The purpose of this study was to determine fairness perceptions of Performance Appraisal System (PAS) in civil servants (ratees’) working in the Health and Educations departments, District Dera Ismail Khan, Khyber Pakhtunkhwa (KP), Pakistan. The study determined fairness perceptions of ratees about the current PAS i.e., Performance Evaluation Report System (PERS) based on four factors of justice (i.e., distributive, procedural, interpersonal and informational). Grounded on the latest stream of organizational justiceresearch, which emphasizes overall justice perceptions instead of specific justice factors, this study explored the impact of four factors of justice on overall fairness perceptions in the context of PERS of the civil service. It explored the relationship among four factors of justice in the Pakistani context. Moreover, it examined ratees’ perceptions about purposes (i.e., developmental and administrative) of PERS and also checked the mediating role of perceived purpose between relationship of fairness perceptions based on four factors justice and overall fairness perceptions of PERS. Further, this study investigated impacts of various demographic characteristic of ratees on fairness perceptions based on four factors of justice. Since the study was about perceptions of civil servants (ratees), therefore, the probability sampling was used in terms of disproportionate random sampling technique. Subsequently, a non-experimental and cross sectional data was collected through questionnaire. Data was gathered from civil servants working in BPS 16 to 19 in the two departments (Health and Education) far flung District, Dera Ismail Khan, KP, formerly called North West Frontier Province (N.W.F.P). Data from 259 civil servants (ratees) working in both the departments was keyed into SPSS version 17. The preliminary data analyses confirmed the validity of data for final analyses. Afterward, various statistical tests (i.e., t-test, ANOVA, Correlation, Regression Analysis) were applied to investigate the sixteen hypotheses derived from literature of performance appraisal and organizational justice. The study found that all the four factors of justice were related with each other. Moreover, results showed that overall fairness perceptions were significantly predicted by three factors of justice except distributive justice. Surprisingly, the results revealed that interpersonal justice have negative impacts on overall justice perceptions. Although such an impact of high interpersonal justice on overall justice perceptions in PAS may seem plausible, empirical research up to now has not investigated this impact explicitly. In addition, the results indicated that ratees’ in the Health and Education departments perceived PERS fair based on four factors of justice. However, ratees’ overall fairness perceptions (global impressions of fairness) of PERS were neutral. The research found that ratees’ perceptions of purpose of PERS in civil service played mediating role to alter the positive perceptions of PERS to neutral overall fairness perceptions. Both purposes of PERS developmental and administrative were related with each other. Ratees’ demographics such as, department, sect, and race have no effects on fairness perception based on four factors of justice. While ratees’ differ in their fairness perceptions due to role in PERS (i.e., appraiser and appraisee), age, gender, experience in departments. This study highlighted the importance of fairness in organization(s) and showed new avenues of research in the civil service of Pakistan. Additionally, besides highlighting problems, it has also furnished various guidelines to concerned authorities for improvements in PERS of the civil service of Pakistan.