CCTEG Xi’an Research Institute continued to deepen the three system reforms, further improve the “3+ x”system, formulated and revised the department performance appraisal method, middle-level cadres performance appraisal method, staff performance appraisal guidance, and other 12 systems. The company set up a dynamic distribution mechanism of salary distribution and business performance, determine salary distribution by actual performance and contribution, and realize salary realization by performance evaluation. Withdrawal ratio is dynamically related to the assessment results and the business performance. Managerial tenure system and contractualization are fully implemented. Board of directors and the managers have signed a post appointment agreement and a business performance responsibility letter, where the salary level, assessment indicators, scoring rules, exit methods are clarified. The mechanism that managers can go up and down, personnel can enter and exit, and income can increase or decrease have been further deepened.