It is necessary for China to implement the reform of civil service performance pay in order to improve the efficiency of civil servants and administrative organizations. The implementation of performance compensation meets the requirements of merit system, can effectively get rid of bureaucracy, improve administrative efficiency and get rid of the "official standard" concept. But in the implementation process, it also faces some difficulties and problems, such as the performance evaluation index is difficult to accurately define, the performance appraisal process and results are difficult to be objective, and it is not conducive to the development of the spirit of teamwork, as well as damage to the internal work motivation of civil servants and public mission of the administrative institutions. We can properly handle and effectively overcome the above difficulties and problems by accurately determining the direction of performance pay reform, reasonable limits the scope of performance pay implementation, and appropriate provisions of the implementation scale and measures of performance pay.