EFFECTIVENESS OF ANNUAL PUBLIC SERVICE PERFORMANCE APPRAISAL IN SELECTED LOCAL GOVERNMENTS OF LAGOS STATE, NIGERIA
Ademola A. Aderogba 1
Mathew Ekum 2
Department of General Studies, Lagos State University of Science and Technology, Ikorodu, Lagos State, Nigeria 1
Department of Mathematical Sciences, Lagos State University of Science and Technology, Ikorodu, Lagos State, Nigeria 2
Corresponding Email: aderogba.a@lasusustech.edu.ng 1
Abstract
Bureaucracy is characterized with rigidity and stable ordered rules, while the job conditions and work environment that determine employees’ job satisfaction and performance keep changing. Thus; it is imperative to assess periodically, how appraisal tool reflects the vagaries. Hence; the paper examined the effectiveness of annual public service performance appraisal on the three (3) core variables: performance management, career development and accountability at the local government level in Lagos State. The paper adopted survey design; population of study was the local government employees of Lagos State, while the sample was 200 respondents selected through simple random technique in 6 local governments of the state. The state is divided into three senatorial zones and two local governments were randomly selected from each. The respondents were purposely selected among the senior employees because of their experiences on the job. The research instrument was a structured questionnaire and the data analysis tools include: mean for descriptive statistics and chi-square for inferential statistics. The findings from test of hypotheses validated the three alternative hypotheses, that the performance appraisal has effect on the three variables but not significant. The identified reasons for this include, lack of objectivity, bias, inadequate information, and lack of transparency among others. The implication of this to policy makers includes, the need to link appraisals with development, designing how to improve accountability mechanisms, formulating the policy on the regular review of appraisal systems. Therefore, the paper recommended standardizing appraisal processes, linking appraisals to professional development, enhancing accountability mechanisms, and regular monitoring and evaluation.
Keywords: Accountability, Career Development, Civil Service, Employees’
