Abstract:
This study was to assess the use of the employee performance assessment system among
selected Ambo town government high school academic staff. The purposes of this study were
to investigate the degree of performance appraisal effectiveness, identify the major outcomes
of the performance appraisal system, and assess its main challenges in the study area.
Descriptive and mixed (quantitative and qualitative) research designs and approaches were
employed, respectively. Out of 310 total populations, 175 sample sizes, including unit
leaders, heads departments, and teacher members, were subject to the performance
evaluation system, and their sample sizes were determined through random sampling
techniques. Primary and secondary data were employed and collected through
questionnaires, interviews, and document analysis rather than using a single one. The edited
and coded quantitative data were analyzed using the statistical package for Social Science
version 24. According to the statistical reliability of this study, the total Cronbach’s alpha
value is 0.832 and there is no reliability for violence’s. The descriptive statistical analysis of
the study findings indicated that academic staff is ineffectiveness of the system has resulted
negative outcomes such as minimizing cooperation and demotivating high performers. The
appraisal system is challenged by inefficiency of the raters. The demographic data results
indicated that the majority of the respondents were male, degree holders, served from 6 to 10
years, and aged between 31 and 40 years at selected Ambo town governmental high school.
The mean and standard deviation results indicated that there are negative outcomes on
employees’ attitudes and overall organizational change practices. Finally, the researcher
also recommends the organization to improve the knowledge and skill of evaluators to avoid
the errors made by them during evaluation. The researcher recommended that the concerned
bodies, ministries of education, and academic staff members have to link the current and
predictable performance to the system, train raters, and give opportunities for promotion and
rewards.
