Performance Appraisal Management System Comparison between Public and Private Sector University of Pakistan.

Introduction:
Every organization has three types of resources physical, human & financial resources. A university plays an important role in building responsible citizen.it plays an important role of providing quality education. Universities are providing higher education to trained its student and as well as helpful in development of personality. This all can be possible if teachers of university help to develop personality of student and transfer quality education to their students. This all can happen if teachers are motivated. Motivation is helpful for long term success of any organization. There are different theories of motivation like Maslows hierarchy of need theory, Herzbergs motivation hygiene theory and Adams Equity theory. These theories provide fundamental basis of motivation that help describing the motivation of employees in a systematic way and in understanding the contemporary theories of motivation like goal setting theory, reinforcement theory and expectancy theory etc. Maslows (1943) need-based theory of motivation is the most commonly known theory of motivation according to which there are five fundamental needs of a person i.e., physiological, security, affiliation, esteem, and self-actualization. Herzberg (1959) has divided the motivational factors in terms of job satisfaction. He pointed out that factors giving job satisfaction are called motivators and factors that give job dissatisfaction called hygiene factors. The factors in field of education that are hygienic are salary, seniors role, work load. If these factors are supportive then there will be high performance level. These all can be determined by performance management system. Every organization conducts performance appraisal to find the performance of their employees. It is necessary for effective management and evaluation of staff.

Performance management system is simply the weightage of employees working and its income. Performance management depends upon the outcome. If the performance of employee is satisfied then there is rise in salary and if outcome is not satisfactory then there is cut in salary or dismissal from job. Performance appraisal system is also used to identify the gaps and training needs if required. It improves the organization performance.it also increase the employees behaviour and motivation on work. There are formal an informal many ways of appraisal management systems. Formal ways include annual six-month, quarterly or monthly informal ways include on job observation, feedback, interviews and discussions. There are different benefits of performance appraisal management system that are following. I. II. III. IV. V. VI. VII. VIII. IX. X. It helps to clarify the aims and objectives of organization. It helps to increase motivation level of employees. It is also helpful to identify the training needs of employees. Helpful to identify personal strengths Helpful for teambuilding. Helpful for making relationship between senior and junior employees Helpful to resolve the confusion and misunderstandings. Helpful for employee growth and development Helpful for increase the profitability of any organization. Helpful to end-user satisfaction increase.

There are different types of performance appraisal system we-either it is traditional or 360 degree it would be helpful only if conducts in a proper way and honestly. Following are different types of performance appraisal. I. II. III. IV. V. VI. Annual appraisal system On job observation One to one meeting Job tests Surveys Behaviour assessments

Literature Review:

In short, performance appraisal is the only tangible metric by which an institution can check and manage the performance of its diverse employees. In order to increase the credibility of performance appraisal system there should be participation and ownership by the employees. In addition, 360-degree appraisal, adequate training, procedural justice, goal-setting and performance Feedback are the most important factor in determining the success of appraisal system in any institution. (Ambreen Anjum, 2011) For every organization (small or big) there are some objectives, goals or missions to accomplish. These goals can be achieved by better planning, implementing strategies and smart management of human recourse. One of the important concerns however, is measurement whether people are doing their work at right time in right manner. The process leads towards the area performance management. (Aslam, 2010) The top management in the civil service should consider that fairness perceptions among the two groups of employees exist and supervisory employees have more favourable reaction to performance appraisal system then non-supervisory employees. So in order to increase fairness perceptions among non-supervisory employees their procedural, distributive and interpersonal and information justice perceptions should be increased. In this regard nonsupervisory employees should be given more training and knowledge regarding the system, so that their familiarity with the system should be increased. Moreover, the high ups should also ensure that the system is working to supports those purposes for which it is established in the civil service. In addition, ideas and needs of non-supervisory employees should be considered in the system development i.e. more participation in the system development. Though the study was conducted in the District Dera Ismail Khan, but still it could be used to improve performance appraisal systems fairness perceptions of civil servants working throughout the country, as the same PAS is in practice for all the civil servants. So the management in the civil service can increase fairness perceptions in non-supervisory employees which ultimately increase the effectiveness of the system. (Malik Ikramullah (Corresponding Author), 2011) Management should have to adapt in order to enhance the quality of this system and its impact on teachers performance. Recognition, feedback, participation in performance planning and performance review meetings can be the factors of enhanced performance and should always be considered, while developing a good performance appraisal system for teachers in higher education institutes. (Muhammad Imran Rasheed, 2011). Role of head of

