From establishing government in 1949, Communist Party of China had pursuing a socialist system. However, over-emphasis on equal distribution lead to the individual income and the individual performance are not proportional, so that the mainland China was under the circumstances of "usually used in negative two half kilogram," and was near to the border of collapse. After Deng Xiaoping came back to power, threw away the past ideology of equal distribution, and he changed the economic system. China's economy began to advance by leaps and bounds. Nowadays, the mainland China¡¦s eco-nomic potentiality has surpassed Japan and it becomes the second economy which is only inferior to the U.S. economy. However, in so dazzling economic performance of mainland China's, the achievement of economic growth is not generally reflected in the labor standards on wages, The wages of workers in China still ranked among the last level of the world's wage classes. However, the average wage in the low social workers, the Gini coefficient is close to the bottom line of social tolerance. That is, how to set up wage growth mechanism, straighten out the relationship between income distribution has became a top priority of mainland authorities. This pay for performance system for the mainland legal system are based on the mainland of the State Council "pay for per-formance on the compulsory school system guidance," analysis to explore the subject, to be addressed. This paper is divided into seven chapters around: Chapter 1 Introduction, describes the study of this motivation, purpose, scope, methods, limits, and proposed research framework. Chapter 2 is to explore the mainland of the basic principles of pay for per-formance system, Chapter 3 of the mainland of the administrative organization of pay for performance system. Chapter 4 is to explore the mainland China of pay for perfor-mance system administrative privileges. Chapter 5and Chapter 6,are respectively to ex-plore the mainland China of performance pay system and monitoring of relief, and in Chapter 7 are conclusions and recommendations of pay for performance system