The study examined the effect of employee contracts on employee Performance at Uganda Registration Services Bureau. Specifically, the study was guided by three specific objectives, namely: to examine the effect of job targets on employee performance, to investigate the effect of reward system on employee performance and to examine the effect of contract obligation on employee Performance at Uganda Registration Services Bureau. The study used a cross-sectional design that adopted both qualitative and quantitative approaches. Questionnaires, interview guide, and the documentary review guides were used to collect data from 100 participants. Quantitative data was analysed using descriptive statistics, regression analysis to establish and determine the association between the study variables. Qualitative data, on the other hand, was analysed using thematic and content analysis. Findings revealed that job targets, reward system, and contract obligation had a significant influence on the employee performance at URSB. The study recommended that there is need for Uganda Registration Service Bureau to specify in each contract the hours of engagement instead of relying on the Public Standing Orders, to enable employees know the actual period of job engagement. The study also recommended that government entities like URSB should uphold their reward systems by providing both intrinsic and extrinsic rewards that would influence employee performance. It was recommended that government organizations should enhance job protection for employees on fixed term contracts to better their employment experience in their placement. Conclusively, the study affirmed that fixed term contracts should be embedded with job targets, reward systems, and contractual obligations that are set to guide employees within the specified tenure of service and also help them understand their roles and responsibilities but most importantly creates job protection and assures them of job security.