department is very crucial in evaluating teachers performance developing their capabilities and receiving good results. Therefore management should be well trained for conducting performance appraisal system. Performance appraisal system is the only tangible metric way by which an organization can know the level of performance of its diverse employees. Although most employees are aware of the type of performance appraisal system used in the private universities, such systems are not based on any serious formal purpose for which they were designed. The effectiveness of performance appraisal systems in the private universities are only based on training to the employees involved in the rating/appraising process and are multi- rating systems. Conclusively, because the performance appraisal systems used in private universities are not effective and that they exist just as a matter of formalities, the private universities cannot measure employees performance hence making it difficult to achieve the intended Human Resource Management objectives. (Nyaoga, 2010) The performance appraisal has been an issue of major concern with its long lasting impacts on the employees job performance, which in turn, leads to the organizational performance. This interpretation justifies the strategic role of the performance appraisal and also provides a strong reason to why companies must focus on the effective execution of performance appraisals. In Pakistan, there is limited number of private sector organizations who are able to effectively execute the performance appraisal systems. Those who use this system are confined to the traditional approach of performance appraisal. Research reveals that employees become aware of their performance after passing through the mechanism of performance appraisal. The condition for such positive outcomes is that the performance appraisal system must be effective. The market competition has injected a culture of competing against each other among employees. Especially, in target oriented jobs like sales and marketing where in an effort to achieve the targets, people ignore the human factor. The organizations should focus on the principle of justice and fairness while designing and implementing performance management programmes for employees by ensuring that only good performers are rewarded. The management of the companies must also consider the fact that there must be criterion validity rather than inconsistencies which limit the employees ability to work for the organization with full zeal and zest. The developmental plans must be communicated to the employees to ensure proper coordination as doing this will reduce the irritations employees feel when their performance is appraised in regular intervals. This also entails that proper communication of the performance management

systems must be there so that employees better able to understand the importance of performance management systems. (Shahbaz, Vol.1, No.1 (June, 2011)) The public sector universities need to change the typical confidential reporting system. The time period for evaluation should be reduced from one year to six months and results should be communicated to teachers so that they can improve their performance. The evaluation system should be devised in such a manner that it is linked with promotion and compensation so that teachers consider it important. (Khurram Shahzad, Vol. 4 No.2 March 2008) Before the 1970s, financial appraisal was almost the whole content of performance appraisal of firms. It is easy to understand that in the early stage of development of modern industry, the firms were simpler and profits-focused. Thus various financial performance indicators were used in measuring their performance. During this period, the keystone of research on performance measurement was to develop financial indicators, as people paid most attention on profit, return on investment and productivity and so on. Moreover the evolution of appraisal methods was based on the financial indicators. The companies were purely profitorientated, and owners or managers emphasize maximizing profit as a sole objective for operation. Thus financial indicators are the most obvious ones for performance appraisal of firms. (Tong Xue, Volume3, Number6, July 2011) The second phrase approximately began as the middle and late of 1970s until the end of 20 Century. At this stage, people started to examine more performance dimensions such as customer satisfaction, strategy and learning and innovation capability and so on. Nonfinancial indicators started to be seen in performance appraisal system of firms. These measurements were used to reflect effectiveness of operation, the overall situation of firms, and the trend of firms in the future. (Tong Xue, Volume3, Number6, July 2011) The reasons for not properly training managers to conduct effective appraisals do not hold water in our ever-changing work environment. If performance is important to an organisation, so is the appraisal of that performance. If appraisal is important, then managers must be led to develop the skills presented in this paper that are critical for effective appraisal. Without these critical competencies, the organisational appraisal process cannot achieve its desired objectives. No matter how well designed a performance appraisal system is, its effectiveness is largely determined by the understanding, commitment and skills of the managers who must actually implement the system. (Kumar, No. 4, 2005)

