Abstract:
The study sought to assess how the Civil Service uses performance appraisal as a tool for employee development. The researcher used data from civil service organizations in the Greater Accra Metropolis.
Stratified sampling technique was used to select the respondents which were grouped into Senior and Junior Staff. 102 staff out of a population of 213 was sampled. The instrument used for gathering data was the questionnaire. The study revealed that the performance appraisal system of the Civil Service was very strategic in nature, thus, key result areas and targets were drawn from the strategic plans of the organization and was based on staff capacity and the resources available. This is helpful for achieving strategic organizational goals and objectives. It also revealed that the major challenges identified are ‘performance appraisal being used as an event not a process’ and ‘lack of feedback.’ In addition, the study concluded that as a basis for employee development, performance appraisal feedback or report, is least considered.
Major recommendations made include the need to revise the current goal-based oriented performance appraisal to focus on the future and goals for efficient performance, commit and use the appraisal report as the main basis for developing staff and train appraisers and staff to know the content of the performance appraisal tools and policies.
