OVERCOMING ERRORS AND BIASES IN THE BOTSWANA PUBLIC SECTOR PERFORMANCE APPRAISAL SYSTEM THE CASE OF MINISTRY OF TRADE AND INDUSTRY
OVERCOMING ERRORS AND BIASES IN THE BOTSWANA PUBLIC SECTOR PERFORMANCE APPRAISAL SYSTEM THE CASE OF MINISTRY OF TRADE AND INDUSTRY

Summary/Abstract: This paper examines the weakness of the Botswana Public Service’sPerformance Appraisal System particular as regards errors and biases committed by publicsector managers responsible for the evaluation of employee performance. Performancemanagement systems should be built on the premise that the vast majority of people come towork to do their best for themselves and for the organisation. Management’s role is to supportthem, help them understand what their best has to be, and how they can develop themselvesas individuals. This paper therefore endeavours to come up with recommendations on howpublic sector managers can improve the out com9e of performance appraisal thus improve theoverall organisational performance. Performance appraisal system used in isolation cannotimprove performance or productivity. However, once deficiencies or inadequacies areidentified and rectified within the current performance appraisal system, then the effectiveimplementation of performance management can take place.

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