A part of human resource management is performance appraisal to improve corporate performance, all the while harming the targeted individuals and even undermining the commitment and energy of the survivors. Developing clear, realistic performance standards can also reduce communication problems in performance appraisal feedback among managers, supervisors, and employees. (Mostafa Jafari, Volume 7, Number 3 (2009)) Performance appraisal and performance management are different. Performance management is the creation of an entire system (a setting, a work environment, a culture) bringing together all of the essential factors so all of the people are enabled to work in an aligned and coordinated manner to the best of their abilities. Performance appraisal is much more limited. It is a process to assess how individual employees are performing and how they can improve their job performance and contribute to overall organizational performance. (Grubb, Vol. 1, No. 1, Summer 2007) Managing performance is, therefore, a holistic process that should be advo-cated effectively and implemented as a part of managing teachers to enhance learning in the school. If leaders in education have the courage to do this and customise best practices in the world for local conditions they could well be providing a model of lifelong learning for teachers and in that way sustain improvement in the delivery of the organisational goal of education systems. (Tom Bisschoff, The advocacy of an appraisal system for teachers: a case study, vol.29,Aug. 2009) Through the appraisal process as practised in Botswana secondary schools, teachers can gain increased knowledge and skills, which ultimately enhance their performance in their daily duties in the schools. Most importantly, the appraisal process plays a crucial role in moulding the disposition of the teachers positively towards the teaching profession. Many teachers do not understand the purposes or practices of the current teacher appraisal process due to lack of orientation and training. This constitutes an important and urgent avenue for in-service teacher training. The current teacher appraisal system as practised in Botswana secondary schools is acceptable, but managerial and training aspects should be improved. The teacher appraisal system should be periodically reviewed to keep it in line with changes that may have taken place in the education system. (Pedzani Monyatsi, V o l 2 6,2006) Key performance areas are the most important factor for evaluating the employees performance. So, there should be role clarity in the organization. Performance should be

linked with reward and it should be given to employees timely. (Geeta Kumari, Vol. 1, No. 5, December 2010) The effective implementation of performance management system is the key to success for organizations looking for achieving the organization goals. The traditional approaches like performance appraisal create many hindrances and instead of playing an effective role in the organization develop a cold war between the employer and employees. Developing and managing a performance management system is not an easy task. There should be consensus among employees when goals are developed. Goals are such that which should be easily sub divided into different organization. (Faisal Tehscene Shah, November 14, 2009) A better performance appraisal system integrated with better HR practices will enhance performance appraisal satisfaction and also increase employee job satisfaction and reduce turnover intentions to bring effectiveness in the organizations. Effective performance appraisal systems stand to create a vision of success and a climate in which performers want to give their best and strive for continuous improvement. (Adnan Ahmed, Vol. 5, No. 10; October 2010)

Brief introduction of universities of Pakistan:

There are 139 universities in Pakistan & most of the universities are started after year 2000. Out of 139 universities 74 universities are in public sector and rest 65 universities are from private sector.in year 2008-09 total enrolment in universities are 803507. Out of 803507 enrolments 339704 number of enrolments in distance learning program, 348434 in public sector and 115369 in private sector. There are 37428 faculty members in universities according to HEC. Out of 37428 faculty members 17802 faculty members for distance learning education, 13446 for public sector and 6180 for private sector universities. The universities of Pakistan are offering education mainly from graduation to doctorate level which includes following levels. Graduation, Master, MPhil, PhD. There are 18 public sector universities in Punjab province and 20 private sector universities.
Universities/DAI s chartered by the Government of Pakistan S. No 1 2 3 4 University/DAI Name Air University, Islamabad Allama Iqbal Open University, Islamabad (AIOU) Bahria University, Islamabad COMSATS Institute of Information Technology, Islamabad Main Campus Location Islamabad Islamabad Islamabad Islamabad Website Address www.au.edu.pk www.aiou.edu.pk www.bci.edu.pk www.ciit.edu.pk

