Effectiveness of Performance Management System at AFRINIC

Survey on the Effectiveness of PMS at AFRINIC.
Dear Respondent, I am a part-time student at the University of Technology enrolled for a Degree in Human Resource Management. I am currently collecting data for my dissertation entitled "Effectiveness of Performance Management System at AFRINIC." Please be assured that all the information you provide will be treated with strict confidentiality, and your identity will be protected. If you require any additional information, please feel free to reach me on 5840 23 78. Thank you for your participation and time.
Section A: Demographic Profile
Please select the box with the appropriate response. Mark one box only.
1. How long have you been working at the African Network Information Centre?
1 year1-5 years5-10 years10-15 years15 or more years
2. What age range do you fall in below?
20-29 years30-39 years40-49 years50-59 years
3.What is your Gender ?
MaleFemale
4.What is your highest qualification?
CertificateDiplomaUndergraduate DegreeMastersPhD
5. What is your current Job Title?
In which department do you work in?
HRFinance & AccountingCommunication & Public RelationsMember ServicesCapacity BuildingStakeholder EngagementRsearch & InnovationCEO's OfficeIT & Engineering
6. Category of your position
Top Management level (Manager to Head of department)Middle management level(Manager)Operational level ( all those workers who are not managers)
7. Which category of employee will best describe you?
LocalExpat
8. In which income range do you fall?
Between Rs.25,000 - Rs.35,000Between Rs.35,000 - Rs.55,000Between Rs.55,000 - Rs.75,000Above Rs.75,000
9.What best describes the present Performance System?
Adoption of different methods of appraisal for different groups of employeesAdoption of different time spans of appraisal for assessing performance.Same methods used for all employees, evaluation onsame criteria.
9. Please indicate which of the following methods of performance appraisal form part of your system? You may choose more than one if applicable.
Rating scaleBehavioral assessment360 degreeBalance score cardSelf-appraisalOther
10. Referring to previous question,which do you think is the best and why?
SECTION B: Assessment of Performance Management System
INSTRUCTIONS
Please choose an answer that closely reflects your view on each statement.

11. Performance Improvement Aspects*

	Strongly Agree	Agree	Disagree	Strongly Disagree
Do mechanisms at AFRINIC exist to continuously improve performance.
Does your Manager identifies your development needs to assist you in growing.
Does sufficient information about PMS communicated to all employees to enable them to execute their responsibilities in the best interest of the department.

12. Periodic Reviews Aspects*

	Strongly Agree	Agree	Disagree	Strongly Disagree
Prior to review, Managers and subordinates reach agreement about factors against which performance would be measured
Continuous Feedback is given to subordinates with a growth mindset as soon as possible.
Feedback is provided within the context of the performance plan so that employee behaviour is linked to the individual's performance plan
Effective personal recognition is provided during review meetings

13. How many meetings are scheduled in a year to discuss employee performance?
12More than 3Never
14. What sort of Feedback do you give?
Numerical/categoricalVerbal (all positive)Verbal (positive negative)Combination of all aboveOther

15. Performance Management System Aspect*

	Strongly Agree	Agree	Disagree	Strongly Disagree
The purpose of Performance Management System is clearly communicated to employees
Manager/Head of department is accountable for effective implementation of PMS
The PMS is viewed by the employees as a valuable tool for managing how work gets done and how effective each individual is performing
The PMS enables the department to identify underperformers
Goals, with appropriate performance standards are in place at three levels, namely organizational, team and individual.

16. What happens when poor performance is noted?
TrainingTraining and continuous follow-upDismissalNothing is done
17. What is your opinion are the causes for the failure of the performance appraisal system?
Lack of role clarityInterval of appraisalCommunication gapOutdated SystemFavouritism is encouragedNo sense of belongingto the companyNo clear views on job description
18. Do you think that the Performance Management System at AFRINIC should be reviewed? If yes, please state the reason, if No, why do you think so?

19. Rewards & Recognition*

	Strongly Agree	Agree	Disagree	Strongly Disagree
Pay decisions are linked to performance achievements.
The reward system facilitates implementation of strategy by motivating desired levels of performance.
Positive and negative financial and nonfinancial consequences of performance (e.g. salary adjustments, recognition) are utilised effectively
PMS establishes a clear connection between performance and rewards

20. If you had to determine what contributes to the success of Performance Management of your organisation, what would it be?
RewardsEmployeesManagersGood Management SystemSelf-Motivation
21. What do you think are the main reasons to have a Performance Management System?
Retention strategyIdentificationof Training & Development needsPromotions, Transfer, Termination decisionsMotivational strategyClarify employee’s requirementsIdentifying barriers of performance

22. Staff Attitudes & Perception*

	Strongly Agree	Agree	Disagree	Strongly Disagree
Performance Appraisal System is applied fairly and equally towards all employees
Performance Appraisal changes employee attitude to work.
Performance Appraisal System plays an important role in an organisation’s success

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Survey on the Effectiveness of PMS at AFRINIC.