The performance appraisal of managers has long been a mainstay of HR practice and its spread exemplifies the increasing uptake of the systematic and consistent approach to personnel practice. Employees’ appraisals involve the determination of performance competence (strength) and failure (weaknesses) of the employees on their jobs. Appraisal results are used to determine promotion, compensation plan, training and counseling needs. This present study is based on the sample size of 220 employees of the public sector agency in Nigeria. The samples were drawn using simple random sampling technique and the data collected were analysed using correlation. The findings of the study revealed a significant relationship between appraisers and employees’ performance (r = 0.358; P < 0.05) and that in order for the organisation to achieve her organisational goals and objectives, a good reward system for high performance must be established. The study recommends that the management of government agency should establish sound performance appraisal mechanism that will measure the actual performance of employees, detecting any deficiency in employees’ performance.
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