Strengthening the development of civil servants through the management of human resources management (PNS) encourages organizations to have people who are competent in their field. Civil servants are required to have the professionalism, have a conception and have high competence. HR performance (PNS) is low due to less or even incompetence of most officials in the government, to make the structural importance of the role of motivation and career development of competency-based human resources conducted on the basis of a combination of system performance and career system in accordance with the needs of local governments to achieve performance better governance. The problems that exist in some parts of the Regional Secretariat District Government is the limited number of employees is based competencies required and the lack of understanding of the duties on other related local government offices which is a partner of the parts are there in the Regional Secretariat thus affecting performance achievements parts on Setda Wonosobo. Research with a population of civil servants in a structural position in the Secretariat of the Regional Environment District Government shows no significant relationship between the basic competence and achievement motivation and career development, and there is no significant relationship between career development with HR performance seen from the figures that the significance of the results of the calculation of the value significance> 0.05. Based on a variety of significant support from hypothesis testing to produce 4 models of the development of performance improvement of human resources in officials structural Setda Wonosobo Regency.

Keywords: achievement motivation, career development, competencies, human resource performance.