5 6 7 8 9 10 11 12 13 14 15 16 17 18 19 20 21

Dawood College of Engineering & Technology, Karachi Federal Urdu University of Arts, Sciences & Technology, Islamabad Institute of Space Technology, Islamabad (IST) International Islamic University, Islamabad Karakurum International University, Gilgit, Gilgit Baltistan National College of Arts, Lahore (NCA) National Defense University, Islamabad (NDU) National Textile University, Faisalabad National University of Modern Languages, Islamabad (NUML) National University of Sciences & Technology, Rawalpindi (NUST) Pakistan Institute of Development Economics (PIDE), Islamabad Pakistan Institute of Engineering & Applied Sciences, Islamabad (PIEAS) Pakistan Institute of Fashion and Design, Lahore Pakistan Military Academy, Abbottabad (PMA) Pakistan Naval Academy, Karachi Quaid-i-Azam University, Islamabad Virtual University of Pakistan, Lahore

Karachi Islamabad Islamabad Islamabad Gilgit Lahore Islamabad Faisalabad Islamabad Islamabad Islamabad Islamabad Lahore Abbottabad Karachi Islamabad Lahore Main Campus Location Multan Rawalpindi Faisalabad Lahore Bahawalpur Lahore Lahore Lahore Faisalabad Rawalpindi Lahore Lahore Taxila Gujrat Lahore Sargodha Lahore

www.dcet.edu.pk www.fuuast.edu.pk www.ist.edu.pk www.iiu.edu.pk www.kiu.edu.pk www.nca.edu.pk www.ndu.edu.pk www.ntu.edu.pk www.numl.edu.pk www.nust.edu.pk www.pide.org.pk www.pieas.edu.pk

www.pifd.edu.pk
Not Available www.paknavy.gov.pk www.qau.edu.pk www.vu.edu.pk

(Pakistan, 2011)Universities/DAI s chartered by Government of the Punjab S. No 1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 16 17 18 University/DAI Name Bahauddin Zakariya University, Multan Fatima Jinnah Women University, Rawalpindi Government College University, Faisalabad Government College University, Lahore Islamia University, Bahawalpur King Edward Medical University, Lahore Kinnaird College for Women, Lahore Lahore College for Women University, Lahore University of Agriculture, Faisalabad University of Arid Agriculture, Rawalpindi University of Education, Lahore University of Engineering & Technology, Lahore University of Engineering & Technology, Taxila University of Gujrat, Gujrat University of Health Sciences, Lahore University of Sargodha, Sargodha University of the Punjab, Lahore University of Veterinary & Animal Sciences, Lahore Website Address www.bzu.edu.pk www.fjwu.edu.pk www.gcuf.edu.pk www.gcu.edu.pk www.iub.edu.pk www.kemc.edu www.kinnaird.edu.pk www.lcwu.edu.pk www.uaf.edu.pk www.uaar.edu.pk www.ue.edu.pk www.uet.edu.pk www.uettaxila.edu.pk www.uog.edu.pk www.uhs.edu.pk www.uos.edu.pk www.pu.edu.pk www.uvas.edu.pk

Lahore Universities/DAI s chartered by Government of Sindh Main Campus Location Karachi Karachi

S. No 1 2

University/DAI Name DOW University of Health Sciences, Karachi Institute of Business Administration, Karachi

Website Address www.duhs.edu.pk www.iba.edu.pk

3 4 5 6 7 8 9 10 11 12 13

Liaquat University of Medical and Health Sciences, Jamshoro Sindh. Mehran University of Engineering & Technology, Jamshoro NED University of Engineering & Technology, Karachi Peoples University of Medical and Health Sciences for Women, Nawabshah (Shaheed Benazirabad) Quaid-e-Awam University of Engineering, Sciences & Technology, Nawabshah Shah Abdul Latif University, Khairpur Shahaeed Mohtarma Benazir Bhutto Medical University, Larkana Sindh Agriculture University, Tandojam Sukkur Institute of Business Administration, Sukkur University of Karachi, Karachi University of Sindh, Jamshoro

Jamshoro Jamshoro Karachi Nawabshah Nawabshah Khairpur Larkana Tandojam Sukkur Karachi Jamshoro Main Campus Location Mardan Peshawar D.I.Khan Manshera Peshawar Peshawar Peshawar Kohat Peshawar Peshawar Dir Malakand Peshawar Bannu Swat Main Campus Location Khuzdar Quetta Lasbela Quetta Quetta Main Campus Location Mirpur Muzaffarabad

www.lumhs.edu.pk www.muet.edu.pk www.neduet.edu.pk

www.pumhs.edu.pk

www.quest.edu.pk www.salu.edu.pk www.smbbmu.edu.pk www.sau.edu.pk www.iba-suk.edu.pk www.uok.edu.pk www.usindh.edu.pk

