In our study; performance, performance management, performance evaluation and public performance management were explained. A total of 300 public employees working in various public organizations in the city of Ankara were asked questions about their performance. The aim of the research is to establish a model of associational meaning between the factors, occupational competence, behavioral competence and individual qualification factors for the employees previously determined in scale form and measuring the performance of the employees. The competency-based performance evaluation scale used in the research was used. In addition, the surveyed public employees assessed their own performances themselves. According to findings; 3 factors were created according to the factor analysis because the survey participants perceived the factors of the individual competence and the criteria for the employees as being similar. This; occupational competence, behavioral competence, individual competence - criteria for employees. Euclidean distance model was applied among the variables of individual qualification and criteria for employees by multidimensional scaling method and the euclidean distance of these two variables, which are perceived similar by public employees, are close to each other. In addition, the Euclidean distance between the self-efficacy and behavioral adequacy factors is near, and the Euclidean distance between the factors is high. After ensuring the reliability and validity of the performance measurement, a relational model was established and verified between these three factors, which were formed during the analysis, and the hypotheses related to the model were tested for their validity by path analysis.