This study aimed to analyze the effect of performance appraisals on workers' productivity in the public sector, with a specific focus on Mubende District Local Government, Uganda. The research sought to assess the influence of objective-based appraisals, 360-degree appraisals, and numerical rating scales on employee performance. Using a cross-sectional research design, data was collected from 150 employees through structured questionnaires and analyzed using SPSS and STATA. Multiple logistic regression models were employed to examine the relationship between the appraisal systems and workers’ productivity. The regression results revealed that objective-based appraisals had a positive but statistically insignificant effect on workers' productivity, with a correlation coefficient of 0.158 and a p-value of 0.136. Similarly, while 360-degree appraisals showed a significant positive impact (r = 0.532, p < 0.01), numerical rating scales demonstrated moderate effects on productivity, with some biases influencing the outcomes. These findings suggested that while performance appraisal systems are essential for improving productivity, their effectiveness is contingent on proper implementation, transparency, and the involvement of employees in the process. The study affirmed the critical role of performance appraisals in enhancing workers' productivity in the public sector, though challenges such as bias, lack of transparency, and inadequate training of employees and supervisors were identified as significant barriers to the full realization of their potential. The study recommended that Mubende District Local Government enhance the clarity and alignment of objective-based appraisals, promote inclusivity in 360-degree feedback processes, and ensure consistency and transparency in numerical rating scales. Additionally, it was recommended to foster an open feedback culture, reduce job complexity, and mitigate biases in the appraisal system to improve the overall effectiveness of performance evaluations.