This study sought to assess the effects of Performance Appraisal System (PAS) o n employee motivation in the Department of Tourism (DT). More specifically, the objectives of the study were to examine the relationship between promotion and motivation, and between training and motivation on employees of the DT. The project targeted officers in Job Group H to T from all the sections who normally fill Staff Performance Appraisal Rep ort GP247 A (Revised 2008). The target population comprised of 100 officers who were then divided into 3 strata. Elements were randomly selected from each stratum. The selection of each stratum was chosen based on the sample size and i ts characteristics. Random sampling was used to get a sample of 30 percent of the target population. Open and closed ended questionnaires were then administered through ―drop and pick later technique‖ on the randomly selected sample of 30 respondents. Content analys is was used to identify and code the data into identifiable themes. The themes were then analyzed for frequency and consistency based on the study questions. The results suggested that PAS acts as an important factor contributing to the motivation of employees. The more transparent and objective the performance appraisal system is in the public service, the higher would be the motivation of employees. The results also suggest that promotion and training are significant factors in motivating employees in the DT. From the results, this project recommends that promotion be based on objective evaluation of employees. Additionally, training of officers should also be need - based. Further, the management should provide sufficient feedback on appraisal to enable employees identify their strengths and weaknesses. Finally, employees should be involved in setting of targets to establish transparent and objective criteria for appraisal to enable them know the basis upon which they are being evaluated.