40 Moreover, the value of p < 0.05 for the Clarity of performance expectations (P=.000), Level of communication (P=.003), and Fairness of appraisal process (P=.000). From the analysis, it is noted that that Clarity of performance expectations, Level of communication and Fairness of appraisal process have significant effect on employee performance and can be considered as good predictors. Contemporary research studies have also linked performance appraisal to performance of employees as Resella, 2011; Liza Daoanis, 2012; Warokka, Gallato&Moorthy, 2012 ) revealed that performance evaluation practices have a significant and positive impact on the performance of employees. Najeeb (2011) studied Performance Appraisal in Habib Bank Limited and concluded that transparent appraisal system is vital to an organization and the results of the appraisal affect the performance of any employee heavily.Furthermore, (Lorna and James, 2014) found that clarity of performance expectations affected the job performance to a great extent. Feedback mechanism and open door policy affected job perform to a great extent. Integrity and reliability/dependability affected job perform to a great extent. In addition, distributive fairness affected job performance to a moderate extent. The, study revealed that there is significant and positive relationship between performance appraisal quality and employee performance (r = 0.806, P. value .000).