An Evaluation of the Annual Performance Appraisal System at the University of Cape Coast


The study was conducted to investigate staff’s perception on the effectiveness of the annual assessment system and examine the motivation status of staff after assessment. Convenience sampling technique was used to select some senior members and senior staff who were drawn from the various administrative departments within the University. The Statistical Package for Social Sciences (SPSS) was used to help analyze the primary data collected. The paper concludes that performance appraisal, likewise performance management at the University of Cape Coast, lacks policy direction. Without the use of guiding principles for monitoring performance and appraising staff, it is possible that many people are actually not performing and therefore assessments at UCC suffer a variety of judgment errors and biases due to subjective appraisals. Part of the recom-mendations is that the Division of Human Resources (DHR) should arrange training programmes for all supervisors who are raters in order to equip them with appropriate skills of providing feedback to staff which will motivate staff to improve upon their performance. Finally, the DHR should review the appraisal system from start to finish and introduce new appraisal systems for the various levels of administrative staff.

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Atta-Quartey, J. (2015) An Evaluation of the Annual Performance Appraisal System at the University of Cape Coast. Open Journal of Social Sciences, 3, 247-260. doi: 10.4236/jss.2015.37037.

Conflicts of Interest

The authors declare no conflicts of interest.


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