This study investigates the application of performance management in public institutions, focusing specifically on universities and academic staff while identifying key challenges associated with these practices. Performance management aims to enhance the efficiency and effectiveness of individuals and organizations. In public administration, its goals include fostering accountability, promoting transparency, improving service quality, and delivering economic benefits. However, the effectiveness of performance management process within universities can be constrained, and it poses various challenges over time. A significant issue is the "performance paradox," which arises when performance evaluation systems lose efficacy and paradoxically undermine academic activities. This study highlights the shortcomings of academic performance evaluation systems in Turkey and proposes suggestions for developing an optimal performance appraisal framework. This study also evaluates the academic incentives, appointment/promotion criteria and evaluation processes of research universities. In this way, it discusses the emergence of performance paradox and its negative effects in the academic world. The findings provide valuable recommendations for public policymakers, practitioners, and scholars, to improve the effectiveness of academic performance appraisal systems.

Keywords: Performance Paradox, Management, Academic Staff, Public Policy.