An investigation of employee performance appraisal process: the case of support staff at the University of Botswana

Abstract

The aim of this dissertation was to investigate the process of performance appraisal as a catalyst for value addition from support staff of UB. Empirical literature was accessed and synthesised in order to situate the current study in the global context. In terms of methodology, a mixed method approach was used. Qualitative and quantitative data was obtained from relevant sources. The instruments used to collect data from respondents were survey questionnaire and interview guide. Both quantitative and qualitative methods were employed by using concurrent transformative design to ensure easy description and reporting of data. Data analysis was by Statistical Package for the Social Science (SPSS) using the descriptive statistics and Chi Square statistical analysis and graphs cast using Microsoft Excel Spreadsheet. In addition, ethical principles and standards were observed. These included consent to conduct the research which was obtained from the Office of Research and Development and a green light from the supervisor. The results of the study showed that respondents feel that management commitment in this regard is lacking. Among the reason to support this was that appraisals were done less frequently than it was necessary and desirable, and the supervisors with small number of supervisees seemed to be more committed to tracking performance via appraisals than those with a large number of subordinates. In addition, the study revealed that there was lack of performance improvement programmes for support staff of UB. In light of the above, this study submits that the results of this study can be used to improve the performance appraisal process and by so doing, improve on the employee performance.