This study was carried out to examine the contribution of performance appraisal on staff performance in public service: a case study of Ministry of Agriculture, Animal Industry and Fisheries Head Quarters Entebbe. The objectives that guided the study were: to establish the effect of performance planning on staff performance in public service, to determine the effect performance review on staff performance in public service and to assess the effect of feedback on staff performance in public service. The study adopted a cross sectional research design, which involved the collection of data from Ministry of Agriculture, Animal Industry and Fisheries Head Quarters Entebbe staff, using both qualitative and quantitative approaches. The study covered a population of 75 respondents comprising of 25 directorate and Ministry Main stream staff, 25 senior personnel staff and 10 Directors and a sample size of 70 respondents participated. Purposive sampling technique was used to select staff at Senior Personnel Staff and Directors while Simple random sampling technique was used to select Directorate and Ministry Main Stream Staff. The study findings revealed that there is a moderate positive significant relationship between performance planning and staff performance, that there is also a weak and significant relationship between performance review and staff performance and there is a moderate positive correlation between Feedback and staff performance. It was hence concluded in order to achieve high levels of staff performance, MAAIF through the Public service human resource management should work on enhancing believability of the evaluation results staff receive, involve staff in decisions taken after my evaluation and always give feedback after staff evaluation. This kind of service will both benefit the entire Ministry as well as benefiting the staff, Further, it is important that the MAAIF top management should come up with means on how to manage the staff who execute performance reviews and to keep them highly motivated and avail promotional opportunities to staff and be fair and satisfactory in their implementation, the MAAIF management should work on the improvement of Performance planning to be effectively monitored, enhance the current performance appraisal system in departments and my manager to discuss performance reasons and the MAAIF management should uphold the Performance of the employee by promoting them, regular conducting of Performance evaluation in MAAIF, offering more responsibility and increasing the authorization for employees is effective to increase their performance.

Thesis