International Journal of English Literature and Social Sciences, 5(6) Nov-Dec 2020 | Available online: https://ijels.com/ ISSN: 2456-7620 https://dx.doi.org/10.22161/ijels.56.27 1992 Awareness and Implementation of Career Development Plan towards Job Performance and Satisfaction of Employees Ramil S. Bulilan Research and Development, and Extension Unit, Bohol Island State University, Clarin Campus, Clarin, Bohol, Philippines Received: 30 Sept 2020; Received in revised form: 18 Nov 2020; Accepted: 22 Nov 2020; Available online: 28 Nov 2020 ©2020 The Author(s). Published by Infogain Publication. This is an open access article under the CC BY license (https://creativecommons.org/licenses/by/4.0/). Abstract—This study investigated the relationship of Bohol Island State University (BISU) employees’ awareness and implementation levels of their Career Development Plan (CDP)on their job performance and satisfaction. Using descriptive-survey in a quantitative-correlational approach and universal sampling, it surveyed 345 regular BISU employees. Specifically, it identified the respondents’ demographic profile, their job performance, and job satisfaction, and determined the relationships of their awareness and job performance, awareness and job satisfaction, implementation and job performance, and performance and satisfaction. Findings revealed that respondents were in their young adulthood stage, dominated by females, experienced employees, and highly educated. They did not have enough knowledge of CDP of BISU, perceived it a bit implemented, performed well in their duties, and were somewhat satisfied with their jobs. Employment experience indicated significant results on job performance and satisfaction, implying that the longer their stay in BISU, the better their performance, and the more satisfied they become. Moreover, implementation and job satisfaction showed significant results, meaning the respondents consider the significance and urgency of implementing whatever career plans and programs beneficial for both of employees and the organization. Henceforth, it indicates that proper implementation of the planned career growth would make the workers more satisfied with their jobs. Keywords—employees’ awareness, implementation levels, job performance and satisfaction, Philippines, quantitative correlation. I. INTRODUCTION Career Development Plan (CDP)is considered of great importance to both employer and employee. It plays some critical roles in an organization or in an institution. As a written list of the short and long-term goals for employees’ current and future jobs, and a planned sequence of formal and informal experiences, it assists employees in achieving their goals and helps them grow not only professionally but also personally (Heathfield, 2019).For Trueba (2008), properly implemented plan can help the manager focus on supporting employees in gaining new skills, while adding value to their organizations. It also helps employees stay on track and move forward in their careers. The CDP of Bohol Island State University (BISU)was approved by the Civil Service Commission in Region VII on January 17, 2012 and was implemented thereafter. The said Plan was intended for all BISU System Officials and Employees (BISU Career Development Plan, 2012). This plan stipulates the policy goals, general guidelines, creation and statements of functions of Career and Personnel Development Committee, career development opportunities, availment guidelines, support mechanism, its effectivity, and the proposed integrated human resource