<![CDATA[Career development for civil servants is an important component of human resource management because it is associated with competency improvement, job readiness, and sustainable organizational performance. This study examines the effects of Education and Training on Career Development among civil servants at the Kediri Middle-Type Customs and Excise Supervision and Service Office. The study employed a quantitative, verificative, explanatory research design. The population consisted of 82 employees, and 70 employees were selected using purposive sampling based on three criteria: not being assigned outside the city, serving in executive positions, and being under 50 years of age. Data were collected using a Likert-scale questionnaire and analyzed with Structural Equation Modeling-Partial Least Squares (SEM-PLS) using SmartPLS 4.0. The results show that Education has a positive and significant effect on Career Development (β = 0.552; t = 7.386; p < 0.001), while Training also has a positive and significant effect (β = 0.434; t = 5.569; p < 0.001). The R² value for Career Development is 0.845, indicating that Education and Training explain 84.5% of its variance. Education is the dominant predictor with an f² value of 0.911, while Training has an f² value of 0.563; both are categorized as large effects according to the criteria applied in the thesis. The study concludes that improving educational qualifications and the quality of training programs can strengthen civil servants' career development opportunities. Interpretation should nevertheless consider the incomplete discriminant validity and the Training construct's Cronbach's Alpha of 0.698.]]>
