Abstract
This study assessed the performance appraisal mechanism and its influence on employee productivity at Adamawa State University, Mubi. The study was premised on the concern that although performance appraisal is expected to improve employee performance, weaknesses in appraisal procedures, limited staff participation, and inadequate feedback may reduce its effectiveness in achieving institutional productivity. The study specifically identified the performance appraisal mechanisms adopted for staff appraisal and examined their impact on employee productivity. The study was anchored on Goal-Setting Theory, which explains how clear performance expectations, feedback, and defined objectives can improve employee performance. A quantitative research design was adopted, using primary data collected through a structured Likertscale questionnaire administered to academic staff. From a population of 377 permanent academic staff, 190 respondents were selected using stratified random and multistage sampling techniques. Data were analyzed using frequencies, percentages, mean scores, and standard deviation. The findings revealed that the University adopts formal appraisal mechanisms based on periodic assessment, established performance criteria, supervisory evaluation, and assessment of teaching, research, publications, and community service. The findings also showed that appraisal positively enhances productivity by clarifying performance expectations, providing feedback, identifying training needs, encouraging goal setting, and strengthening staff commitment. The study recommends greater staff participation in appraisal and improved use of appraisal outcomes for feedback, training, recognition, and performance development.