ASSESSMENT OF PERFORMANCE APPRAISAL PRACTICE: THE CASE OF ETHIOPIAN CATHOLIC SECRETARIAT.

Abstract

The purpose of this study was to assess the practices of the performance appraisal system in the Ethiopian catholic secretariat. This research is significant as it can provide research based data to the management decision for improving employer and employee relationship and organizational effectiveness. In order to achieve the objective of the study, descriptive survey method was employed. The study used questionnaire to collect primary data. The population for the study was 84 and the whole population was used as sample.84 survey questions were distributed and 75(93%) was filled out and returned. The data analyzed with descriptive method and the result presented with tables. Among the main finding of the study was that from the six factors of assessing PAP, which are ongoing feedback, performance appraisal practice, knowledge of appraiser, communication practice, and employee’s attitude about PA, employee’s participation of the PAS. The study also revealed that there is a strong positive relationship between performance appraisal variables with personal improvement and organizational development particularly appraisal process and procedure. Hence, it is reasonable to conclude that the appraisal practice was not clearly communicated before implementation; lack of required skill on the side of the appraiser and the criteria is weak to measure performance highly affected the overall effectiveness of the performance appraisal practices of ECS at large and personal development in particular. It is recommended that since appraisal process and procedures are the most significant factors of all the performance appraisal dimensions resulting in personal improvement and organizational development, the management should conduct detailed study and assess critically on performance appraisal process and procedures for it is a starting point in the design of performance appraisal dimensions. Moreover, it is recommended that ECS should device training for its appraisers to make them equip with the all the required skill which in turn will avoid problems related with failing to keep file during prior to evaluation periods, giving equivalent ratings to all regardless of their performance and not frequently letting know how employees are doing which impacts and affects both personal improvement and organizational development