Annual general report of the controller and - Parliament of Tanzania

employees. The appraising system helps the management
to monitor progress of employees and make
recommendations on various matters relating to training,
promotions, transfers or termination. The appraising
system is made yearly and it is openly made through filling
a well designed form in which the employee and employer
has to agree on the recommendations.
Five Public Authorities did not appraise their employees.
Therefore, there are no bases for approving training,
promotions, transfers or termination of employees. Such
decisions are therefore made on ad hoc basis and therefore
overshadowed by subjectivity. This situation is injurious,
primarily to staff working morale and finally the corporate
productivity. Nevertheless, other organizations though
appraised their staff; the process was incomplete and did
not follow the open appraisal approach.
The table below is a list of Public Authorities with staff
appraisal problems:
S/No Auditee Weakness
1. TANAPA Confidential or closed appraisal system was
used instead of the recommended Open
Performance Review and Appraisal System
(OPRAS)
2. ISW • Employees’ performance appraisals
are not done yearly
• Supervisors do not put
recommendations
• Signatures and date are not inserted.
•
3. TBC Open appraisal system for employees is not
done.
4. NSSF Appraisal performance for the year 2008
was not conducted.
5. TPA Staff on bar scales were not appraised
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Office of the Controller and Auditor General PA&oBs 2007/08 195