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|Title: ||Appraisal system and staff performace in Nagongera National Teacher's College|
|Authors: ||Busingye, Mary Clare|
|Keywords: ||Staff appraisal|
|Issue Date: ||2-Jun-2009 |
|Abstract: ||The purpose of the study was to investigate the effects of staff appraisal on staff performance in Nagongera National Teachers' College in Uganda. The study was guided by the following objectives:
1. To examine the effects of appraisal schemes used on staff performance.
2. To establish the effects of continual feedback on staff performance.
3. To determine the effects of professional development on staff performance.
Two hundred eighty respondents constituted the sample of the study. These included administrative staff, teaching staff, support staff and the students. Other key informants were the education officer and assistant education officer.
The researcher used three types of research instruments, these included questionnaires, interviews and documentary analysis. Data analysis using chi-square goodness of fit at 0.05 level of significance indicated statistically significant results for ail the three hypotheses.
It was concluded that, the type of appraisal schemes used affects staff performance, continual feedback to staff affects staff performance, and professional development of staff improves staff performance as this leads to improved skills and productivity.
Consequent upon the above conclusion the researcher made the following recommendations: There is need to improve on the type of appraisal schemes used in the college. This could be done by providing a detailed specification of requirements for performance management and a clear definition of criteria for the appraisal of staff.
There is need to improve teacher performance by providing feedback to acknowledge staff achievements, knowledge, skills and abilities through discussion with teaching staff in particular departments, reading departmental schemes of work, observation of lessons and finally preparing a written report after each department has been scrutinized.
Efforts should be made to secure funds for professional development of staff by the public service and this should not be treated as an isolated event as there is need to monitor the extent to which actions agreed upon are being implemented and regular follow up meetings are a means by which progress may be reviewed and finally achieved. Finally the researcher highlighted areas of further research, which included: Strategy for unbiased performance evaluation in National Teachers' Colleges in Uganda. And the effect of staff appraisal on staff performance in National Teachers' Colleges in Uganda. As this would give credence to the generalization of the findings of this study.|
|Appears in Collections:||Theses & Dissertations (SS)|
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