Organizational success is heavily dependent on employee performance, particularly in the public sector where efficient and high-quality service is of the utmost importance. The objective of this study is to analyze the link among Employee Engagement (EE), Organizational Commitment (OC), Performance Appraisal (PA), Turnover Intention (TI) and Employee Performance (EP) in the public sectors of Nepal. Out of 700 government employees, 530 respondents answered an online survey and 514 provided valuable data using quantitative analysis. Structural equation modeling (SEM) was used to examine the data. Average variance extracted (AVE) ensured the validity and reliability of the constructs, while Cronbach's Alpha and composite reliability further substantiated these measures. Route and descriptive analysis helped to identify the relationships among the variables. According to the statistics, employee performance suffers when turnover intention exists even as organizational commitment and involvement support. Work output and performance rating had no relationship discovered. The research implies a nice and fascinating workplace might improve employee performance and retention. Both theoretical and practical findings need government intervention to boost employee engagement and loyalty. Further research should examine other mediating and modifying factors affecting these relationships. A comprehensive public sector employee performance model improves organizational efficiency and knowledge.