Performance Appraisal Policy and Employees’ Performances at Action Africa Help International South Sudan Program

Performance being the onset of the employees’ management processes is a very crucial decision-making point in the establishment of the employees’ work performances. The process generally involves an organization assessing the strengths and weaknesses of its employees who are involved in the organization’s daily routine activities implementation according to the established Key Performance Indicators for each employee. This paper examines the relationship between performance appraisal policy and employee performance at Action Africa Help International South Sudan Program. The study applied a mixed research design (quantitative and qualitative). A survey approach as a research strategy was used to collect quantitative and qualitative data from a population of 110 and a sample size of 86 employees of Action Africa Help International South Sudan Program. Primary data was collected using closed-ended structured questionnaires distributed to the employees of AAHI-SS in Yei, Maridi, Juba, and Yambio Counties in Central and Western Equatoria States, and an interview was also conducted with the Human Resources and Administration Officials to gather qualitative data to supplement the qualitative data collected. Data collected were furnished, coded, and analyzed based on descriptive and inferential statistics of Pearson product’s moment correlation and regression using Statistical Package for Social Science (SPSS) 22.0. Results confirmed that performance appraisal was found to be a significant predictor (t (82) =3.090, p<.01) of employee performance at the Action Africa Help International South Sudan. This implies performance appraisal causes improvement of employee performance. Based on the findings, the study concluded that conducting merit-based and participatory performance appraisals and effective utilization and adherence to the organization’s policies and procedures when conducting employees’ performance appraisals creates motivations, trust, and transparency between the employees and their managers, hence improving the performance of the employees and the organization’s outputs. The study recommends that, senior Country management of the organization should pay keen interest in identifying policies areas relating to Employees’ performances that needs urgent improvements, Continuous capacity enhancement of the supervisors/Managers and department to adhere to the professionalism at all time when conducting employee performance appraisal exercise and in addition ensure every employee is made aware of the existing performance appraisal processes and procedure in the organization and risks associated with not adhering to the policy set in the organization

Performance Appraisal Policy, Employee’s performance, AAH-I South Sudan

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