Abstract:
The purpose of the study was to examine the structures and parameters of evaluating performance of Heads of Department (HoDs) in the University of Cape Coast. The study used convergent parallel mixed method design by using self-administered questionnaire and semi-structured interview guide to collect data. In all 304 participants participated in the study, comprising 296 members of academic departments and 8 Deans. Purposive sampling, expert sampling, simple random sampling and stratified random sampling were the sampling procedures and methods used. The study revealed that formal evaluation metrics for HoDs was very important hence the need for the University of Cape Coast to develop and implement an annual evaluation system for HoDs. Feedback from the evaluation is expected to be used as a basis for appointment, reappointment and performance improvement. The use of online performance evaluation, the establishing of clear, individual performance benchmarks for HoDs, and having HoD self-evaluations were all indicated as best practices for future use by the University. Additionally, in the quantitative study eleven criteria found to be very important in assessing the roles of department heads whiles five criteria were found in the quantitative study. The study also explored some of the foreseen challenges associated with performance evaluation of HoDs and the ways to make performance evaluation of HoDs effective in the University of Cape Coast. Among others, broader stakeholder engagement and educating people to be honest and fair in evaluating performance of HoDs were recommended. It was also recommended that the University come up with a policy on evaluating performance of HoDs.
