Evaluation of a pay-for-performance system at a South African university

This study evaluates a pay-for-performance (PFP) system implemented at the University of Cape Town (UCT). Joseph and Louw-Potgieter (2007) did a previous evaluation that found the PFP system at UCT worked partially for some Professional, Administrative and Support Staff (PASS). Thus, this study asked the following evaluation questions: Why did the PFP system at UCT work for some PASS employees and not for others? Are there interventions/variables which can predict for whom the system would work? It was assumed that the PFP would work effectively if Cooperative Objective Setting with line managers were to take place, and if a PASS employee could show the output of this cooperation, namely an Existing Development Plan. It was however not known what variables would predict the occurrence of these two components.

Grantor dc:publisher.institution

Organisational Psychology

Year dc:date.issued

2009

Author dc:creator

• Emmett, Katharine

Advisor dc:contributor.advisor

• Louw-Potgieter, Joha

Language dc:language.iso

eng

Handle dc:identifier.uri

http://hdl.handle.net/11427/11878

OAI identifier oai:identifier

oai:open.uct.ac.za:11427/11878