Abstract

Organizational performance and its resultant efficiency and effectiveness can only be achieved when individuals are continuously appraised and evaluated. The inability of organizations to institute an effective performance appraisal system has hindered them from achieving competitive advantage which they need more than ever before. The study examined the current teacher performance appraisal system in public Primary Schools in the Cape Coast Metropolis of Ghana. 18 principals and 72 teachers participated in the study. Both the principals and the teachers were purposively selected. The focus group interviews were used to collect data from the teachers while individual interviews were used to elicit information from the principals. The study revealed that though teachers welcome the performance appraisal system, they have their own reservations about the way it is conducted by the principals. It is recommended among others that principals should show transparency and  confidentiality when they appraise their teachers. Teachers should also accept the appraisal system as being developmental and in the best interest of the school system.

Keywords: Appraisal, Performance, effective, development, compensation, promotion