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Job evaluation is discussed relative to performance evaluation. That is, presumptively, job evaluation impacts on both employee and organizational performance. Hitherto, teachersâ€™ performance is pegged on the academic performance of students as reflected in the results of the national examinations. In spite of the fact that performance contracts could facilitate objective evaluation and appraisal, teachers have been reluctant to sign them. The current metric of evaluating the teacherâ€™s performance is questionable given that studentsâ€™ performance is not entirely attributed to teachersâ€™ efforts. The study aimed to assess the effect of job evaluation on performance of teachers in public secondary schools in Nakuru East Sub-County. It was guided by one specific objective which sought to examine the effect of methods of job evaluation on performance of teachers in the aforesaid sub-county. Descriptive research design was the blueprint that guided the entire study. The target population constituted 283 teachers working with the 11 public secondary schools in Nakuru East Sub-County. A sample of 75 respondents participated in the study. Stratified random sampling method was adopted to draw sampled respondents from the target population. A structured questionnaire was used to collect primary data from the sampled respondents. The questionnaire was pilot tested before its administration in the main study in order to facilitate determination of both its reliability and validity. The collected data was analyzed using both descriptive and inferential statistics. Data analysis was in form of frequency and percentage distributions, means and standard deviations and Pearsonâ€™s correlation coefficient. The study findings were presented in form of tables that captured summary statistics.

INFLUENCE OF VARIOUS METHODS OF JOB EVALUATION ON TEACHERSâ€™ PERFORMANCE IN PUBLIC SECONDARY SCHOOLS IN NAKURU EAST SUB-COUNTY, KENYA.