01850pab a2200181 454500008004000000100002600040245015100066260000900217300001500226362000800241520123100249650003401480650002601514650001801540700004701558700002101605773004201626180718b2015   xxu||||| |||| 00| 0 eng d  aOhemeng, Frank L. K.   aPerformance appraisal and its use for individual and organisational improvement in the civil service of Ghana: the case of much ado about nothing?  c2015  ap.179-191.  aAug  aRecent efforts to modernise public sector institutions have led to the adoption of performance management systems worldwide. The belief in performance management is that information generated can be used to help individuals improve themselves in terms of what they do in their organisations, which will subsequently impact positively on the organisation. An instrument for collecting performance information (PI) is performance appraisal (PA). Since the early 1990s, the Ghanaian government has attempted to develop a systematic appraisal system as a strategy to obtain PI in the civil service (CS). In spite of this, the CS continues to perform below expectations despite individuals getting promoted every year. What has been the effect of PA in the CS? How has the collected information been utilised to improve performance? What are the main barriers to the use of PI, and what practices can be put in place that might encourage the effective collection of PI and its use in the CS? We argue that the PA system is much ado about nothing. In analysing why this is so, we will look at the impediments that continue to affect the collection and usage of PI and to suggest ways that will help improve the system. - Reproduced.  aPerformance appraisal - Ghana  aCivil service - Ghana  aCivil service  aAdusah-Karikari, Augustina Adusah-Karikari  aZakari, Hamza B.  aPublic Administration and Development