Many organisations have commonly come to the realisation that without effective performance from employees, they cannot achieve their goals and objectives ( Abbah, 2014). This has led organisations to embrace performance management practices in their human resource management systems. This study sought to examine an appraisal of the public service performance appraisal tool for enhancing employee performance at Bono Regional Health Directorate. The target population of this study were all staff at the Bono Regional Health Directorate. The sampling method was a census of all 177 staff in the institution. A structured questionnaire was employed. Categorical variables were reported as frequencies and percentages, while continuous variables were expressed as means with standard deviations. Likert scale was statistically examined as well. Pearson correlation between performance appraisal and job improvement was analysed. The majority of the respondents were satisfied with the clarity of performance criteria (Mean = 1.93, SD = 0.76). The study found that feedback is provided promptly to employees after the completion of the appraisal process (Mean = 3.61, SD = 0.49); the study also revealed that the feedback received on the appraisal is constructive and actionable (Mean = 3.72, SD = 0.46). The study identified a significant association between performance appraisal and job performance improvement. The study concludes that staff of the Bono Regional Health Directorate are satisfied with the clarity of performance appraisal criteria. Feedback on appraisal outcome is provided to staff promptly, and action is taken in regard to feedback received on appraisal being constructive and actionable. There is a positive relationship between performance appraisal and work improvement. It is recommended that the Human Resource Directorate of the Ghana Health Service, in collaboration with the Public Service Commission, should constitute a committee to restructure the current appraisal system process.