Universities/DAI s chartered by Government of Khyber Pakhtoonkhwa S. No 1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 University/DAI Name Abdul Wali Khan University, Mardan Frontier Women University, Peshawar Gomal University, D.I. Khan Hazara University, Dodhial, Mansehra Institute of Management Science, Peshawar (IMS) Islamia College University, Peshawar Khyber Medical University, Peshawar Kohat University of Science and Technology, Kohat Khyber Pakhtunkhwa Agricultural University, Peshawar NWFP University of Engineering. & Technology, Peshawar Shaheed Benazir Bhutto University, Sheringal, Dir University of Malakand, Chakdara, Dir, Malakand University of Peshawar, Peshawar University of Science & Technology, Bannu University of Swat, Swat Website Address www.awkum.edu.pk www.fwu.edu.pk www.gu.edu.pk/ www.hu.edu.pk/ www.imsciences.edu.pk www.icp.edu.pk www.kmu.edu.pk www.kust.edu.pk www.aup.edu.pk www.nwfpuetp.edu.pk www.sbbu.edu.pk www.uom.edu.pk www.upesh.edu.pk www.ustb.edu.pk www.swatuniversity.edu.pk

Universities/DAI s chartered by Government of Balochistan S. No 1 2 3 4 5 University/DAI Name Balochistan University of Engineering & Technology, Khuzdar Balochistan University of Information Technology & Management Sciences, Quetta Lasbela University of Agriculture, Water and Marine Sciences Sardar Bahadur Khan Women University, Quetta University of Balochistan, Quetta Website Address buetk.edu.pk www.buitms.edu.pk www.luawms.edu.pk www.sbkwu.edu.pk www.uob.edu.pk

Universities/DAI s chartered by Government of Azad Jammu & Kashmir S. No 1 2 University/DAI Name Mirpur University of Science and Technology (MUST), AJ&K University of Azad Jammu & Kashmir, Muzaffarabad, Azad Kashmir, Muzaffarabad Website Address www.must.edu.pk www.ajku.edu.pk

PRIVATE SECTOR UNIVERSITIES/DEGREE AWARDING INSTITUTES

Universities/DAI s chartered by the Government of Pakistan S. No 1 2 3 4 5 University/DAI Name Aga Khan University, Karachi Foundation University, Islamabad Lahore University of Management Sciences (LUMS), Lahore National University of Computer and Emerging Sciences, Islamabad Riphah International University, Islamabad Main Campus Location Karachi Islamabad Lahore Islamabad Islamabad Main Campus Location Lahore Lahore Lahore Lahore Taxila Lahore Lahore Multan Lahore Lahore Lahore Lahore Gujranwala Lahore Faisalabad Lahore Lahore Lahore Lahore Wah Main Campus Location Karachi Karachi Karachi Karachi Karachi Karachi Karachi Karachi Website Address www.aku.edu www.fui.edu.pk www.lums.edu.pk www.nu.edu.pk www.riphah.edu.pk

Universities/DAI s chartered by Government of the Punjab S. No 1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 16 17 18 19 20 University/DAI Name Beaconhouse National University, Lahore Forman Christian College, Lahore (university status) Global Institute, Lahore Hajvery University, Lahore HITEC University, Taxila Imperial College of Business Studies, Lahore Institute of Management Sciences, Lahore Institute of Southern Punjab, Multan Lahore Leads University, Lahore Lahore School of Economics, Lahore Minhaj University, Lahore National College of Business Administration & Economics, Lahore The GIFT University, Gujranwala The Superior College, Lahore The University of Faisalabad, Faisalabad University of Central Punjab, Lahore University of Lahore, Lahore University of Management & Technology, Lahore University of South Asia, Lahore University of Wah, Wah Website Address www.bnu.edu.pk www.fccollege.edu.pk

www.global.edu.pk
www.hajvery.edu.pk www.hitecuni.edu.pk www.imperial.edu.pk www.pakaims.edu.pk www.usp.edu.pk www.leads.edu.pk
www.lahoreschoolofeconomics.edu.pk

www.mul.edu.pk www.ncbae.edu.pk www.gift.edu.pk www.superior.edu.pk www.tuf.edu.pk www.ucp.edu.pk www.ulhr.edu.pk www.umt.edu.pk www.usa.edu.pk www.uw.edu.pk

