Abstract
In view of such outcomes of the performance pay practice at primary healthcare institutions as decline of motivation of medical workers, the county explored the mechanism of graded performance appraisal and allocation, against the macro background of ceiling setting for the total of performance pay andbalance subsidy and total amount controlfiscal policy.The following measures are taken, namely adual linkageto relate the performance appraisal outcome of a township hospital with both allocation of fiscal subsidy and setting of the merit-based performance pay standard per person; higher ratio of merit-based performance pay; floating of the performance pay level per person for the institution in question; separation of the performance pay of the chief leader from others; and subsidies for remote mountainous areas.It is proposed by the author to build a routine increase mechanism for both the total of performance pay and fiscal subsidies, to combine specific subsidy with pay for services, and to join funding compensation with service performance.These measures are expected to create a new mechanism for performance pay allocation, featuring more pay for more work and more pay for better performance. Key words: Zhejiang province; Primary healthcare institution; Performance pay; Performance appraisal; Allocation mechanism
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