Factors Influencing Shift from Open Performance Review and Appraisal System to Public Employees’ Performance Management Information System at the NSSF, Dodoma

The transition from OPRAS to PEPMIS indicates significant digital transformation for performance management in the Tanzanian public sector. This study assessed factors influencing the shift from OPRAS to PEPMIS at the National Social Security Fund (NSSF) in Dodoma. Specifically, the study focused on users’ perceptions that influence the shift from OPRAS to PEPMIS, the influence of organizational policies and regulations on the shift to PEPMIS, and the evaluation of training and support needs for successful implementation of PEPMIS. A descriptive research design was used, utilizing mixed approaches that combine both qualitative and quantitative approaches. A sample size of 44 respondents was employed, selected through simple random sampling and purposive sampling techniques. The study collected both primary data and secondary data using questionnaires, interviews, and documentary review as the methods. The study was anchored on expectancy theory and goal-setting theory to provide deep insight. The findings of the study revealed that users’ perceptions were positive about PEPMIS compared with OPRAS and were highly satisfied with PEPMIS, also it was noted that PEPMIS was transparency because provided transparent appraisal process. The study indicates that OPRAS could not handle modern performance evaluation needs. Furthermore, the findings revealed that organizational policies and regulation support the adoption of PEPMIS. Moreover, the findings found that training and support provided to the employee for the aims of success in the implementation of PEPMIS. The study concluded that employees had different perceptions of OPRAS and PEPMIS, some support PEPMIS as more user-friendly system, transparent and provide real-time feedback compared with OPRAS. Also, organizational policies and regulations played a significant role in shifting to PEPMIS. Additionally, training and support had a strong influence on the successful implementation of PEPMIS. The study recommended that organizations should provide adequate training and support to employees to make them familiar with the system. Also, revision of organizational policies and regulations should be conducted to ensure clarity, inclusivity, and acceptance of policies and regulations, and some adjustments should be made.