This project analyzes and assesses Texas Municipal Government performance appraisal systems. Performance appraisal systems are a key personnel tool. The performance appraisal is the process of identifying, measuring and developing human performance in organizations. They are used in personnel decisions affecting retention, termination, promotion, transfer and salary change involve performance in organizations. Design and implementation of an effective performance4 appraisal system is one of the most difficult tasks faced by public managers.

This study not only develops a comprehensive framework (practical ideal type) to evaluate performance appraisal systems, it also uses two methodologies (survey research and content analysis) to study performance appraisal systems. Surveys were sent to all 61 Texas cities between 20 and 50 thousand in population. In the survey, relevant documents were requested (performance appraisal policies and procedures and appraisal rating forms). Forty one cities responded to the survey and 23 sent additional documentation.

The findings of the study should cause some consideration of changes. Although most governments (78%) have written policy and procedures, these policies and procedures need to be more comprehensive with more explanation about setting goals, rating criteria, performance standards. Cities need to work on improving the consistency of rater training. Further, employees themselves should receive training on the appraisal system (only 36.6% always provide employee training). Additionally, most cities set goals with employees, unfortunately the goals were rarely set jointly or prioritized. In addition, performance standards were seldom linked to goals.

Clearly, the author identifies problems with performance appraisal systems used by Texas municipalities. Since the framework used to identify problems is both comprehensive and systematic, the author is able to make clear and relevant recommendations for change.