The study determined the degree of employeesâ€™ job performance, satisfaction, and dissatisfaction in a hospital that can serve as the basis for personnel development program. The level of employeesâ€™ job satisfaction, as measured by motivators as satisfiers, was also determined in terms of achievement, recognition, work itself, responsibility, promotion and growth. Furthermore, the extent of employeesâ€™ job satisfaction measured by hygiene was also determined in terms of compensation, relationship with peers, relationship with supervisors, company policy, work environment, status, and job security. Universal sampling was employed for participant selection. Results showed that indicators under job satisfaction measured by motivators and hygiene were described to be fairly satisfied, except compensation, which was described as least satisfied. In contrast, indicators under job performance were described to be highly satisfied. Furthermore, significant relationships existed between job satisfaction as measured by motivators and job satisfaction measured by hygiene with job performance. There was no significant difference between job satisfaction as measured by motivators, job satisfaction measured by hygiene with job performance when the respondents were grouped according to age and length of service. When grouped according to work assignment, a significant difference in job satisfaction measured by motivators and hygiene existed but no significant difference in job performance was noted. Based on gender, there was no significant difference in job satisfaction as measured by motivators and hygiene, but there was a significant difference in job performance. The study recommends that the management utilize the results to address job satisfaction, job performance improvement, and turnover elimination issues.