Abstract
This study examined the impact of performance appraisal and reward systems on academic staff performance at Adamawa State University, Mubi. The study was anchored on Herzberg's TwoFactor Theory, which explains that employee performance is influenced by both intrinsic motivators and extrinsic hygiene factors. A descriptive survey research design was adopted, with a population comprising academic staff of the university. Data were collected through a structured questionnaire administered to 191 respondents selected using purposive and simple random sampling techniques. The instrument was validated by experts, while its reliability was established using Cronbach's Alpha. Data were analyzed using descriptive statistics and multiple linear regression with the aid of the Statistical Package for the Social Sciences (SPSS) at a 5% level of significance. The findings revealed that performance appraisal significantly enhances academic staff performance through regular, fair, and transparent evaluation processes that emphasize teaching effectiveness, research output, and constructive feedback. The study also found that reward systems, including financial and nonfinancial incentives, positively influence staff motivation, commitment, productivity, and promotion by linking rewards to appraisal outcomes. The study concluded that effective performance appraisal and equitable reward systems are essential for improving academic staff performance and achieving institutional goals at Adamawa State University, Mubi. It therefore recommended that the university should strengthen transparent and objective performance appraisal practices and ensure that promotions and rewards are consistently based on appraisal outcomes to further enhance staff motivation and productivity.