Abstract:
Dissatisfaction with appraisal performance systems abounds and systems
are often viewed by employees as inaccurate and unfair. The study was to assess
staff perception of Cal Bank performance appraisal system for improved
performance. The study adopted a cross sectional descriptive survey on the
employees of the bank. The lottery method of the simple random sampling
technique was employed in selecting one out of four corridors of the Bank’s
operational areas. Using questionnaires data was collected on 28 subordinates and
six supervisors from the Tema corridor of Cal Bank. The Statistical Product and
Service Solution (SPSS) software version 20 was used to analyze the data. The
statistical tools used for the analysis and presentations of the data were bar graphs,
pie charts, and frequency tables. The findings reveal that employees have an
excellent understanding of the uses of the appraisal system and that the appraisal
system was regarded as the source of annual salary adjustments, promotion,
bonuses and nomination for training. Both the managers and subordinates
perceived the main challenge with the PA system at Cal Bank as promoting
favoritism and bias. The study recommended that for improving the PA at Cal
Bank, the perception of favoritism and bias has to be stopped completely.
Additionally, supervisors need to be mindful about the confidential roles status
with regards to their reports and discuss details of the reports on individual basis
with the affected subordinates.
