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With China's deepening health system reform, people's living standards improve, our health care market has changed dramatically, the government and the public on the medical and health institutions put forward higher requirements, private, individual medical institutions continues to evolve growth, exacerbated by the health care industry's overall competitive situation, as the city's primary health care institutions community health service centers, and its survival and development is faced with unprecedented challenges. Existing community health service centers and distribution in individual performance appraisal there is too vague on the issue, due to scientific and is mainly focused on the assessment of the number of services aspects of clinical practice, rarely involve the quantity and quality of public health services, and contact allocation and performance assessment does not close, it is difficult to mobilize the enthusiasm of the medical staff, which become an obstacle to the development of adverse factors unit, needs to be improved and perfected. In this study the theory and practice of human resources as a starting point, through the community health service centers LWQ-depth interview survey of its performance management situation, problems are analyzed, starting from the performance management theory, with the balanced scorecard and key performance indicators designed a strategy for the use of the Balanced Scorecard method based performance management system. This paper begins with an overview of the health institutions, community health services functions, remuneration system, performance management-related theory, introduced performance appraisal, the main methods for the design of community health service centers LWQ performance evaluation, performance pay system provides the basic theoretical basis. Secondly, this paper introduces LWQ community health service center staff education, job title, income distribution, performance appraisal and performance status, analyze and summarize its current performance appraisal, performance income distribution, the method of the main problems. Again, community health service centers for LWQ SWOT analysis, to determine community health service centers LWQ development strategy. Finally, LWQ community health service centers oriented development strategy, according to departmental functions and job characteristics, combined with the Guangzhou municipal government for community health services assessment indicators, reference balanced scorecard approach, from a financial, customer, internal processes, learning and develop four aspects of the design of the LWQ community health service centers for departments and employee performance evaluation index system for community health service centers LWQ designed realistic performance salary allocation scheme. Balanced Scorecard as a strategic center for a full range of performance monitoring and management, the community health service strategy into clear, measurable, interrelated goals, layer by layer until the implementation level departments to look at individual employees, combined with performance appraisal, compensation and performance evaluation results will be linked to motivate employees to achieve the strategic goals and motivated work. Community Health Center Performance System Construction is a dynamic process that must be associated with the national health policy and medical market changes combined to achieve national health system and development coincide.
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