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For a couple of years now, the public sector of both developed and developing countries continue to undergo restructuring aimed at effective and efficient public service delivery. These changes were introduced and adopted as reforms, deemed necessary if services are to improve amidst limited resources. In Tanzania, the current Performance Appraisal System, which is also referred to as the Open Performance Appraisal and Review System (OPRAS) was introduced to replace the former Secretive Appraisal System to accord more justice and fairness to government employees.
The aim of this study was to assess government employees’ awareness of the OPRAS system, their perceptions regarding its implementation, how these affect their response towards the system and overall job satisfaction. Using the Justice theory, employee’s perceptions towards system benefits were measured using four dimensions; distributive, procedural, interpersonal, and informational evaluation. The study was conducted in Kilolo District at Kilolo District Council Office and involved 75 government employees of the district council. The exploratory research design was applied using the non-probability sampling design, particularly purposive sampling. Findings revealed that the majority of employees were aware as to why the system was introduced. Distributive justice and interpersonal relations were found to, significantly and positively influence employees’ perceptions regarding the benefits of OPRAS thus; an increase in these variables in the office or working environment resulted to employee’s positive response towards OPRAS