The purpose of this study was to investigate the effects of training and development program on employees’ job performance in the public sector organizations in Debre Tabor city administration. To these ends, the study followed quantitative study procedures with descriptive and correlational designs. A total of 317 public sector employee study participants were drawn proportionally using systematic and stratified random sampling techniques from the three public sector organizations and were involved in this study. SPSS (Version-26) computer software program was used for the task of analyzing the quantitative data. Mean, Standard Deviation, One Sample t-test, One Way ANOVA test of significance of mean differences, and Multiple Linear Regressions were the main statistical devices employed by this study to analyze the quantitative data. The findings revealed that the mean scores of the participants’ responses to the items of the training need assessment stage and to the overall items of the general training and development process were 11.18 and 108.86, respectively. The mean difference for the training need assessment stage was statistically significant at (t=-3.710, df= 316, 𝑆𝑖𝑔.=0.000), while that of the general training process was not statistically significant (t=0.442, df= 316, 𝑆𝑖𝑔.=0.659). The results also showed that the mean score of the participants’ responses to the items of the training design stage was 59.12, which was a few points lower than the test value, with this mean difference not being statistically significant (t=-0.760, df= 316, 𝑆𝑖𝑔. =0.448), while the mean score of their responses to the items of the training delivery style stage was 38.56, which was several points higher than the test value, and this mean difference was statistically significant at (t=4.081, df= 316, 𝑆𝑖𝑔.=0.000). The results showed the mean score of the responses of the participants to the items of the scale that was supposed to measure their job performance was 21.67, which was a few points higher than the test value, but this mean difference was not statistically significant at (t=1.598, df= 316, 𝑆𝑖𝑔.=0.111). The findings also depicted that the Education Sector had the highest mean score of (118.02) for the practice of the general training and development process at the study area, while the Public Health Sector scored the lowest (101.21), with all these mean score differences were statistically significant at (F=7.313, df=2 and 316, sig. =0.001). The stages of the training and development process in the public sector organizations in at the study area had a 42.1% share of determining the variances in predicting the employees’ job performance, with this prediction capacit y being statistically significant at (F=116.090,df=2, 314, at 𝛼=0.000).Pertinent conclusions were made and sound recommendations, which included the leadership in the human resource department of the three sector public organizations at the study area, or any concerned bodies at the regional ANRS Public Service Bureau, should exert their efforts for the betterment and scaling up of the poor level of practices of the personnel training and development programs, were also forwarded eventually.