The purpose of this research was to test the influence of Continuous Professional Development (CPD) programs on the job performance of accountants within government institutions in Kampala, Uganda. The research utilized a comprehensive theoretical framework comprised of Human Capital Theory, Social Learning Theory, Goal-Setting Theory, and Herzberg’s Motivation Theory, and explored how the key subsections of CPD: training content, training delivery methods, access and flexibility, and quality of trainers, and evaluated their effect on performance. We used both regression analysis and surveys. The data showed a strong positive link between ongoing professional development (CPD) and how well people do their jobs. What people learn in training has the biggest influence. CPD factors could explain over 74% of the changes in job performance. This means it’s really important for public sector accountants to keep learning and growing. They become more proficient in their employment, behave more professionally, and improve public organizations. CPD courses must be current, engaging, accessible, and taught by qualified instructors. This significantly improves accountants’ performance at work. To encourage ongoing learning among participants, authorities in charge of Continuous Professional Development (CPD) should update the program’s content, instructional strategies, and training platform accessibility on a regular basis. These advancements offer insightful information for improving accountability, transparency, and efficient use of public funds, especially in Uganda during times of political change. Overall, the paper suggests that governments give CPD efforts top priority and sufficient funding because consistent funding for these programs will eventually boost public sector performance and raise the standard of service delivery.
