Abstract:
This study focuses on performance appraisal evaluation of Sri Lanka Administrative
Service. Purpose of performance evaluation is to provide a basis for reward allocation,
promotion, and transfers, identify high potential employees. But in public service, there
are some legal restrictions according to the financial regulation, service constituents in
the promotion and salary increment procedures. So there is conflict when implementing
appraisal results. Commencing the literature and theoretical review and interviewing
experts' research objectives are created. Objective of this research is study current
situation of performance appraisal system, identify the ability to apply successfully
implementing procedures in private sector managers to the public sector, and propose the
new performance measures. According to that, questionnaire was designed and it was
send to the selected sample. This sample was selected using stratified sampling method.
To get more information 10% from the sample was interviewed. Those data collected
from questionnaire and interview are analyzed using simple statistical method.
According to the study findings, employee can't be motivated with the existing
method. There is no provision for the proper feedback system (for promotion, salary
increments) because there is legal restriction from the financial regulations and service
constituents. These officers more like to the informal rewards and they agree to
introduce a performance based reward system if they are assessed without bias. There is
no opportunity to identify training needs from the appraisal format. Not only that,
existing system is not implementing so as to serve the major purposes in performance
appraisal. In the evaluation, objective data also should be measured. For further
improvements in performance appraisal system, evaluation must be done in the presence
of appraiser, moderator and appraise, appraiser and moderator must be accountable for
their ratings, raters must be train regularly for performance evaluation, performance
evaluation format should be amended so as to get adequate information, Structural
adjustment in the pre-established administrative procedures must be done to implement
the performance feed back system properly.
