Abstract:
This study examined the Performance appraisal and service delivery of employees in Enugu State Civil Service. " The need for the research work arose due to the comparatively less attention that has been given to the nature of performance appraisal practices in the Nigeria civil service and specifically in Enugu State Civil Service, despite its imperative impact on employee's productivity. The study made use of both primary and secondary sources of data. The population of the study is 2,079, while the sample size is 335. The simple random sampling techniques was applied to select the sample for the study while the data collected were presented and analyzed with frequency, percentage, and chi-square(x2) analysis. The study determined the extent performance appraisal has improved job satisfaction and motivation in Enugu State Civil Service. These include opportunity for advancement, positive attitude to work, training, involving in decision making, salary increment, and promotion. It also determined the extent performance appraisal has improved employees potentials in Enugu State Civil Service. The study shows that career development, leadership opportunity, drive to be successful, future improvement, focusing on organizational objective, solving real life problems, are the ways performance appraisal has improved employees potentials to an extent in the selected ministries in Enugu State Civil Service. The study recommended that there should be a clear standard that define each trait in the appraisal system, the appraisal system should be devoid of bias, and there is need to hold the appraisers to objectivity in reporting the appraisal results of employees. It also recommended that the performance appraisal system should be free from unnecessary leniency in which virtually all the employees get high rating; there should be an effective mechanism for checking bias, impartiality and unnecessary leniency that characterize performance appraisal in Enugu State Civil Service, among other things. The study concluded that if the Enugu State Civil Service uses performance appraisal strategically and relate it with human resource activities and policies it can improve the competencies, motivation, capabilities, and performance of its employees.
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