An evaluation of performance appraisal system of the Ghana Prisons Service
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Date
2005-11-14
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Abstract
Almost universally, where performance appraisal is conducted properly, both supervisors and subordinates have reported the experience as beneficial and positive. Appraisal offers a valuable opportunity to focus on work activities and goals, to identify and correct existing problems, and encourage better future performance. Thus the performance of the whole organization is enhanced.
The Ghana Prisons Service as a penal institution has seen major public criticisms as a result of public perception of brutalities meted to inmates by officers. With the coming into force of democracy, people who have been incarcerated before could go to radio stations to tell their stories on air. The public hearings of the National Reconciliation Commission (NRC) have also revealed treatment meted to some inmates. Also, escape of an inmate if publicly known is severely criticized by the citizens. In these two scenarios, two basic tenets of prison duties come to question. These are keeping safe custody of inmates and respecting their human rights. Therefore for an officer to perform well in the prisons, special regard to the general prison duties as a trained officer, bed-rocked with deep understanding of the human being as the subject of the profession, should not be underestimated. These, the GPS have sought to intensify in recent times.
This research has tried to evaluate the system of appraising prison officers in
Ghana by putting into perspective officers from four major prison establishments.
These establishments have been extensively profiled to put the findings of the research in its proper context. Directors and other key personnel were interviewed and their opinions duly analyzed.
This research revealed the low confidence level in the performance appraisal system by a section of the top management and personnel of the GPS. What makes the result more puzzling is that these four prison establishments are all stationed in Accra and hold strong significance in terms of core and support staffing. The need for well-defined job description, which will determine whether personnel have performed according to the blueprint, or deviated, cannot be overemphasized. The study also unearthed the need for personnel to be abreast with the organizational goals and be part of the process in achieving these goals. It has been suggested that top management of the GPS should lead the entire Service in recognizing the need and importance of performance appraisal in the Ghana Prisons Service.
The findings from the study called for appropriate recommendations, which have been duly outlined in the latter sections of this research.
Description
A thesis submitted to the Department of Economics and Industrial Management, College of Arts and Social Sciences in partial fulfilment of the requirements for the degree of Master of Arts, 2005