Effect of Performance Management System on Productivity of Personnel in Akwa Ibom State Civil Service

Achieving operational excellence and boosting staff productivity are priorities for organisations, which emphasises the need for good performance management techniques. The effect of performance systems on worker productivity in the Akwa Ibom State Civil Service was examined in this study. In particular, the study looked at how incentive programs and employee performance are related, as well as how corrupt practices impact the application of performance management techniques in the civil service. The study's research population consisted of 590 employees from five ministries within the Akwa Ibom State Civil Service, and the final sample size was 570. The study used a descriptive and survey research approach. Chisquare and basic percentage statistical techniques were used to analyse the data. The results showed that corruption, inadequate incentive schemes, and inefficient feedback systems considerably lower productivity in the Akwa Ibom State Civil Service. Corrupt practices, including partiality and financial mismanagement, compromise the impartiality of performance management systems, exacerbating disengagement and inefficiency. Nonetheless, the results of this study indicated that performance management procedures urgently needed to be changed. Even though these problems have been addressed, systemic problems still exist. Also, when employees don't receive regular, constructive criticism, they feel underappreciated, which lowers their productivity even more. Service delivery is jeopardised by these complex issues, which also hinder staff growth. The study recommended, among others, that the Akwa Ibom State Civil Service should incorporate essential components of performance management, including training and development, performance evaluation, and a rewards system, to increase staff productivity.