Staff Perception of Performance Appraisal in Higher Education Institutions :A Case of Nkumba University

Abstract

The researcher explored the staff perception of performance appraisal in higher education institutions in Uganda with specific interest in Nkumba University (as a case). Specifically, this study evaluated the effectiveness of the performance appraisal process in providing clear and actionable feedback to employees, it assessed the transparency of the performance appraisal process and examined the efficiency of the performance appraisal process in facilitating continuous improvement in employee performance. The study used a qualitative research approach and case study design throughout the research process. Using purposive sampling technique to select participants (university management, administrative staff, human resource personnel, and lecturers) were selected. The data collection methods and instruments including key informant interview and document review checklist. Data collected from the fieldwork was analyzed thematically informed by coding process. This was supported by editing and content analysis to support the common themes that emerged from the coding process.The findings revealed that feedback is often infrequent, unclear, and lacks relevance to individual career goals, leading to staff feeling disconnected from university objectives and hindered in their professional development. It was also revealed that while some staff members reported clear communication of appraisal criteria, transparent goal-setting, and opportunities to discuss appraisal outcomes, others expressed concerns about a lack of transparency, unclear evaluation criteria, and inconsistent feedback. It was showed that NU provides various resources, including training and mentorship, to help staff act on feedback yet challenges arise when feedback lacks specificity or fails to align with career aspirations, underscoring the need for well-structured appraisal practices.Based on the key findings, the study suggested that the human resource department should develop and implement uniform performance evaluation criteria across all departments to ensure consistency and fairness in the appraisal process. It was further suggested that the academic affairs department should link performance evaluations in teaching with targeted professional development opportunities, such as workshops, seminars, or mentorship programs, to address specific areas of improvement. The study further suggested that the quality assurance department should ensure that staff appraisals are aligned with university-wide quality assurance standards, emphasizing their role in maintaining and enhancing academic and operational quality.