Performance Appraisal System and Performance of Teachers in Public Secondary Schools in Lamu County, Kenya
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Date
2021
Authors
Luvuno, Kiti Irene
Journal Title
Journal ISSN
Volume Title
Publisher
Kenyatta University
Abstract
Implementing an effective and objective performance management process helps employers
communicate expectations and results to employees. This in turn drives higher performance
levels from them. Creating a system that adequately distinguishes between high performers and
average performers and having measurable metrics that tie into the strategic plan of the
organization has been a great challenge. This study sought to investigate the influence of
performance appraisal system on the performance of teachers in public secondary schools in
Lamu West, Lamu County, Kenya. The study’s specific objectives were to examine the influence
of appraisal methods, teachers’ attitude and target setting on teacher performance. The theories
anchoring the study were goal setting theory, the theory of planned behaviour and expectancy
theory. This study employed a descriptive survey research design. This study targeted 16 public
secondary schools in Lamu West. The respondents were 256 comprising of 16 school principals
and 240 teaching staff. The study used stratified proportionate sampling to obtain a sample size
of 156 and used simple random sampling method to select the respondents. This study used
questionnaire and interview schedules to collect data. Qualitative data from the interviews was
analyzed thematically in line with study objectives and presented in narrative form. Quantitative
data was analyzed using descriptive statistics such as mean and standard deviation. In order to
test the relationship between variables and the extent to which they influence each other
inferential statistics were used which involved multiple regression analysis. The study
established that appraisal methods, teacher attitude and target setting had a positive and
significant influence on teacher performance. The study concluded that appraisal methods
provide a document of teacher performance over a specific period of time and they create a
structure where the school principal can meet and discuss performance with the teacher.
Teachers were not involved were not satisfied with the existing appraisal system of their school
and they had a negative attitude towards performance appraisal system of their school. Target
setting helps in creating clarity in decision making as teachers can focus on what is important to
them, what they want to accomplish and where they want to be in the future. The study
recommended that TSC should provide feedback to teacher on their performance regularly. Use
the performance appraisal document periodically, at least quarterly, throughout the year to assess
teachers’ progress. TSC needs to develop and conduct continuous induction courses on
performance appraisal for principals, deputy principals, heads of departments and teachers n
order to demystify purpose of teachers performance appraisal in schools. Target setting should be
specific by setting a very clear picture of what teachers are aiming for and focuses attention on
achieving goals. The targets should always be stretching and challenging. Support top-level
targets with lower level targets.
Description
A Research Project Submitted to the School of Business in Partial Fulfilment for the Award of Degree in Master of Business Administration (Human Resource Management) of Kenyatta University, June, 2021
Keywords
Performance Appraisal System, Performance, Teachers, Public Secondary Schools, Lamu County,, Kenya