This dissertation evaluates the utilization of Open Performance Review and Appraisal System (OPRAS) in the evaluation of the performance of government executives in Tanzania. Three explicit objectives guided the study: Assessing the ways and practices in which performance of the executives is evaluated; examining the level of compliance among government executives towards the implementation of OPRAS; and to explore the challenges facing the implementation of OPRAS for performance evaluation. The study received contextual analysis investigate design whereby the Ministry of information, culture, expressions and sports was utilized as region of study. A sample size of 60 respondents was chosen through straightforward random sampling and deliberate sampling. Though primary information was gathered using questionnaires and interview direct, secondary information was gathered by reviewing pertinent narrative. Analysis of gathered information was done through quantitative and subjective strategies. For the most part, findings uncover the following: Firstly, there are various ways and practices related with the utilization of OPRAS towards performance evaluation among government executive these includes yearly planning and setting performance/institutional target, implementation of performance, mid-year review, giving criticism, and conducting yearly performance review. Secondly, there is low level of compliance among top executive towards the utilization of OPRAS because of the way that some of them OPRAS is not mandatory while others are political appointee/presidential appointees thus they give little consideration to the utilization of OPRAS. Thirdly, various challenges facing the utilization of OPRAS, for example, absence of duty and responsibility for system, intricacy nature of appraisal system, insufficient assets and among others. The study reasoned that, OPRAS utilization in Public sector is exposed to a great deal of challenges just as criticism. The level of worker satisfaction on OPRAS is low. This has prompted minimal fixation on OPRAS to numerous government workers something that diminishes the improvement of OPRAS utilization in open elements. These has a few ramifications to the strategy governing performance evaluation and therefore, the requirement for the government to think of compressive approach governing implementation of the

A Dissertation Submitted in Partial Fulfilment of the Requirements for the Award of the Degree of Master of Science in Human Resources Management (MSc-HRM) of Mzumbe University