Regional inspectorates are expected to embody the discipline they audit, and Indonesia's Government Regulation No. 30 of 2019 treats discipline and commitment as behavioural components of civil servant performance. This study examines the partial and simultaneous effects of work discipline and civil servant loyalty on employee performance at the Regional Inspectorate of West Kutai Regency. Using an explanatory quantitative design, a closed Likert-scale questionnaire grounded in Hasibuan's discipline and loyalty indicators and Robbins and Judge's performance dimensions was administered to all 87 non-structural employees through saturated sampling. Data were analysed using descriptive statistics, assumption tests, and multiple linear regression. Work discipline had a positive and significant effect on performance (β = 0.894, p < 0.001), whereas loyalty had no significant partial effect (β = −0.018, p = 0.815). Jointly, the two variables were significant (F = 145.538, p < 0.001) and explained 77.6% of performance variance. Further decomposition shows that loyalty correlates substantially with performance on its own (r = 0.647) yet adds no explanatory power once discipline is controlled, suggesting that loyalty registers in performance only when it is expressed as rule-compliant conduct. The findings call for appraisal practices that recognise commitment beyond compliance.