The Role of Competency in Strengthening the Impact of Training on the Performance Appraisal of Non-Civil Servants at the Medan Baru District Office

Abstract

This study analyzes the role of competence in strengthening the influence of training on the performance appraisal of non-civil servant employees at the Medan Baru Subdistrict Office. A quantitative approach was used through a cross-sectional survey with a Likert scale questionnaire that had been tested for validity and reliability; data analysis was performed using SEM-PLS to test the direct influence and moderating effect. The results show that training has a positive and significant effect on the performance appraisal of non-civil servants, and competency also has a positive effect on performance. Furthermore, the findings show a significant training × competency interaction, indicating that employees with higher competency levels are able to transfer training outcomes to their work more effectively, thereby strengthening the impact of training on performance. The managerial implication is that organizations need to align training design with job competency maps, provide post-training support (coaching/mentoring), and integrate performance indicators with training learning outcomes so that competency improvements are reflected in performance evaluations. Theoretically, this study enriches the public sector performance management literature by confirming competency as a moderator variable in the training–performance relationship in the context of subdistrict-level government, while also providing a basis for formulating more targeted upskilling–reskilling strategies for non-civil servant employees.