<![CDATA[Public bureaucracies serving elected assemblies occupy an unusual accountability position: their staff are recruited and promoted through a career civil service, yet the immediate consumers of their work are politicians whose composition changes at every electoral cycle. This study examines how competence, work ethic, and supervision relate to employee performance in one such body, the secretariat of the district legislature of Asahan Regency, North Sumatra, Indonesia, where two of five statutory performance indicators went unmet in 2025. Saturated sampling of the secretariat’s 62 staff yielded 44 usable questionnaires (71.0% response). Ordinary least squares regression on summed five-point Likert scales showed that the three predictors jointly accounted for a substantial share of variance in performance, F(3, 40) = 30.148, p < .001, R² = .693, adjusted R² = .670. Each predictor was positive and significant: competence (b = 0.866, β = .715, t = 4.751, p < .001), work ethic (b = 0.349, β = .065, t = 2.549, p = .004), and supervision (b = 0.394, β = .091, t = 2.272, p = .009). Collinearity was substantial (tolerance .303–.542; VIF 1.846–3.304), and the three unique contributions summed to 26.3 percentage points of the 69.3% explained, so the relative-importance ranking is reported as provisional and dominance analysis recommended for replication. Managerially, the findings direct development resources toward organisation-specific competence in an ageing workforce approaching mass retirement.]]>
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