. The variable in the model is significant at the 5% critical level and the regression coefficient reveals that 72.8% of the total variation in revenue is accounted for by tax compliance with other variables in the stochastic term accounting for the remaining 27.2%. Specifically, Tax Compliance (Active Tax Payers) is significantly and positively related to Active Tax Payers on Value Added Tax (ATVAT) (1.827925 ), Active Tax Payers on Company Income Tax (ATCIT) (2.84599) and Active Tax Payers on Petroleum Profit Tax (ATPPT) (2.286043 ), while Tax Compliance (Active Tax Payers) is negatively and insignificantly correlated with Active Tax Payers on Personal Income Tax (ATPIT)( -0.236908 ) Active Tax Payers on Capital Gain Tax (ATCGT)( - 0.236908 ) . It is recommended that Federal Inland Revenue Service should open more offices across the federation to increase the ease of paying taxes, set performance targets for managers of tax offices and sanction for non-performance.

Improving Health Staff Performance Using Standardized Performance Management Systems in Bunyangabu District Health Facilities in Western Uganda

Introduction: The performance management concept is not new but has undergone a relatively slow development in the Ugandan health sector and lacks documented proof of practice. Performance management is a continuous process of identifying, measuring and developing the performance of individuals and aligning performance with the strategic goals of the organization. Aim of the study: The study aimed to improve the performance of health workers through established performance management practices in health facilities of Bunyangabu district in order to inform and benchmark interventions. Methodology: A before and after study design was employed to conduct this study. Both qualitative and quantitative research methods were used to collect data from selected health facilities in Bunyangabu district, interventions which included, training, support supervision and mentor-ship were used. Pre and post intervention data was collected and analyzed using excel, stata, and epi info computer software . Findings: The baseline analysis showed that up to 25% of the health managers were not aware of the recommended performance management practices, 45% able to set performance targets, 20% had job descriptions, 30%had conducted appraisals and only 15% knew about the rewards and sanctions. 85% could not state the vision or mission of the organizations.The interventions applied during the study including training in performance management improved the level of awareness among participants from 75% to 95% in six months, knowledge on target setting from 15-80%, knowledge on Job description from 20-62%, knowledge in performance appraisal from 30-70%, and knowledge in rewards and sanctions from 15 – 70%. The raise in knowledge was associated with an improvement in key health service delivery indicators; staff attendance 62-88%, eMTCT retention on ART 79-88%, PNC at 6weeks 26-53%, HTS linkage 89-97%, and ART coverage 92.5 – 99.7%.The study of associations indicated that the performance management was associated with health facility performance as follows performance planning (r=.757; P = 0.001), performance monitoring (r=.692) ; P=0.001), and functional rewards and sanctions committees (r=.66843); P=0.000). Conclusion: The study concludes that there is a knowledge gap among health facility managers about performance management.The study also concludes that inclusion of performance management in routine support supervision is associated with improved quality of health services and Continuous monitoring and mentor-ships influence performance among health workers. Keywords: health staff, individual performance management, standardized staff performance management systems, accredited facilities, performance planning, performance monitoring, performance appraisal, rewards and sanctions DOI: 10.7176/PPAR/13-3-04 Publication date: April 30 th 2023

Economic Value Added in performance measurement: A simulation approach and empirical evidence

AbstractWith increasing criticism on measuring executive performance based primarily on Total Shareholder Return (TSR), some academics and practitioners have revived discussions on using Economic Value Added (EVA) as an alternative. But if EVA failed to gain traction over the past two decades, is there any new evidence for it or different approaches to better implement it in corporate settings? In this study, we start by confirming EVA‐related metrics' significant positive relationships with long‐term TSR in the Australian market. Our empirical findings also address EVA's major drawback – too much complexity arising from accounting adjustments. Our results suggest that accounting adjustments are generally not necessary, and efforts should be re‐directed to designing direct and intuitive plan mechanisms. In addition, we develop a pseudo environment to illustrate EVA's managerial benefits and potential to cultivate sustainable growth. To study this influence, we leverage capital‐based simulation techniques and mimic executive decision making under different performance measurement conditions, which was typically only discussed in a qualitative or theoretical sense. We find that EVA‐related metrics naturally induce long‐term, strategic and sustainable decision making without limiting executives to overly focus on short‐term profitability. This simulation approach not only provides quantitative evidence, but also gives practitioners in different market environments an expandable and scalable pseudo framework to test the effect of different incentive plans and inform performance target setting, a useful but often overlooked feature in, for instance, the Australian market, where data is relatively scarce.

The optimal performance target of valuation adjustment mechanism agreement with real options perspective.

