Abstract:
Universities appraisal system is meant to enhance the performance of employees by integrating an
individual’s goal with those of the organization. Despite the Universities Management having an
appraisal system, performance in public universities in the country remains relatively poor. The
purpose of the study was to analyze performance appraisal systems on employee job productivity
in public universities. The main objective of the study was to determine the effect of selfassessment on the performance of employees in Public Universities. The research study was
carried out in four universities namely Masinde Muliro University of Science and Technology,
Maseno, Moi and Jaramogi Oginga Odinga University of Science and Technology. Data collection
instruments used was mainly questionnaire. Both content and construct reliability was carried out
through engagement of experts in preparing the questionnaire. Piloting was done in Laikipia
University College, though the results were not used in the study. To ensure that the instrument is
reliable, a Cronbach’s Alpha of Coefficient of 0.876, was attained, which is far way above the
recommended 0.7 in social sciences. The study employed descriptive survey research design. The
target population consisted of 11,296 employees and 4 Registrars in charge of Administration.
Purposive sampling was used to select the four universities and four registrars. Data analysis was
done using the statistical Package for Social Science (Version 20). Both descriptive and inferential
statistics were used in data analysis. The results were presented in form of tables, charts and cross
tabulations. From the findings, self-assessment was an important section in performance appraisal
as it contributed to improvement in employee job productivity. The findings will contribute to the
pool of knowledge in the field of Human Resource Management and will form the basis of
reference by interested parties in future. The management of public universities will use the
findings of this study to guide them in performance management. Furthermore, the findings will
be a source of reference for academicians who intend to carry out studies in relation to the subject
of performance appraisal systems.
