International Journal of Economics and Finance; Vol. 8, No. 6; 2016 ISSN 1916-971X E-ISSN 1916-9728 Published by Canadian Center of Science and Education 258 Influence Factors Internal and External Factors Motivation and Performance of Employees: Do not Stay Civil Service Policy Unit Pandi Afandi 1 & Helwen Heri 1 1 Graduate Program Master of Management, University Lancang Kuning Pekanbaru Riau, Indonesia Correspondence: Priyono, Graduate Program Master of Management, University Bina Darma Indonesia. Tel: 62-812-1697-4878. E-mail: priyono.unu_sidoarjo@yahoo.com Received: February 29, 2016 Accepted: March 11, 2016 Online Published: May 25, 2016 doi:10.5539/ijef.v8n6p258 URL: http://dx.doi.org/10.5539/ijef.v8n6p258 Abstract This research of background that directional and effective use of labor represent key toward the make-up of officer performance so that need to District Police Public Service head to make a manage the members always enthusiastic in working and having positive in executing work.Effort roomates can be a head-to Increase the activity spirit of enthusiasm, that is by giving good motivation and job performance.Intention of this research is to know and Analyzed do internal factors variable, external factor variable and motivation have influenced the which significantly either through partial and Also simultaneously to job performance officer, and Also from internal factors variable, external factor variable and motivation is the which most having an effect on the which to job performance officer. This research is a survey verification sampling on 200 people from 236 respondend contract employee population of District Police Public Service Riau Province.This research represent research highlighting clarification relation between research variables and test hypotheses have been Formulated Previously roomates.Hereinafter technique intake of sample is used by population technique, where samples taken pursuant to SEM formula for 25 manifest variables using a minimum of 200 samples.Technique Analyzed using descriptive and quantitative analysis by applying the method of Structural Equation Modelling (SEM) with Analysis of Moment Structures (AMOS) programe. Keywords: internal factor, external factor, motivation and performance 1. Introduction Municipal Police Units, abbreviated municipal police, is the Local Government in maintaining peace and public order and enforce regional regulations. Municipal police is an area shaped device Technical Institute. Municipal police may be domiciled in the Region. Provincial and District/City. In Provincial, Municipal Police Force chaired by the Chief under and responsible to the Governor through the Regional Secretary. In District/City, Civil Service Police Unit led by head under and responsible to the Regent/Mayor through the Regional Secretary. Organization and administration of the Civil Service Police Unit assigned to the regional regulations. In the Civil Service Police Unit Riau Province are civil servants and clerks are not fixed. For civil servants they were employees of the civil service police unit, while the Temporary staff are aid workers, civil service police abbreviated to help Police Civil Service duty to help the work of the Servants of the Civil Service Police Unit. So that member has the passion and excitement in the work it needs a good performance management, because with the performance of the management members feel will be noticed and have an incentive to carry out the task with gusto. So that members can work well and provide achievement for the work unit, the member shall be given the motivation, for the leadership of the civil service municipal police must consider how to keep the members are always passionate in your work and have a positive attitude in performing the task. Data obtained by researchers from the Division of Administration Civil Service Police Unit Riau province on employee absenteeism is not permanent Civil Service Police Unit Riau Province. The details are: in 2009 an employee who was not present as many as 209 people (11.5%). In 2011 employees not attended as many as 105 people (6%). In 2012 employees who not attended as many as 110 people (6.1%). 2013 employees not attended by 135 people (7.5%). 2014 employees who did not attend as many as 150 people (8.3%). 2015 employees not attended by 178 people (10.1%).