<![CDATA[This study aims to analyze the influence of training, performance appraisal, and remuneration on teacher performance at MIN 3, South Tangerang City, while identifying factors that support and hinder their implementation. The research method used was descriptive qualitative, with a field research approach through observation, interviews, and documentation. The research subjects included teachers, the vice principal for public relations, and the vice principal for curriculum. The results indicate that the implementation of routine training (2-4 times a year) and performance appraisal through structured academic supervision have been successful and have contributed significantly to improving teacher pedagogical competence and professionalism. However, the remuneration system has a relatively limited impact on performance motivation because the existing scheme is still administratively standardized without performance-based financial incentives, forcing madrasas to optimize non-financial rewards. This study provides practical implications for madrasa administrators to synergize competency development and a supportive evaluation system to achieve superior and sustainable educational quality.]]>
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