An assessment of the implementation of open performance review and appraisal system (OPRAS) in public secondary schools a case of Nzega district council

OPRAS was introduced in line with Public Service Reform Programme (PSRP) which emphasized on the need for quality, efficiency and effectiveness of service delivery in the public service on a continuous and sustainable basis. Therefore, since the introduction of OPRAS in July 2004, reformists had expectation that they would improve service delivery and transform the public institutions into responsive, user friendly, dynamic and competitive providers of valuable services to their customers. This study attempted to assess the Implementation of Open Performance Review and Appraisal System (OPRAS) in Public Secondary Schools. More specifically, the study was conducted at Nzega District Council (the case study) located in Tabora region. Using questionnaires, in-depth interview, and documentary review, the study findings confirmed that, although the introduction of OPRAS replaced the CACRS which had many weaknesses yet implementation of OPRAS still ineffective. It was found that important factors which could be used to facilitate an effective implementation of OPRAS were ignored. For instance, issues like creating awareness among teachers on OPRAS; its importance through OPRAS related training, participation between teachers and supervisors in OPRAS implementation by setting agreed performance targets and criteria, conducting mid-year review and annual review were not riously enforced. It was also revealed that, most of public secondary schools in NDC face problem of lack of teachers but the available secondary school teachers are not utilized effectively due to ineffective implementation of OPRAS. This made it difficult for teachers to struggle for improving their performance. Last but not on their order of importance, findings revealed that management decisions among secondary school teachers still are unpredictable and bureaucratic, contrary to expectation of the OPRAS could provide fair and useful information in decision making regarding confirmation, promotions, training and disciplinary actions.