Analysis of employees compensaton and performance appraisal policies and practices in oromia regional health bureau, addis ababa, Ethiopia

Abstract

Background: Compensation includes salaries and benefits in financial and non-financial forms. The compensation policy was highly linked to that of performance appraisal result. Hence, equitable salary and benefits schemes are prerequisites to effective retention of employees. Objectives: To assess the human resource for health compensation and performance appraisal policies and practices in Oromia Regional Health Bureau, 2018. Method: The study employed qualitative case-study design and in-depth-interview and document review data collection methods. The data were collected by three qualified personnel from purposively selected 15 key informants out of designed 21 sample size. To do so, ethical clearance was obtained from Jimma University and Oromia Regional Health Burau Institutional Review Boards to commence the study. The collected data were transcribed verbatim daily and analysed using transcription, coding, categorizing, thematizing and narration manually, from March 27/2018 to June 11/2018. Results The study found base salary and benefits namely incentives package (professional hazards/risk, top up, duty, house allowance and position fee), compensatory leaves, per diem pay, training and education opportunity, promotion, transfer, job injury benefits, compensatory leaves, medical benefit, social security and uniform allowance. And also it found the employee appraisal activities intended to be 3600 evaluation: manager, self, team members and customer performance evaluation dimension. Conclusion The compensation policy covered were salary, leaves, medical benefits, per diem, uniform allowance, retirement pension, incentive package and training and education opportunities, and transfer and promotion were covered well, but not organization cars, mobile phones, cheap loans, extra vacations, gifts, travel expenses, vouchers, saving schemes, holiday expenses, and paternal leave. All worker compensation was based on performance appraisal result. The employee Performance appraisal intended to be 3600. However, the linkage was poorly implemented.