Legal analysis: the algorithm of performance pay in public institutions is: performance pay = basic performance+reward performance. Basic performance accounts for 70% of performance pay, and reward performance accounts for 30%. The monthly standard amount of employees' personal basic performance is based on the standard, and different levels have their own standards for management positions, technical titles and ground handling skills. Total performance salary approved by the unit in the Finance Bureau every year = basic performance and reward performance of all employees in the whole year = (sum of basic performance standards of all employees+sum of reward performance standards of all employees) x1February.

Legal basis: Article 46 of People's Republic of China (PRC) Labor Law should follow the principle of distribution according to work and implement equal pay for equal work. The wage level is gradually increased on the basis of economic development. The state exercises macro-control over the total wages.

Article 47 of the Labor Law of People's Republic of China (PRC), the employing unit independently determines the wage distribution mode and wage level of the unit according to the production and operation characteristics and economic benefits of the unit.

People's Republic of China (PRC) Labor Law Article 48 The state practices a minimum wage guarantee system. The specific standard of the minimum wage shall be formulated by the people's governments of provinces, autonomous regions and municipalities directly under the Central Government and reported to the State Council for the record. The wages paid by the employer to the workers shall not be lower than the local minimum wage.