Effectiveness of performance management in Kenyan Public Service: a study of the State Department of Immigration and Citizen Services

Abstract

Performance appraisal or its more encompassing version, performance management (PM), has been fully in force in the Kenyan Public Service since 2003 as part of the New Public Management (NPM) strategies aimed at revolutionizing public service delivery so that it is more efficient and effective in serving the citizenry, as is the case in world best practice where Performance Management Systems are effective. However, over a decade later, efficacy of the tool in Kenya has been questioned by scholars and public administration practitioners who have pointed to a growing dissatisfaction with (and negative attitude towards) the process, which has arguably become “a ritual” or “mere routine”. It is against this background that this study sought to investigate effectiveness of PM as currently administered at the department under inquiry (and the Kenyan Public Service in general); in relation to key tenets of a sound PM System such as fairness, target setting, appraiser skill level, frequency of PM outcome review and the PM reward system. The study employed questionnaires to collect primary data from 42 employees of the State Department of Immigration and Citizen Services; a sample that was arrived at by way of a working blend of stratified, convenience and snow-ball sampling techniques given the closed nature of the department. The resultant primary data (and secondary data from relevant literature) was then analysed both qualitatively and quantitatively. The study found out that partial conformity with key tenets of a sound performance management process-as enumerated above-was undermining effectiveness of performance management practice in the Kenyan Public Service, leading to a significant level of dissatisfaction with the process among public employees. Thus, the study laid bare the need to improve efficacy of the tool to realize its full potential, especially at this time when the Kenyan Government is considering introducing contractual employment based on performance to replace the current permanent and pensionable arrangement.