Universities/DAI s chartered by Government of Sindh S. No 1 2 3 4 5 6 7 8 University/DAI Name Baqai Medical University, Karachi Commeces Institute of Business & Emerging Sciences, Karachi Dadabhoy Institute of Higher Education,Karachi Greenwich University, Karachi Hamdard University, Karachi Indus Institute of Higher Education, Karachi Indus Valley School of Art and Architecture, Karachi Institute of Business Management, Karachi Website Address www.baqai.edu.pk

www.commecsinstitute.edu.pk
www.dadabhoy.edu.pk www.greenwichuniversity.edu.pk www.hamdard.edu.pk www.indus.edu.pk www.indusvalley.edu.pk www.iobm.edu.pk

9 10 11 12 13 14 15 16 17 18 19 20 21 22 23

Institute of Business and Technology, Karachi Iqra University, Karachi Isra University, Hyderabad Jinnah University for Women, Karachi Karachi Institute of Economics & Technology, Karachi KASB Institute of Technology, Karachi Muhammad Ali Jinnah University, Karachi Newport Institute of Communications & Economics, Karachi Preston Institute of Management, Science and Technology, Karachi Preston University, Karachi Shaheed Zulfikar Ali Bhutto Institute of Sc. & Technology (SZABIST), Karachi Sir Syed University of Engg. & Technology, Karachi Sindh Institute of Medical Sciences, Karachi Textile Institute of Pakistan, Karachi Zia-ud-Din University, Karachi

Karachi Karachi Hyderabad Karachi Karachi Karachi Karachi Karachi Karachi Karachi Karachi Karachi Karachi Karachi Karachi Main Campus Location Peshawar Peshawar Peshawar Peshawar Topi Peshawar Nowshera Kohat D.I.Khan Peshawar

www.biztek.edu.pk www.iqra.edu.pk www.isra.edu.pk www.juw.edu.pk www.pafkiet.edu.pk www.kasbit.edu.pk www.jinnah.edu www.newports.edu.pk pimsat-khi.edu.pk www.preston.edu.pk www.szabist.edu.pk www.ssuet.edu.pk www.siut.org www.tip.edu.pk www.zu.edu.pk

Universities/DAI s chartered by Government of Khyber Pakhtoonkhwa S. No 1 2 3 4 5 6 7 8 9 10 University/DAI Name Abasyn University, Peshawar CECOS University of Information Technology and Emerging Sciences, Peshawar City University of Science and Information Technology, Peshawar Gandhara University, Peshawar Ghulam Ishaq Khan Institute of Engineering Sciences & Technology, Topi Iqra National University, Peshawar Northern University, Nowshera Preston University, Kohat Qurtaba University of Science and Information Technology, D.I. Khan Sarhad University of Science and Information Technology, Peshawar Website Address www.abasyn.edu.pk www.cecos.edu.pk www.cityuniversity.edu.pk www.gandhara.edu.pk www.giki.edu.pk www.iqrapsh.edu.pk www.northern.edu.pk www.preston.edu.pk www.qurtuba.edu.pk www.suit.edu.pk

Universities/DAI s chartered by Government of Balochistan S. No 1 University/DAI Name Al-Hamd Islamic University, Quetta Main Campus Location Quetta Main Campus Location Bhimber Nerain Sharif Website Address http://www.aiu.edu.pk

Universities/DAI s chartered by Government of Azad Jammu & Kashmir S. No 1 2 University/DAI Name Al-Khair University, Bhimber, AJ&K (Admissions allowed only at main campus, Bhimber, AJ&K w.e.f 17.10.2011) Mohi-ud-Din Islamic University, AJK Website Address www.alkhair.edu.pk http://www.miu.edu.pk/

Universities banned for enrollment S. No Universities Name Main Campus Location Website Address Status

University of East, Hyderabad

Hyderabad

http://www.uoe.edu.pk/

New Admission closed w.e.f01.01.2011. HEC will only recognize the degrees awarded to students already enrolled prior to 1st January, 2011.

