<![CDATA[This study aims to analyze and explain the influence of career development, employee placement, and competence on employee performance through work motivation as an intervening variable at the Center for Environmental Pollution Control Facilities (PUSARPEDAL), Ministry of Environment. Organizational phenomena indicate dynamics in human resource development that are suspected to affect fluctuations in work productivity within a technical government agency. The research method used is a quantitative approach. Data analysis used Structural Equation Modeling (SEM) based on Partial Least Square (PLS) version 3.9 to test the relationships among the research variables. The results show that of the seven hypotheses proposed, four were accepted and three were rejected. Partially, career development and competence have a positive and significant effect on work motivation, while employee placement has no significant effect. Furthermore, competence and work motivation are proven to have a positive and significant effect on employee performance, whereas career development and employee placement have no significant direct effect on employee performance. These findings confirm that competence is the most dominant factor influencing performance, both directly and through strengthening work motivation. The implications for PUSARPEDAL management include the importance of prioritizing the improvement of employees' technical and managerial competence and strengthening the motivation system to optimize organizational performance. Career development programs need to be more closely integrated with the performance appraisal system to generate a more tangible impact on future employee productivity.]]>
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