The valuation adjustment mechanism ('VAM') agreement has recently been widely adopted in venture capital investment in emerging markets. The VAM agreement endows venture capital institutions a contractual right to reevaluate invested startup contingent on preset performance targets, which is crucial for the effectiveness of the VAM agreement by deeply affecting the strategy and fate of the startup. Motivated by exploring a rational performance target setting, this paper: 1)Firstly, extracts a general structure of the VAM agreement by cases analysis;2) Secondly, adopts a real options methodology to derive the option value held by venture capital institutions and how the pre-determined performance target affect the payoff of venture capital institutions;3)Thirdly, derives the expected time to achieve the given performance target and the behavior choice of entrepreneurs of startups; 4)Finally, by maximizing the contractual value of venture capital institutions with the participation constraints of the entrepreneur, derives the optimal performance target setting. The result finds that the option value of the VAM agreement is positively related to the performance target. It may partially explain why venture capital institutions tend to dominate overly high targets from a real options perspective. We also confirm the incentive effect of the VAM agreement that entrepreneurs tend to exert their best effort. Furthermore, the derivation of the optimal performance target shows that it is an increased function of the agreement period and a subtractive function of project risk. This paper contributes to the literature on contingent payment mechanisms and provides practical implications for the VAM agreement design.

Perceived usability evaluation of learning management systems via axiomatic design with a real life application

PurposeUsage of learning management systems (LMSs) has become widespread with the disruption of face-to-face educations after the COVID-19 pandemic. There are several software products, usually named as LMS to enable and support distance education. However, selection of a suitable LMS is a complex multiple criteria decision making (MCDM) problem that requires consideration of many criteria and inputs from different parties like students, academicians, education managers, etc. Usability evaluation of LMS is one of the critical steps in deciding which LMS system to be adapted. There are several studies related to usability evaluation of LMS in the literature, but utilization of MCDM methods and real life case studies are very rare. Based on this motivation, perceived usability evaluation of SAKAI-LMS that is in use at an academic department is performed by employing axiomatic design procedure (ADP). This paper aims to discuss the aforementioned issues.Design/methodology/approachADP is considered as a suitable MCDM method for perceived usability evaluation as it allows an easy approach to data fusion and setting performance targets for decision makers. A questionnaire is developed to collect data from three types of system users about predetermined usability criteria and their importance. After detailed statistical analyses and weighting criteria via analytical hierarch process (AHP), ADP is carried out to evaluate usability of the LMS.FindingsIt is found that the proposed ADP based approach is easy to apply in practical circumstances and able to quantify perceived usability of the LMSs.Research limitations/implicationsThe proposed approach provides an easy and practical evaluation of perceived usability of the LMSs for decision makers who are responsible for the implementation of LMSs. The developed novel and practical MCDM-based perceived usability approach for LMS in this study has been verified through a real life case study at an academic department. Perceived usability results, therefore, reflects only the views of this focus group and are not generalizable.Originality/valueFirst time in the literature, a comprehensive ADP based MCDM approach is proposed based on the analyses of the related literature and information gathered from the system users.

Determining the Performance of the Use of Resources in the Public Sector

Abstract This paper presents a comparative procurement of performance appraisal products, in the context in which there are several homogeneous, which can be delivered to the public sector (goods/products/services, etc.). The proposed method provides a summary measure of the efficiency, economy, or comparative effectiveness of each unit of analysis, as well as other helpful information in performance management. Such information may include good operating practices, and the setting of performance targets at which a unit/activity/product/service can be set, by reference to the size of the most productive scale, at which another unit operates. Identify an efficient unit as a model, to which an inefficient unit can be reported, to improve its performance and productivity over time. In the paper, a case study was conducted, which aims to identify the best levels of performance of the established indicators. Four product units were analysed (as an example, the performance of four types of projectiles with different characteristics was evaluated).

A politics of calculation: Negotiating pathways to zero-energy buildings in Sweden

New building codes and stricter regulation of energy consumption and CO2 emissions have become key strategies to support the low-carbon transition of the housing sector. Such regulations rest heavily on setting performance targets for buildings and developing standardized calculation procedures for determining the compliance of new buildings with the building code. While developing such targets, standards and calculation tools are largely presented as a technocratic and expert-driven process; our argument is that these calculations are actually heavily imbued with politics. Empirically, the article analyses the implementation of the European Energy Performance of Buildings Directive (EPBD), which makes nearly zero-energy buildings mandatory, into Swedish law. Studying the negotiations and controversies taking place in adapting the Swedish building code reveals how the power play of resourceful actors, the negotiation of interests and the different visions and valuations of what is regarded important for the future of the housing sector shape calculation procedures and how these are included in the new building code. Unpacking the political decisions and valuations underlying the calculative practices and technical details of the building code can be seen as an important step towards a more transparent public debate about the future of sustainable buildings.

