This study explores the impact of performance appraisal systems and career development programs on job satisfaction and the performance of civil servants in the Mayangan District, Probolinggo City. Adopting a quantitative approach utilizing a census technique involving 54 ASN employees, data were collected via structured questionnaires and analyzed using Partial Least Squares - Structural Equation Modeling (PLS-SEM). he findings indicate that the performance appraisal system exerts a significant influence on both job satisfaction (β=0.693, p<0.001) and civil servant performance (β=0.569, p<0.004). Job satisfaction is proven to contribute significantly to employee performance, partially mediating the relationship between performance appraisal and performance achievement. However, career planning shows no significant effect on either job satisfaction or performance, suggesting a gap between theory and practice in public sector career management. The model explains 56.5% variance in job satisfaction and 68.5% variance in civil servant performance. This study recommends strengthening performance evaluation systems, redesigning career planning mechanisms to be more transparent and merit-based, and integrating both systems for optimal performance outcomes.