Abstract:
This study set out to determine the mode of staff performance appraisal at the Nyakrom Rural Bank and how the system of appraisal can be improved. Factors that could influence the appraisal system of the bank were considered.
For the purpose of this study, stratified random sampling was applied, therefore information was collected from the various levels of the organisational structure made up of top management team, branch managers and the junior employees. Five people from the top management team, five branch managers and forty-nine junior staff were selected to respond to structured questions bearing on the issue. The Bank’s appraisal forms were also examined.
The results of the study reveal that performance appraisal is practised at the Bank but the problems identified need the Bank’s attention. The immediate bosses conduct the appraisal once a year. Purposeful interviews are an exception rather than the rule. Subordinates are only asked to read through, fill their portions and sign. The appraisers are not given training on how to assess subordinates. Subordinates often find it difficult to understand the principles underlying the appraisal as training on appraisal procedures for them are rare. The setting of performance standards is done by the Board of Directors and Top Management team and imposed on the employees.
It is therefore recommended that management should make sure that the criteria for assessment are clear and known to all employees. Knowledge of the criteria used in assessing employees enhances cooperation, understanding and acceptance of the assessment.
