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Exploring Employees’ Perception of the Effectiveness of Public Employees’ Performance Management Information System: A Case of the Judiciary of Tanzania
Beatrice Silidion Dominic
Mary Mohamed Rutenge
Abstract
An effective performance management system is a significant challenge in the public sector. The Government of Tanzania has been trying different methods to overcome this challenge. It recently introduced the Public Employees Performance Management Information System (PEPMIS). This study explored employees' perception of the effectiveness of this system using the Judiciary of Tanzania as a case. Expectancy theory was used in this study to explore employees’ expectations toward the effectiveness of the introduced Performance Management System in Tanzania. For that purpose, a case study design using a quantitative research approach was used. A sample of 142 respondents drawn from 219 staff from the Judiciary of Tanzania was used. Stratified sampling, simple random sampling, and purposive sampling were used to obtain different categories of respondents. The data collection methods were questionnaires. Data was analyzed using tabulation, frequency and percentage, which SPSS drove. It was revealed that employees of the Judiciary of Tanzania perceive PEPMIS to be effective. This perception was influenced by the perception that it was fair and accurate, it allowed for timely provision of feedback, employees considered themselves skilled enough to use the system, the clarity of the assessment procedure, its performance assessment was linked to the goals and targets, performance was linked to rewards, and training was provided. PEPMIS, being perceived as effective, is an opportunity for the government, policymakers, and all stakeholders involved to ensure adequate practice and rectify weaknesses to maintain the public sector's reputation. To conclude, PEPMIS has been shown to meet employees' expectations. Hence, we recommend continuous training for employees on performance management systems. Also, the government and public sector organisations must enact policies that will help enforce the system, including seeing to it that employees are less burdened by the requirement to fill their performance into the system daily.
