| dc.description.abstract | In 1997, the Government of Zambia introduced the Annual Performance Appraisal System
(APAS) which was an integral part of the Performance Management Package (PMP) with the
principal objective of introducing a culture of work planning and target setting in Government
Ministries and Other Spending Agencies. The objectives were to improve efficiency and
effectiveness of the Public Service in the performance of its functions and put in place an
effective personnel appraisal instrument in making vital personnel decision. The main concern
of this study was that for the past 19 years of the existence of the APAS, performance in the
Civil Service has not improved in any way. There was still poor service delivery resulting from
under performance by most of the Civil Servants.
The main objective of this study was to evaluate the effectiveness of the APAS in improving
performance in selected Ministries of the Zambian Civil Service. Specific objectives included:
(i) to determine the implementation of performance planning and monitoring among Civil
Servants in selected Ministries (ii) to establish if the APAS was effectively used in appraising
performance of Civil Servants in selected Ministries,(iii) to determine the extent of the
utilization of the APAS in making Human Resource decisions in selected Ministries.
Both primary and secondary methods of data collection were used. This study involved the use
of questionnaires, semi-structured interview guide and other relevant documents. A mixture of
stratified random and clustered sampling was used to draw a sample 126 respondent from three
(3) restructured Ministries namely Education, Health and Agriculture. Quantitative data was
analyzed using the Statistical Package for Social Sciences (SPSS) and Microsoft Excel
Computer Software Package.
The study revealed that APAS was not effectively used in appraising performance in concerned
Ministries. Departmental and Individual Work plans and target setting were not strictly adhered
to in all the concerned Ministries. Furthermore, APAS was only used for the purposes of
confirmation and substantive promotions in the Civil Service. The study also revealed that there
were inconsistencies in implementing performance planning, monitoring and feedback
provision in the concerned Ministries. It was futher revealed that the APAS was not effectively
used in making critical human resource decision such as identifying officers who should be
promoted. Finally, it was revealed that the APAS had not achieved almost all the objectives for
which it was established. | en |
