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The main objective of this study was to assess the effectiveness of performance appraisal
system in evaluating employees‘ performance at Mwanza City Council. In order to
address the main objective, this study specifically aimed: to assess employees‘
perceptions of performance appraisal system at MCC; to examine the objectives of
performance appraisal system at Mwanza City Council; to assess the effectiveness of
performance appraisal system at Mwanza City Council, and to examine the challenges of
performance appraisal system at Mwanza City Council. A researcher used a case study
design. The total number of respondents was 353, who included staff working in different
departments, sections, and units at MCC. Primary data were collected through face to face
interview, observation, and questionnaires. On the other hand, secondary data were
obtained through academic journals, book reviews, official annual reports, previous
OPRAS forms, internet, and newspapers.
The findings of the study indicated that supervisors are not well trained, the OPRAS itself
is not well understood, lack of integration between individual objectives and that of the
organization, unfair evaluation among public employees, and lack of proper selection of
performance indicators. The study also found that; employees believe that employers are
not objective in undertaking the OPRAS exercise and again they do not believe that the
appraisal exercise has any positive impact on their performance. The researcher
recommended that there should be adequate training of the employees on OPRAS
allocation of performance appraisal budget, proper selection of performance indicators,
focus on fair employees‘ appraisal and adherence to the appraisal laws and regulations to
make performance appraisal effective and productive |
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