The predictive validity of personality traits toward proficient job performance has always been inconsistent. Thus, the purpose of this study was to determine the predictive validity of personality traits (emotional stability and conscientiousness) on job performance. This was done by distributing 16 Personality Factor Questionnaire to 450 civil servants employees. Job performance on the other hand was measured by self-reported and annual performance evaluation report received from the employer. SEM analysis was employed to test how well conscientiousness, emotional stability and job performance model fit the sample tested. SEM results confirmed the goodness-of-fit between the model and the sample. The two constructs were also predictors of job performance. It can be implied from the findings that personality traits can be used as predictors to evaluate the suitability of job applicants in personnel decision making. Future research studies can look into other indigenous traits for measure conscientiousness and emotional stability and should investigate indirect effect on job performance.