Abstract:
The study examined performance appraisal (PA) and employee development in the University of Education,
Winneba. The concurrent triangulation strategy or design from the pragmatic perspective was adopted for the
study. A multi-stage sampling technique such as simple random, stratified and purposive sampling techniques
were used to sample of 159 from a population of 271 (comprising 61 senior members and 210 senior staff)
administrative staff of the University of Education, Winneba. Data collection instruments were questionnaire and
unstructured interview guide. Quantitative data was analysed with frequencies, percentages, means and standard
deviations, and Pearson correlation matrix. Pattern matching was used to present the qualitative data after coding
and thematic analysis. The study found that administrative staff of the University were not satisfied with the
present ranking PA method or system in vogue. Respondents strongly endorsed the need for 360-degree feedback
PA system because it provides feedback from multiple sources and had a statistically positive significant
relationship with employee development and performance. It was recommended that the management of the
division of the human resource of the university should gradually phase out the existing performance appraisal
system and introduce the 360-degree feedback performance appraisal system.
