A Survey of Texas Extension Agents’ and Supervisors’ Perceptions of the Texas Extension Agents’ Performance Appraisal System

Abstract

The purpose of this study was to determine Texas Extension agents’ and supervisors’ perceptions of the current Performance Appraisal System. A survey instrument was developed to address the research questions. The instrument had two sections: satisfaction with the Current Appraisal System (14 items) and satisfaction with Appraiser Performance – views toward the roles/behavior of the appraiser relative to the performance appraisal process (7 items). The online survey was piloted by eight Extension employees. The instrument was deployed online to the study population.

The population studied consisted of all Texas Extension agents in November, 2014 (N= 596) and supervisors’ (N=19), making the total population for the study 615 respondents. The total completed responses were 282 for a completed response rate of 46%.

In this study, seven in ten respondents (74.3%) felt that the current appraisal system should be improved. The desired improvements included: (a) The Extension agents’ desire to have an annual appraisal system that rates them fairly (less subjective); (b) the Extension agents’ desire for a performance appraisal rubric that more accurately reflects their actual job duties; (c) the Extension agents’ desire to make the performance appraisal system less time-consuming and efficient; and (d) information from the appraisal system needs to be able to flow into other reporting system for other required reports.

Overall, Texas Extension agents were satisfied with the roles and behaviors of their appraisers (supervisors). The majority of Texas Extension agents and supervisors viewed their appraiser’s performance in conducting the appraisal with positive judgment, fairness, and trust by their subordinates.

The major recommendations emerging from this study are the provision of professional development for all appraisers to ensure accurate and effective performance appraisal, exploration of strategies to require less effort on the part of Texas Extension agents to prepare the appraisal materials, not to use a team approach for performance appraisal, develop a trust-worthy appraisal system and link the appraisal system to merit or salary increase.