Penilaian Tahap Kecekapan (PTK) was implemented as the main tool by the government to evaluate the job performance of civil servants. The purpose of this study is to identify the effectiveness of the implementation of PTK from the perspective of non-managerial civil servants to job performance. PTK is established under Malaysian Remuneration System (SSM) to create public governance that responsive to the environmental change and to create competency (JPA, 2004). The rational of having this assessment is to encourage self-development through continuous learning process and the implementing of competency based on human resource management. This implementation was to ensure that non-managerial civil servants have the expertise and positive values to provide efficient service in line with the expectation of people and the stakeholders. However, there are still other contentious issues raised whether PTK is suitable as a performance appraisal tool for non-managerial civil servants. For this study, a purposive sampling technique were used and about 63 usable questionnaires were obtained by using 'drop-off' and 'pick-up' method. The questionnaires were distributed at seven selected government department and agencies in Shah Alam area, Selangor. The department and agencies involved are Immigration Department of Malaysia, Contractor Center of Ministry of Entrepreneurship Development Corporation (MECD), National Population and Development Board (LPPKN), Ministry of Women and Family Development, Education Department of Selangor (JPN), Majlis Agama Islam Selangor (MAIS), Social Welfare Department and Human Resource Department. The research finding shows that the respondents who responded to the questionnaires are working with more than five years and have experienced with PTK. Through the research done, the correlation result indicates that knowledge, skills and abilities as well as training and development have strong relationship to the job performance whereas personality attributes have no significant to job performance of non-managerial civil servants. Multiple regression also indicates that not all PTK components have a strong relationship to job performance. The findings shows that only knowledge, skills and abilities and training and development have the most influence to job performance whereby personality attributes is not significantly influence to job performance.
