| dc.description.abstract | Performance appraisal system is an important tool in human resources management. In secondary school system, it plays an important role in measuring teacher work performance, identifying teacher's performance gaps, subsequent training needs and determining promotion to next level. However, the implementation of Performance Appraisal System has not been very successful in secondary schools in Kenya. The purpose of this study therefore, was to investigate the challenges facing implementation of performance appraisal in secondary schools in Rarieda Sub-County in Siaya County. The objectives of the present study were; to determine the effect of training on implementation of Performance appraisal system in secondary school, to establish the effect of performance reward on implementation Performance appraisal system, to examine the effect of teacher perception on implementation of Performance appraisal system in secondary schools and to examine the effect of teacher workload on implementation of Performance appraisal system in secondary schools. The study used a conceptual framework, which indicated that, training of teachers, linking Performance appraisal systems to reward, acting on attitude and workload can overcome challenges of implementation. The study was focused on public secondary schools in Rarieda Sub-county of Siaya County. The population targeted included 39 principals, 34 Deputy Principals, 60 HOD's and 169 teachers. The study used Stratified, Saturated and simple random sampling to select the samples of 32 HT, 28 DHT, and 48 HODs andl 18 Teachers. The study adopted a descriptive survey design, while employing mixed method strategy. Structured questionnaire and face to face interview were used as data collection tools. Triangulation of data collection instruments and randomization of samples was used to control content and internal Validity. A pilot study was carried out in 4 schools which were not part of the main study to establish the reliability of the instruments by using the outcome to remove the ambiguities, inconsistencies and weaknesses noted. Quantitative data from closed-ended questionnaire were analyzed using descriptive statistics such as frequency counts and percentages. Qualitative data from open¬ended sections of the questionnaires and interviews were analyzed by use of thematic analysis. The study established that implementation of the Teachers Service Commission performance appraisal system was not effective in secondary schools in Rarieda Sub¬County. The study further demonstrated that teachers in secondary schools in Rarieda sub¬county were not competent in administering Teachers Service Commission Performance appraisal system due to inadequate training. That teachers in Rarieda Sub- County were not committed to Teachers Service Commission Performance appraisal system process due non linkage of the process to Reward, negative perception and excess teacher workload. The findings of this study are anticipated to help secondary school in Kenya to successfully implement the performance appraisal and improve service delivery. It might also help Teachers Service Commission to structure its performance appraisal system and successfully implement performance appraisal system in secondary schools in Kenya | en_US |