Pavement Management Programs Based on Quantitative Performance Targets

This paper demonstrates network level pavement management program development for agencies based on maintaining quantitative performance targets. The goal is to minimize budget demands while maintaining the performance targets. This methodology is unique as it considers the concepts and rules for Federal Highway Administration (FHWA) MAP-21 and FAST Acts performance target setting for pavements. It shows how agencies can evaluate and define pavement performance measure targets while establishing their network level work programs. The paper reports the results of a case study for a sample roadway network. The study approach was based on establishing multiple performance targets based on key performance indicators: International Roughness Index (IRI), rutting, and percent cracking. Multiple candidate scenarios include different intervention strategies to accomplish agency network performance targets while developing optimal pavement management programs. The scenarios include two approaches: (i) minimizing the budget for given fixed performance targets for IRI, rutting, and cracking, and (ii) maximizing performance given fixed budget levels. Ten-year pavement management programs were then developed for the network for each scenario. The results were compared for the costs for each scenario and the performance targets maintained for each scenario. The methodology utilizes multi-constraint optimization analysis to evaluate each network level analysis scenario while satisfying performance constraints. The case study demonstrates that scenarios with a focus on preservation can help reduce the costs of meeting performance targets.

Inconsistent Country-Wide Reporting of Adverse Drug Reactions to Antimicrobials in Sierra Leone (2017-2021): A Wake-Up Call to Improve Reporting.

Background: Monitoring of adverse drug reactions (ADRs) to antimicrobials is important, as they can cause life-threatening illness, permanent disabilities, and death. We assessed country-wide ADR reporting on antimicrobials and their outcomes. Methods: A cross-sectional study was conducted using individual case safety reports (ICSRs) entered into the national pharmacovigilance database (VigiFlow) during 2017–2021. Results: Of 566 ICSRs, inconsistent reporting was seen, with the highest reporting in 2017 and 2019 (mass drug campaigns for deworming), zero reporting in 2018 (reasons unknown), and only a handful in 2020 and 2021 (since COVID-19). Of 566 ICSRs, 90% were for antiparasitics (actively reported during mass campaigns), while the rest (passive reporting from health facilities) included 8% antibiotics, 7% antivirals, and 0.2% antifungals. In total, 90% of the reports took >30 days to be entered (median = 165; range 2–420 days), while 44% had <75% of all variables filled in (desired target = 100%). There were 10 serious ADRs, 18 drug withdrawals, and 60% of ADRs affected the gastrointestinal system. The patient outcomes (N-566) were: recovered (59.5%), recovering (35.5%), not recovered (1.4%), death (0.2%), and unknown (3.4%). There was no final ascertainment of ‘recovering’ outcomes. Conclusions: ADR reporting is inconsistent, with delays and incomplete data. This is a wake-up call for introducing active reporting and setting performance targets.

Performance Contracting and Service Delivery in Public Secondary Schools in Trans-Nzoia County, Kenya

Background : Education institutions in Kenya are obliged to provide quality service to the citizens. The Education sector in Kenya has undergone sector reforms just like the other public agencies. Among the most recent is the introduction of performance in schools that gave birth to introduction of performance contracting with the aim of improving efficiency and effectiveness in the management of public resources as well as delivery of service in these institutions. However, despite the reforms, secondary schools in Trans-Nzoia county are still experiencing poor service deliveries. This study objective was to assess the influence of stakeholders’ participation in setting performance targets on service delivery in public secondary schools. Materials and Methods : The study adopted the descriptive survey design with both qualitative and quantitative approaches being used. The study targeted all the 241 principals, 241 BOM Chairpersons, 257 Senior teachers and 526 student’s leaders from 241 secondary schools in Trans-Nzoia county. A sample of 26 secondary schools was identified using Stratified random sampling from four strata. Purposive samplings techniques were used to select 26 principals, 26 BOM Chairpersons, 90 senior teachers and 227 student leaders. The instruments used to collect data were interview schedule, questionnaire and document analysis and Interview schedule were used to collect data from the principals, while questionnaires were administered to BOM Chairpersons, senior teachers and student leaders. Results : The average level of satisfaction in service delivery based on the rating by teachers was 50.3% (mean = 2.5127, std. dev = 1.03458 ) rated moderate, 53.9% (mean = 2.6955, std. dev = 0. .62639) rated moderate by students, and 51.76% (mean = 02.588, std. dev = 0.97818 ) rated moderate by chairpersons Board of Management (BOM). There was a significant positive correlation between stakeholder involvement in setting performance targets and service delivery among secondary schools in Trans-Nzoia County. Linear regression findings indicated that Stakeholder’s involvement in setting performance targets had a statistical significant positive casual effect on service delivery in public secondary schools in Trans-Nzoia County, Kenya ( b = 0 .854 , p-value = 0.00 &lt; 0.05). Conclusion: Enhanced stakeholders’ involvement in setting performance targets contributes to improvement of service delivery in public secondary schools in Trans-Nzoia County, Kenya .