Since 2002 Central Personnel Administration carried out the performance bonus management system at administrative departments, the opposite opinions have never died out. The most controversial point is that it is believed this system suits private enterprises more than administrative departments. For years, academic papers have focused more on comparative studies between Taiwan and other countries, or between government institute and private enterprises, but there are only few on different units within public administrative departments. Public schools, in particular, have more difficulties in enforcing and have less aspiration to enforce the system. The purposes of this study are to explore the predicaments and tentative resolutions of public schools. This study apply literary and documents to analyze the differences between administrative departments and public schools. By doing so, the researcher explore the predicaments of public schools and propose possible resolutions to every problem. The methodology is as follows: first, introducing the enforcement process in accordance with literary documents. Second, comparing administrative departments with public schools in the aspects of objectives, organizations and suitable subjects, and the differences would be further analyzed. Third, offering tentative resolutions to the difficulties that public schools should face. The conclusion of this study could substantiate the enforcement of the performance bonus management system. Those who involved in the system execute it authentically would help life up the effectiveness of administration and the quality of teaching in public schools. Moreover, till now only administrative departments care about the practical effects of the performance bonus management system, no one notices the difficulties of public schools. This study could be helpful to arouse the interests of public schools to enforce the system, and also to propose useful strategies for other schools as references.