School Based Factors Influencing Implementation of Teachers Performance Appraisal Development in Public Primary Schools in Kieni –east- Sub-county, Kenya

Abstract

The aim of this study was to evaluate the effect of school-based variables on the implementation of performance evaluation of teachers in public primary schools in the sub-county of Kieni-East, Nyeri County, Kenya. The aims of the study were to evaluate the degree to which the transformative leadership of head teachers, incentive policy, resource provision, exposure to learning and feedback affected the performance assessment development of teachers. There was a mixed style used. In the Kieni-East Sub-County, the target population was 52 head teachers and 566 teachers. The sample size was 170 educators, 30 head teachers and one sub-county education officer. The knowledge was gathered using a questionnaire and a guide for interviews. The system of test retesting was used to increase the reliability of the instrument. The research presented information that was both qualitative and quantitative. The Statistical Packaging for Social Sciences was used to evaluate data (SPSS). To determine the relationship and effect of the independent variables respectively, correlation and regression analysis were used. The study found that an essential relationship exists between transformational leadership r (180)= .227, p (0.002)<0.05 ), reward strategy r (180)= .176, p <0.05 , provision of resources r (180) = .192, p (0.010) <0.05 ), exposure to learning ( r (180) = .192, p (0.010) <0.05) and evaluation feedback (r(180)=. -257, p (0.000) <0.05 ) on implementation of teachers performance appraisal development. The study recommends that the school head teachers should device ways of encouraging and motivating the teachers to instill more positive change and provide a positive attitude towards performance appraisal. Fair pay problems and equal pay assessments should be given significant consideration by the Teacher Service Board. Job assessment and market rate analysis should be the basis of the grade and pay structures. The goals and arrangements of incentive management should be straightforward and well communicated to employees. The reward system should support the performance appraisal and should be up-to-date. The study recommends that the teachers should continue evaluating and providing timely feedback. The feedback of all the events should always be offered . Communication skills should be embraced in providing such results. Due to other limitations of this study, the researcher also recommends further study in other sub-counties in Nyeri County.