自2006年至今,事业单位的绩效工资制度改革已持续了十余年,改革的目的是将符合事业单位的体制,能够体现岗位绩效以及分级分类管理的收入的分配制度建立起来。目前而言,我国虽已基本实现了事业单位基本工资的改革,但绩效方面的工资改革还未完全落实完成。本文正是在这样的背景下,在分析岗位绩效工资制度内涵的基础上结合影响因素,创新性地提出岗位绩效工资改革策略,为岗位人员更好的发挥提供有价值的参考。 Since 2006, the reform of performance pay system in public institutions has been going on for more than ten years. The objective of the reform is to establish a distribution system that meets the needs of the institutions, the income distribution system that can reflect job performance and manage hierarchically. For now, although the basic wage reform in public institutions has been basically achieved, the wage reform in the area of ​​performance has not yet been fully implemented. Based on the analysis of the connotation of the system of job performance salary, this paper puts forward the strategy of job performance wage reform innovatively based on the analysis of the connotation of job performance salary system, which provides valuable reference for the staff to play better.