Abstract:
The general objective of the study was to evaluate the performance ppraisal (PA) system of the Ghana Judicial Service (GJS) Headquarters. This
was pursued through examining the processes of staff performance appraisal at the headquarters, determining the level of understanding of the administrative staff on the performance appraisal, and assessing the effectiveness of performance appraisal in the GJS headquarters. A descriptive cross-sectional surveywas employed to study 38 appraisees and nine appraisers. It was shown that the appraisers did not have adequate knowledge of PA policies, and PA policies were not regularly reviewed. Appraisers generally established that they rarely set targets for appraisees to meet. On their part, the appraisees disagreed that there was adequate employee participation in PA programmes and effective feedback. Appraisees agreed with appraisers that objectives set for PA exercise were clear. The survey showed that employees generally believed that PA results were used to reward hardworking staff within GJS. It was concluded that appraisal processes in GJS did not adequately involve appraises and there was not adequate understanding among staff about the Service’s performance appraisal. The appraisal processes might therefore not be as effective as anticipated. It was therefore recommended that appraisers and appraisees should be actively involved inreviewing PA policies, objectives, and targets. Proper feedback channels neededto be created for appraisees to get access to PA results.
