PERFORMANCES APPRAISAL CHALLANGS AT MINISTRY OF DEFENCE FORCE CIVIL STAFF ADMINISTRATIVE DEPARTMENT.

Abstract

This study assessed the performance appraisal challenges at the Ministry of defense force civil staff administrative department (MODFCSAD) in Addis Ababa, Ethiopia. The research design is descriptive statistics, mixed approach qualitative and quantitative questionnaires and unstructured interviews with managers and non-managers. The study found that performance appraisals are conducted biannually by immediate supervisors using a graphic rating scale. Employees generally receive feedback during the appraisal period, have access to their results, and can appeal biased evaluations. The criteria used for evaluation are perceived to be objective by a majority of employees. However, some employees expressed concerns about lack of clarity in the criteria and a disconnect between the criteria and the specific duties of their jobs. While some employees believe the current system is worthwhile, challenges were identified, including rater bias, lack of clear communication of expectations, and infrequent evaluations. The study recommends more frequent evaluations, increased rater training, and employee participation in designing evaluation criteria. Overall, the findings suggest that the MODFCSAD performance appraisal system has positive aspects but could benefit from improvements to enhance its effectiveness and fairness.