(Pakistan, 2011) Objectives of study:

1. The basic aim of this study is to compare the public and private sector university performance management system and to improve the human resource practices in higher educational institutes of Pakistan. 2. To investigate the difference of teachers job satisfaction in both sectors. 3. To investigate the difference of method used in both sectors such as formal or informal appraisal system. 4. To investigate the different factors upon which performance appraisal system made.to find difference about out how much changes takes affect after performance appraisal system. 5. To find the difference about fair used of performance appraisal system. 6. To find the difference about how much performance appraisal system helpful in both sector in employee career development as a teacher.

Research methodology:
The data for this study is collected by public and private sector universities. The data is collected by questionnaire from faculty members of both sectors. Qualitative approach is used to know the employees perception about performance appraisal system. This study is based on sample of 11 questionnaires five from each sector. The data is collected from G.C University Faisalabad that is Public Sector University and 6 questionnaires are collected and from University of Central Punjab Faisalabad campus that is representative of private sector from their 5 questionnaire are collected.

Data analysis & research findings:

Usage of formal and informal practices: According to this research 80% of respondents of private sector said that formal appraisal performance system is used in their institute and this feedback is given by head of institute, other faculty members and external individuals such as government regulatory authority like higher education department. Whereas in public sector

institute 83% respondents says that they received feedback from head of institute more than once in each month, from other teachers monthly and 67% respondents said that from external body they got feedback once per year. Important aspects of performance appraisal system or feedback: According to private sector teachers 100% respondents said that student test score, parents feedback, knowledge and understanding with teachers main subject, knowledge and understanding of instructional practices, teaching students with special learning needs, students discipline and behaviour & extra-curricular activities with students have high importance in performance appraisal system. 100% respondents said that students feedback, working well with head of institute and colleagues, classroom management and 80% respondents said that teaching in multi-cultural setting have moderate importance in performance appraisal feedback. On the other hand in public sector universities 84% respondents said that students test scores, work with head of institute and colleagues 67% respondents said that innovative teaching practices and understanding of main subject & knowledge 50% said that relation with students & knowledge and understanding of instructional practices in main subjects & teaching students with special learning needs are considered high importance aspects of performance appraisal feedback. 83% respondents said that other student learning outcomes, 100% respondents said that professional development undertaken, 50% said that classroom management, student discipline and behaviour & extracurricular activities with students are with moderate importance aspects of performance appraisal feedback. Effects of performance management appraisal feedback : In public sector university data 67% respondents said that there is no change in salary, financial bonus or other rewards.80% respondents said there is moderate change in opportunities for professional development activities & change in the like hood of career advancement.67% respondents said that moderate change in role in school development initiatives.50% respondents said that large change in public recognition from head of institute and colleagues 67% said that large change in work responsibilities that make job more attractive. In private sector institute 100% respondents said there is moderate change in salary, change in the like hood of career development, public recognition from head of institute or

colleagues & role in school development initiatives.100% of respondents said that there is large change in financial bonus or other rewards, opportunities for professional development activities and change in work responsibilities that makes job more attractive. Effect of employee behaviour concerning the performance appraisal/ feedback: In private sector 100% respondents said that there is large change in knowledge and understanding of their main subjects and training plan to improve their teaching.100% of respondents said that there is moderate change in class room management practices, instructional practices in main subject, teaching students with special learning needs, handling of student discipline and behaviour, teaching student in multicultural setting and emphasis place on student test scores in their teaching. In Public Sector University 50% respondents said that there is large change in knowledge and understanding in main subject & handling of students discipline and behaviour 67% said that there is large change in knowledge and understanding of instructional practices in main subject and development and training plan to improve teachings.67% respondent said that there is moderate change in classroom management practices and teaching of students with special learning needs.50% respondents said that there is moderate change in knowledge and understanding of their main subject and emphasis place upon improving students test scores.