ABSTRACT
Performance coaching (PC) is a tool that management can use in addressing staff performance. It was first employed in the field of sports, work safety, military, health and education. Nowadays, performance coaching is applied in all fields of a profession as an attempt to rectify employee’s performances. Performance appraisal is a measure through which managers can monitor and evaluate employee’s performance which was suspended in the Public Service of Namibia in 1997, left it with no other measure to be used in assessing staff performances. At the same time that the Public Service has been without a formal performance measurement, there has been remarkable complaints from a various quota of the Namibian society with regard to the staff performance in the Department of Civic Affairs in the Ministry of Home Affairs. This trend prompted an idea of carrying out a diagnostic and analytical research to find out how the staff performances are been monitored and corrected. In undertaking this study, questionnaires and documentary search were used to collect the data. Questionnaires were divided among three major employment categories within the Department with a view of establishing and soliciting the information on their understanding and application of the PC in the Department. These employment categories ranged from senior management, middle management and low management level. To concretize the information ii collected, other study material were also used to acquire more theoretical knowledge in the field of PC. The findings of this study demonstrate that the concept of PC is understood differently by various levels of management in the Department. The study urges that there is a need for addressing PC in the Department hence even at senior management level, officials are not sure of whether close supervision and management is carried out. The study further recommends how best the Department of Civic Affairs can improve on its current state of performance culminating on improved performance.
