A STUDY OF EFFECTIVENESS OF EXISTING PERFORMANCE APPRAISAL SYSTEM IN OFFICERS OF SRI LANKA ADMINISTRATIVE SERVICE GRADE III.

Abstract

I'erl(mnance 1\lanagement has been identilied by various scholars to be a very crucial asrect of an organization and its eflcctiveness. Ilence organizations are encouraged to maintain effective rerl(lrnHll1CC arrraisal system in order to enhance their eflcctiveness. This study mainly l(lCUS on cvaluate the elkctivcness of cxisting rerl(lrmanCe arrraisal system in rublie sector \\ ith sreeial reference to Sri Lanka Administrative Service grade III onieers. Further it aims to lind out its imract to the Job satisnlction. organization rerl(mnance and individual rerl()rmance of the grade III SLAS oniccrs and to identify the relationshir between the demograrhie lilctors and the existing rerformance arrraisal system. In Sri Lanka both rrivate and government sector ill\'olve in economic activities diflcrently. Illmever government sector has more resronsibilities because the roliey iii formulation and implcmcntation of thc Sri Lanka cconomic are completely handled hy thc Govcrnmcnt. Accordingly maintaining high pcrllJrlllanCC of the govcrnmcnt scctor cmploycc is vcry csscntial c1cmcnt of thc govcrnmcnt scrvicc. Ilowcvcr Public Scctor is asscsscd on thc grounds of inclTcctivcncss and incnicicncy. According to thc puhlic VICWS individual and organizational pcrformancc m thc govcrnmcnt scctor cmployccs should hc incrcascd furthcr morc. Although thc pcrtonnancc appraisals had been introduccd to the govcrnmcnt scctor in Sri Lanka in 1998 hy Public Administration Circular 07/98, The ohjectivc of this is to link the granting of annual incremcnls for puhlic oniccrs. At prescnt Sri I.anka Administrativc Scrvice is implemcntcd as the major civil service of thc country hcncc it is significant maintaining high pcrformancc. Thcrc arc 2380 omcers in thc scrvicc and out of thcm 1404 ofliccrs rcpresent thc gradc III. Thcrefore Sri Lanka Administrativc Service was selccted as the population of this study. Using simple random sampling mcthod 120 omccrs of the Sri Lanka Administrativc Scrvicc wcrc selectcd as a sam pic and 120 qucstionnaires wcrc distrihutcd. Subsequcntly analyzed the data and prcsentcd using descriptivc statistics. Rcsponsc rate is 100%. Rcliahility test is rccommcndcd that the scalcs that rcceive alpha score over 0.7 are considered to be reliable Thcrcfllrc thc Cronbach's alpha values of cach determinants implies that the scale which is uscd to dcterminc thc existing pcrflJrlllance appraisal system. job satisfaction, individual performancc and organizational performance arc consistent. iv Correlation analysis was done between cxisting pCrf(lrmanCe appraisal systcm and job satisfaction. individual pcrformanee and organizational pcrformancc separately. Morc over correlation between demographic characteristics and existing perlormance appraisal system was tcsted to identi fy the relationship. Analysis rcsults shows that there is a ncgative relationship bet\\een dcmographic characteristics. age. designation and cxpcrience of the respondcnts and gcnder and work place are not rclatcd with the existing pcrformancc appraisal system. Funhcrrnore. Analysis results reveal that existing performancc appraisal system and job satislilction. individual perf(lrIllance and organizational pcrformance have negative association separately. It was recognized by the survey. that all thc respondents optcd that the existing performance appraisal systcm has not becn supponcd to enhancc the organization and individual pcrformancc and job satisfaction of thc Sri Lanka Administrative Scrvice ofliccrs and it should bc rcvicwcd as cnable to mcct thc organizational goal and ultimately aechievment of the government expectation.