An analysis of the perceptions of staff on performance appraisal : the case of the Department of Correctional Services

["South Africa. Dept. of Correctional Services. -- Personnel management", "Correctional personnel -- Rating of", "Correctional personnel -- Performance -- Measurement", "Dissertations -- Public management and planning", "Theses -- Public management and planning", "School of Public Leadership"]

Binza, Malibongwe David ; Rabie, Babette

Stellenbosch University

Others  :  https://scholar.sun.ac.za:443/bitstream/10019.1/6554/1/binza_analysis_2011.pdf

瑞士|英语

来源: Stellenbosch University

【 摘 要 】

ENGLISH ABSTRACT: The Department of Correctional Services (DCS) is security‐oriented environment with aconstitutional mandate to enforce offenders' sentences by the court in a humane and safemanner that leads to their rehabilitation.Performance by employees especially in a security‐oriented environment is inevitablyimportant and therefore has to be properly managed. Performance appraisal is one area ofperformance management that reinforces good performance.This study is meant to achieve the following objectives:To review literature regarding optimal performance appraisal processes in the DCS ;To conduct an investigation into the perceptions of DCS employees on howperformance appraisal is done in the department ;To develop recommendations on how to improve performance appraisal conduct inthe department.A literature review is conducted to put into perspective an ideal performance appraisal.Following this, qualitative and quantitative case study design methods were used toinvestigate how performance appraisals are viewed. Research participants were randomlysampled from Goodwood Prison, including Bellville Community Corrections. Theirperceptions of the current system were tested and they were also asked how they thought itcould be improved. Their input was collected by means of questionnaires. Collected data isthen analysed, conclusions drawn and recommendations made on how performanceappraisal could be improved.This study afforded DCS members an opportunity to interact with the researcher, in terms ofrepresenting their perceptions performance appraisal in the department. A major finding inthis study is that the majority (70%) of DCS employees were not happy with the wayappraisal is conducted in the department. Major causes of dissatisfaction includedfavouritism or lack of fairness. This is followed by lack of training. Respondents placedemphasis on the requirements for improvement in both of these areas. Based on the conducted research, the thesis offers the following recommendations to theDCS, namely making spiritual care a major player in increasing fairness and in eliminatingfavouritism which derails satisfactory performance appraisal in the department. Training issuggested as another way that improve performance appraisal in the department.In conclusion performance appraisal should be treated as important and given the attentionthat it deserves by management. This will result in better performance by employees andthe department itself and is of utmost importance in a security‐oriented environment.