Effect Of Performance Appraisal System On Performance Of Secondary Schools’ Teachers In Kirinyaga West Sub-county, Kenya

Abstract

Performance appraisal is one of human resource management functions that have emerged as a strategic tool utilized by almost all organizations to achieve competitive advantage. It is a process of identifying, measuring and assessing performance of every employee. The study sought to determine the effect of performance appraisal on performance of secondary schools’ teachers in Kirinyaga west Sub County. Specifically, the study explored the effect of goalsetting practices, performance feedback practices and reward system practices on performance of secondary school teachers in Kirinyaga west Sub County. The study was guided by three theories; goal setting theory, expectancy theory and Hackman and Oldham model. The study adopted a descriptive research design. The study’s target population was 371 teachers in Kirinyaga West Sub-county. The study employed stratified random sampling technique in sample selection. The study sample size was 192 respondents. The study used questionnaire to collect primary data. In data analysis, quantitative data was analyzed through descriptive statistics in form of frequencies, percentages, mean and standard deviation using statistical package for social science (SPSS, version 21.0). The study also conducted regression and correlation analysis to test the relationship between the study variables. The study established that secondary school teachers agreed that goal setting practices has help them improve teaching methodologies (mean 3.198); The feedback received agrees with what teachers have actually achieved (mean 3.249); TSC pegs promotion on performance (mean 3.249). further, the study results revealed a significant positive relation between goalsetting practices, performance feedback practice as well as reward system practices and teachers’ performance as indicated by the coefficient values of 0.391; 0.279 and 0.277(with all having a P < 0.05), respectively. The study concluded that goal setting practices, performance feedback practices and reward system practices as a performance appraisal system played a significant role in enhancing teachers’ performance in Kirinyaga West Sub-county. The study recommended that to make goal setting practices more effective, Teachers should be involved in setting of goals to establish a transparent and objective criteria for appraisal to enable them know the basis upon which they are being evaluated. further the study recommends that supervisor should provide regular and timely feedback to teachers.