TOPIC FOUR:

OPEN PERFORMANCE
REVIEW AND APPRAISAL
SYSTEM.(OPRAS)
MAY, 2014.

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 OPEN PERFORMANCE REVIEW AND
APPRAISAL SYSTEM.(OPRAS)
1.0: THE CONCEPT OF OPEN PERFORMANCE
REVIEW AND APPRAISAL SYSTEM
 Is a system whereby a supervisor and
a subordinate sit together at the
beginning of the financial year, plan and
agree on performance targets and
evaluation criteria based on agreed
objectives

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 THE CONCEPT OF OPEN
PERFORMANCE REVIEW AND
APPRAISAL SYSTEM (OPRAS)
 Is a method of performance appraisal
that helps to ensure the organizational
objectives trickle down to every
individual within an organization and
therefore bringing about uniformity of
the purpose and efforts.

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 THE CONCEPT OF OPEN
PERFORMANCE REVIEW AND
APPRAISAL SYSTEM cont

A shared framework about reviewing

progress of agreed personal objectives

A process about assessing the

relevance of personal and organization
objectives
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 THE CONCEPT OF OPEN
PERFORMANCE REVIEW AND
APPRAISAL SYSTEM…. cont

• A process about identifying problems

and countering them.

• A process about reviewing people

development aspects in
organizations.

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15/05/2012
Why OPRAS?
I.OPRAS improve communication
between job holders/employees and their
supervisors
II.OPRAS help supervisor/employee
understand better what they are trying to
achieve together
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 REASONS FOR OPRAS

Why OPRAS?
III. OPRAS is essentially for developmental and
rewarding system for employees and
OPRAS not a disciplinary exercise.
IV.OPRAS examine the job holder’s
performance throughout the reporting period.
v. OPRAS Set targets in terms of outputs and
recommend Areas For Performance
Improvement.
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a) create a new culture of openness in
performance planning, agreement,
reviewing and appraisal of employees
activities in the organization

b) enhances ownership in implementation

of various activities since every one
understand the objectives and clearly the
contribution efforts towards achieving
departmental and organizational goals. 8
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c). brings about openness and objectivity
in performance appraisal and therefore
reduces or eliminates subjectivity
inherent in the past annual confidential
system.
d).appraisal is based on facts and
evidence of output that can be judged
even by the Appraise himself

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e) Provide an opportunity for competence
and skills development of employee to
ensure that they can deliver what is
expected from them by the present and
future jobs.

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 If not properly managed, OPRAS runs a
risk of bringing about discomfort, tension
and confusion within an organization.
 People are used to subjective approach to
evaluate, but objective evaluation is based
on dialogue between supervisor and
supervisee.
 Resistance may get in the way of adopting
this new system.
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a) Personal Details

b) Individual Agreement

c) Performance Reviews

d) Attributes of good performance

e) The Reward and Sanction Options

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•T THANKS FOR LISTENING

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