Implementation of Open Performance Review and Appraisal System in Tanzania Local Government Authorities: Some Observations and Remarks

摘要

Open Performance Review and Appraisal System (OPRAS) was introduced by the Tanzania government in 2004 as a new innovation for managing individual’s performance in the Tanzania public service. OPRAS is viewed as an idiosyncratic tool in the history of Human Resource Management (HRM) in the Tanzanian public service among other tools for managing performance in the public service. OPRAS as proposed by Performance Improvement Model (PIM) is important to the adoption and nurturing of the performance management culture in the public service. Nevertheless, sketchy evidence reveals that despite the Government efforts to introduce OPRAS, it has not been in a position to develop a real and effective Open Performance Review and Appraisal System. With this in mind, this study intended to evaluate whether OPRAS as currently used in IDC (a focus of this study) is adequate to improve employees’ performance. The study employed a cross-sectional research design. A sample of 80 respondents was used. Data was collected through questionnaires and interviews. The data collected were analyzed and processed by use of SPSS computer software and descriptive statistics such as frequencies, percentages and tables were presented. The findings suggest that majority of participants reported that OPRAS as currently used in IDC is not adequate at improving employees’ performance.