| dc.description.abstract | The study focused on a survey of performance appraisal practices in public secondary
schools in Ugunja district, Kenya. In the study we realized that many cases where
performance appraisal has been very biased and in most cases. This sort to address some
long time appraisal issues in the following offices in Kenya: TSC sub county Office,
Districts Education Office, Head teachers /Principals Teachers Academicians and school
and education sector in general. The most important purpose of a school was to provide
children with equal and enhanced opportunities for learning; the most important resource
a school has for achieving that purpose is the knowledge and skills of its teachers; and the
most important strategy for maintaining and improving that resource is a career
development process of teacher evaluation and professional development. The study sort
to address some basic research questions: What are the objectives of employees’
performance appraisal in these organizations? What are the potential sources of
dissatisfactions regarding performance appraisal? On one main objective which is to
establish performance appraisal practices in secondary schools in Ugunja District, Kenya.
The Study population sample was all the twenty public secondary schools using School
Administration Officers staff in Ugunja District which was included because they likely
to be conversant with their records and how they could benefit from the study. This study
was done by a census study. Quantitative data was analyzed using descriptive statistics
such as frequencies, means and percentages Responses to the open-ended questions
formed the qualitative data that was organized, categorized and reported in emergent
theme and data was analyzed using SPSS. The results showed that the appraisal will act
on the motivation of the teachers. The Key finding Majority of the respondents agreed with
the statements. Statement number four “The appraisal is tailored to specific teacher
duties” response of mean 3.3684.the other respondents receive disagreement at various
levels statement number three “All school managers participate in the appraisal process”
at mean of 2.9474, statement eight “Management conducts individual assessment and
evaluation” at mean of 2.3684 while statement ten “Staff is promoted to higher positions
according excellent performance “at mean of 2.4737. In Conclusion the researched
mentioned the following as some of the benefits which include, it will yield
recommendations for promotion, the teacher will get the other fringe benefits; there
sometime noticeable certificate awards, it will state the need of staff training and
professionals development. The appraisal will act on the motivation of the teachers. Other
teachers get the benefits of be appreciated and recognized at the work place. it also
stimulate the motivational benefits and encouraged some teachers also get token of hard
after the release of exams results like KCSE, and to some the efforts are recognized and
encouraged to work hard for better performance. The fatal at time get tokens and gifts for
motivational. In Recommendation it stated that increase the regular school attendance and
coverage of syllabus, increase in the effective execution of work with little or no
supervision by producing the good results, increasing the teachers ability to achieve their
set objectives without forgetting their areas weakness, increasing the willingness and the
ability of parents and stakeholders, teachers will improve the efforts of syllabus coverage. | en |
