Factors affecting the effectiveness of performance appraisal in the Public Service in Kenya: A case of Kenya School of Government Mombasa Campus

Abstract

The research sought to identify factors that determine the effectiveness of performance appraisal exercises as practised in public service in Kenya. The study was guided by the goal-setting theory, expectancy theory, psychodynamic theory of personality and social cognitive theory. The study used the descriptive survey research design, which is exploratory. The participants of this study were the permanent and pensionable employees of Kenya School of Government-Mombasa as of September 2023. The study collected both data (primary and secondary) by distribution of semi-structured questionnaires. The study used correlation analysis techniques, T-test analysis, ANOVA and regression analysis using SPSS ver. 23. Findings showed that performance planning affects the implementation of performance appraisal with a mean of 4.19 and s.d 0.668, followed by reward through promotion, training, and recommendation influences the effectiveness of performance appraisal with a mean of 4.11 and s.d 0.950 and Supervisor communication was established to influence the effectiveness of performance appraisal system, generating a  mean 4.0 and s.d 0.756. In general, the variables in the study, namely, performance planning, reward positively, and supervisor communication, were found to influence how effective performance appraisal was in public service in Kenya. The study recommended that the management should put up strategies to enhance supervisor communication by ensuring timely feedback to employees.