Study On The Performance Pay Distributiom Plan Improvement Of X County A Bureau

The reform of institutional organization performance pay in China has been carried outfor more than3years. Various institution organizations have gradually established theirown performance pay distribution systems which can adapt to the development ofthemselves. However, due to the institutional organization performance pay is the uniqueproduct of our country’s institutional organization management system, and the governmenthas given large autonomous authority and play space to the institutional organizations, eachinstitutional organization has its own interview on the performance pay distribution systems.Therefore the performance pay distribution systems built in the continuous exploration andimprovement inevitably have deficiency and shortcomings.This study is aimed at the questions of the performance pay distribution system of Xcounty A Bureau. Extensive research and in-depth investigation are carried out based on thescientific method such as locale observation method, the literature research method,comparative analysis method, questionnaire method, the key figures interviews， theexample analysis method and so on. Considering on the questions of the old performancepay distribution system such as small coverage, unreasonable structure, imperfect indicatorsystem, small performance wage gap, weak incentive effect and so on, in order to lay asolid foundation for the long-term stable development and improve the works’ enthusiasmand initiative, positions were divided newly, the indicator system was adjusted andreplenished, and the performance pay manifestation was enriched in the principle ofstrategic, fairness, incentive, competition, flexibility and applicability.