The main objective of the study is to determine the employment status of the LSPU-MPA 2018-2023 and perform an assessment of various factors influencing their job performance and career progression. Moreover, this research will provide valuable insights for both academic institution and employers. The data collected would consist of the responses and demographic profiles gathered using a standardized and self-designed questionnaire via Google Form, where 104 respondents, including 52 MPA 2018-2023 graduates and 52 supervisors, responded. The data gathered was analyzed through statistical treatment the following; Descriptive statistics e.g. mean, standard deviation, frequency, and correlational analysis and regression analysis, as well as, to test the hypotheses and the significance and strength of the relationship. The result reveals that there is no significant difference in the job performance on the level of LSPU-MPA graduates when the respondent is grouped by age, gender, educational attainment, work experience, and employment status, p-value>0.05. At the same time, there is a significant difference in job performance in competence, commitment, and teamwork in LSPU-MPA graduates the respondent is grouped by job level or position after MPA graduation, p-value < 0.05. Also, there is no significant difference in the level of credibility of the LSPU-MPA graduate when the respondent is grouped by job level or position before the employer. However, there is also a significant difference in job performance when the respondent is grouped by the performance rating, p-value < 0.05. There is no significant difference in job performance on LSPU – MPA when the respondent is grouped by promotions received and by the length of service, p-value > 0.05. Furthermore, there was a statistically significant monotonous relationship between the job performance of the LSPU-MPA graduates and the influential factors. The strength of relationships is weak to strong, connoting changes in the influential factor lead to changes in competence, commitment, teamwork, and credibility of the respondents. Thus, there is a term for a relative change in job performance.