Abstract: Objective To understand the situation of performance evaluation of community health service institutions in the suburb of Beijing, analyze the effect and influencing factors, and put forward countermeasures. Methods When the total amount of performance pay is limited, the performance pay that can be used for independent distribution can be divided into single assessment part and monthly assessment part. Then, the monthly assessment part is divided into work quantity, work quality and satisfaction according to the assessment items. Each item corresponds to a certain performance pay and is paid according to the assessment results. In the part of work quantity, the standardized work quantity of medical service projects with high consistency is directly linked to the performance salary, while in the part with large post difference, the standardized work quantity value is transformed into the qualitative index linked to the performance salary. Results For three years, the number of contracted family doctors increased by 4.68% annually. The standard management rate of hypertension increased by 25.96% every year. The standard management rate of diabetes increased by 27.37% every year. Annual growth of outpatient visits 31.26%. The workload of prevention and health care staff increased by 94.5%, 41.5% increase in contracted work of family doctors. The workload of medical staff increased by 48.0%, 83.1% increase in contracted work of family doctors. Conclusion Using the method of standard chemical work quantity to carry out performance appraisal in community health service institutions in mountainous areas can arouse the enthusiasm of workers. To promote the implementation of various work. But the standard chemical work quantity method develops the performance appraisal work to classify medical service items. Therefore, in mountainous areas with fewer medical staff, high consistency in signing up services for family doctors and standard agreed services can directly link the standard chemical work volume value with the performance salary. For services with large differences, quantitative data can be transformed into qualitative data to fully reflect the enthusiasm of performance appraisal, promote management and improve comprehensive service level.