Knowledge, attitude and practices regarding performance appraisal of health workers of Mulago National Referral Hospital

Abstract

The purpose of this study was to assess the knowledge, attitudes and practices of health workers of Mulago National referral hospital on the current appraisal system. Despite the fact that Uganda has adopted a number of performance management reform initiatives in the health service delivery facilities in the last decade such as result oriented management (ROM) framework, rewards and sanctions framework, digital check in and check out system, performance contracts for all heads of units/divisions, integrated personnel and payroll system (IPPS), and balanced score card framework, little or no significant output has been registered (Transformation Paper: MoPS Uganda, 2011). This is evidenced by continuous and regular complaints from the public on poor service delivery and substandard performance of health workers especially in public facilities. This was a descriptive cross sectional study carried out from June 2023 to August 2023. It was to assess the knowledge attitude and practices of health workers on the current appraisal system used by the ministry of health. Majority of respondent were females 170 (58.4%), of age bracket 34 – 41 years, (37.8%), had attained the highest education level of a diploma 141(48.5%), were nurses 100(34.4%), 117(40.2%), and had a work experience of 11 – 15 years. 87(30%) of the respondents were knowledgeable, this was attributed to experience and level of education. Only 31% (90) of the respondents had a good attitude towards staff appraisal as opposed to 69% (201) whose attitude was negative. The appraisal process was not appropriately being carried out owing to the poor knowledge and poor attitude that most respondents had, this means that the intended purpose of annual appraisal of staff cannot yield the intended objective. The study recommends that: - The hospital should train and mentor its entire staff on the appraisal process. There is need to review the appraisal tool as much of the information to be captured seem not relevant to some cadres especially at non managerial positions The appraisal results should be considered during promotions so as to motivate staff