Abstract

The study assesses the performance appraisal system and methods used for non-academic members of staff. The study employed a quantitative approach using a questionnaire with structured questions. In the study, ten administrative members of staff and one hundred and twenty Clerical, Technical and Support (CTS) members of staff were sampled. In addition, eleven supervisors (Heads of Section and Department), six authorities (CTS Promotions Committee members), five management members, and two members of the University Workers Trade Union (UWTU) were sampled giving a total of one hundred and fifty-four respondents, representing about ten percent of the total non-academic workforce. Data was analysed using SPSS and Microsoft excel computer programme. The study reviewed the work of other authors in the area of performance appraisal. The literature review focused on the nature and meaning of performance appraisal; key methods of performance appraisal; problems facing effective performance appraisal and how to overcome them. According to findings of the study, the performance appraisal system and methods used for non-academic members of staff in the University of Malawi do not conform to contemporary performance appraisal thus affecting the performance of the non-academic members of staff. Since the non-academic members of staff support academic staff, an effect on their performance affects that of academic staff thus contributing to the crisis for higher education. This lack of conformity to contemporary performance appraisal is supported by the following findings. First, some non-academic employees are appraised in absentia while others are appraised in their presence. In addition, the performance measurement is not continuous as it is done once in a year and often when one applies for either promotion or meritorious increments. Furthermore, authorities do not set job descriptions, objectives or performance standards against which the performance of the employees can be measured, and they do not give feedback to CTS members of staff when results of the performance assessment are unfavourable. In addition, the study found that the performance appraisal methods used for non-academic members of staff are not objective. Among other issues, lack of objectivity is manifested by the fact that there are inconsistencies among raters and across departments and institutions of the University of Malawi. The study further found that promotion and award of meritorious increments are sometimes based on other factors other than work performance. These factors include: long service, carrying out personal assignments for the supervisor, sexual favours, attainment of higher qualifications, giving gifts to authorities and nepotism. The study also found that some supervisors do not understand the appraisal method used and that the performance appraisal method used is not suitable for use by non-academic members of staff of different classes.

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School	: School of Arts, Communication and Design
Issued Date	: 2008

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