Abstract
This study examines the career progression governance within the Provincial Government of Davao del Norte, focusing on leadership competencies, employee performance, and key factors influencing career advancement. Using a mixed-method approach, data were gathered from 350 employees across 21 offices. The findings revealed deficiencies in leadership competencies and suboptimal employee performance, underscoring the need for targeted leadership development and productivity enhancement programs. While career progression was positively correlated with employee performance, leadership competencies, and demographic factors had minimal impact as moderating variables. Qualitative insights highlighted the strengths of the existing career development initiatives, including leadership training and job rotation, while also identifying barriers such as limited mentorship and high workloads. Employees also expressed the need for wellness initiatives to support mental health and work-life balance. This study recommends structured mentorship programs, clear succession planning, expanded leadership training, and employee wellness programs to improve career progression governance that will enable the Provincial Government to build a highly competent and motivated workforce aligned with government standards for professional growth and service excellence.
