EMPLOYEES’ PERCEPTION OF THE EVALUATION SYSTEM AND JOB PERFORMANCE IN LAGOS STATE CIVIL SERVICE (2014-2020)

ADETOMIWA, FOLAHAN TOLULOPE and Covenant University, Theses (2021) EMPLOYEES’ PERCEPTION OF THE EVALUATION SYSTEM AND JOB PERFORMANCE IN LAGOS STATE CIVIL SERVICE (2014-2020). Masters thesis, COVENANT UNIVERSITY.

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Abstract

The Lagos State Civil Service employs the revitalised Staff Performance and Development Evaluation System, a switch from the Annual Performance Evaluation Reporting System currently in use in the Nigerian Civil Service because it is said to be a better system that provides an efficient and effective solution to the evaluation exercise and improves civil service performance. Institutions with this human resource evaluation mechanism have a call to ascertain if the workforce is satisfied with the performance evaluation. Upon this, the study aimed to investigate employees’ perception of the evaluation system on job performance in Lagos State Civil Service. This included the perception of employees regarding purpose, performance criteria, appropriacy of authority, feedback, appraiser/appraisee relationship, integrity, fairness, and skill set. As well as the challenges associated with the employees’ evaluation system and the workable strategies in improving the evaluation system. The research is conducted using a cross-sectional design with a pre-planned survey questionnaire and interview guide. Respondents of this study was the 131 employees (Grade Level 01-14) of the Lagos State Local Government Service Commission, ranging from the middle level to the junior level, which equals 92.25% of the total 142 target population. A random selection of respondents was used to administer the questionnaire, and an in-depth interview was used to provide more detailed information to the study. The Expectancy Theory by Victor Vroom (1964) was used as the study’s theoretical framework that braced the discussion and findings of the paper. Data collected were analysed using descriptive statistics (Frequencies and Percentages) and inferential statistics (Simple Linear Regression and Pearson’s Correlation) through the Statistical Package for Social Science (SPSS Version 21) to address the research questions and hypotheses. Interview responses were analysed thematically. The findings showed mixed perceptions. While some areas like purpose, performance standards, appraiser/appraisee consultation, appropriate authority, feedback, and some skill sets were rated positively, others like the appeal system and appraiser/appraisee result-based evaluation were rated negatively. Some other responses had close disparity like business and technical proficiency, problem-solving initiative and foresight. The study concluded that if the proper measures are put in place, performance appraisal is a tool that can be used to enhance job efficiency and effectiveness in the organisation. The study also noted suggestions from respondents and recommended that for the appraisal to be effective; employees need to be given feedback within a reasonable time to gauge themselves, the government need to invest in off-the-job training for its officers to be more productive and adaptable to the everchanging world, and the appropriate mechanisms for proper monitoring and follow-up of the evaluation system need to be in place to ensure that the protocols meet their intended objectives.

Item Type:	Thesis (Masters)
Uncontrolled Keywords:	Employees’ evaluation system, job performance, Lagos State Civil Service, onthe- job development, SPADEV reporting system
Subjects:	J Political Science > JA Political science (General) J Political Science > JZ International relations
Divisions:	Faculty of Law, Arts and Social Sciences > School of Social Sciences
Depositing User:	Mrs Hannah Akinwumi
Date Deposited:	15 Feb 2022 10:47
Last Modified:	15 Feb 2022 10:47
URI:	http://eprints.covenantuniversity.edu.ng/id/eprint/15621

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