A Dissertation Submitted in Partial Fulfillment of the Requirements for Award of the Degree of Master of Public Administration (MPA) of Mzumbe UniversityThis study aimed at investigating the impact of Open Performance Review and Appraisal System (OPRAS) on employees’ performance. The specific objectives of the study were to identify how OPRAS is applied at the University of Dar es Salaam, to identify how University of Dar es Salaam employees perceive on the impact of OPRAS) and to establish employees’ suggestions on ways to monitor and improve employees’ performance. The study employed case study design whereas purposive sampling technique was used to select 69 respondents. Primary data and secondary data were used. Data analysis was done using thematic content analysis through matching of information, explanation building and comparison to establish reasons on what has been observed at the case. The study findings indicate that staff at the University of Dar es Salaam are knowledgeable on OPRAS. It was also revealed that OPRAS is done through online OPRAS system whereby employees are required fill in the online form. In addition, the organization followed all steps involved in OPRAS. These steps are annual planning, setting department/division objectives, section targets, individual targets, implementation and monitoring, mid-year review, annual performance review and feedback on annual overall performance. Additionally, OPRAS and its steps improved employees’ performance at the University of Dar es Salaam. The study also indicates that OPRAS application had resulted to the delivery of quality service, client satisfaction and goal achievement. In addition, the findings indicated that most of the respondents recommended UDSM to continue using OPRAS as the performance measurement and management tool. Other employees said that OPRAS should be conducted using face to face instead of using online form to fill in OPRAS, while others said there is a need to improve an online form. Furthermore, feedback on performance review should be provided on time and every process or stage should be done on due time instead of waiting for deadline at the end of the year. The study concludes that OPRAS had positive impact on employees’ performance at the University of Dar es Salaam. The policy implication is that, since it was established that the mid–year review is not conducted on due time, then there is a need for policy makers to ensure that the policy clearly states that the both mid-year review and annual review are mandatory.