PERFORMANCE MANAGEMENT OF CIVIL SERVICE IN 1999 – 2011
(1) performance management was significantly enhanced through training and retraining of staff, promotions, high salaries and granting of housing and car loans. (2) Staff appraisals contributed positively towards performance management in Enugu State civil service. (3) There existed measures that were be employed to engender performance management in Enugu state civil service. The population of the study was established and put at about 10,100. From this, a sample size of five percent (505 persons) was drawn. The procedure was abinitio stratified. Both primary and secondary sources of data collection were employed. The techniques used for data collection under the primary source were scheduled and unscheduled personal interviews. Books, periodicals (including academic journals) government publications, documents from organizations, and unpublished but relevant works were also utilized. Efforts were made to establish reliability of the data-gathering instruments using Cronbach Alpha procedure. A number of findings were made. Notable among them were: (1) Training and retraining, promotions, high salaries and granting of housing and car loans of staff was not adequate hence low performance. (2) Performance appraisal measure apparatus were faulty hence could not measure key performance indicators of individual and team workers. (3) Measures put in place by Enugu State successive governments (1999 – 2011) could not enhance performance management of workers. This study recommended that workers of Enugu State civil service be exposed to training, retraining especially the Internet Communication Technology (ICT), high salaries, incentives in form of housing and car loans. There should be proper evaluation technique for workers input against the key performance indicators. This would enable them ascertain those fulfilling the organizational goals and those that needed re-training and those that cannot fit into the organization.