Factors affecting the effective implementation of work performance appraisal process for the teaching staff of Migori teachers training college

Abstract

The effective implementation of staff work performance Appraisal process can be identified as one of the best approaches to the efficient performance management of any organization. This study sought to identify factors affecting the effective implementation of work performance appraisal for the teaching staff of Migori Teachers Training College in Migori District, Nyanza Province, Kenya and make recommendations for their solutions. It was a single institutional case study that employed majorly a qualitative and descriptive research design using three approaches of data collection namely, conducting interviews, administering questionnaires and analysis of documents. These tools of enquiry centered on answering the puzzles that were identified in this study as forming the elements of an effective performance appraisal process and deriving from the Theory of Goal Setting and Work Performance (Locke and Locke;1990).. Interviews were conducted for 10 members of the College administrative staff. Questionnaires were administered to 19 members of the teaching staff and 16 students‟ representatives. Data was majorly analyzed by word and percentages and presented in tables. The study identified the following factors as affecting the effective implementation of work performance appraisal process in Migori TTC: lack of an officially designed appraisal document or form; lack of knowledge or skills by the Heads of Departments to implement an appraisal process; lack of a policy framework in which to implement the performance appraisal process; lack of executive support; and lastly, failure to show serious concern for performance appraisal as an integral component of staff work performance management by the Teachers Service Commission (TSC), the Ministry of Education and the management of Migori TTC. Consequently, the following proposals and recommendations were made: that the Ministry of Education and the Teachers Service Commission formulate and enforce a policy framework for the implementation of performance appraisal of teachers in all learning institutions; that all the H.O.Ds be retrained on the implementation of performance appraisal process; that a specially designed tool/form be developed for the official implementation of performance appraisal; ; that the Ministry of Education and TSC as the employers of teachers should show particular interest and get seriously involved in performance appraisal of staff in all the TTCs; and that performance appraisal results obtained in at least three times a year from appraisal reviews conducted by more than one officer be used for making decisions such as promotions of teachers.