Designing the long incentive operator s annual salary system is the basis of designing long incentive mechanism, and the structure of annual salary system is the basis of the incentive effect of annual salary system.

With relevant theory of salary, performance management, combined with work practice, while discussing yearly salary of management in business of Sinopec, the key problems are how to solve object, mode, total amount and structure of yearly salary system; evaluation of management' s performance; calculation of risk income; control of extra income and position expenditure.

This paper introduces the Agency Theory, Tournament Theory and Celebrity Effect that reflect the yearly salary system, analyzes the reasons why the yearly salary system is used by private enterprises, showing the necessity of the salery reform of the private enterprises, and proves that the yearly salary system is the most effective motivation scheme for the senior managers of the enterprise.

The paper discusses some core problems, that is: exercising a yearly salary system for the managers of the geological prospecting enterprises; building control and incentive mechanisms.

er Sales the Maximum Profit--Implementingthe Annual Income System for the Head of Service Stations,Discussion on How to Make the End-us-;

The Appli cati on of Decisi on Tree in Annual Income System;

Research on the evaluation of top manager’s achievement of in state-owned enterprises with annual salary system;

The Key to Implementing Annual Salary System: Establish Effective Benefit Balance Mechanism;

Approach to the Practising Annual Salary System of Managers in Zhejiang Province;

A annual salary mode analyse of proprietor in state enterprise;

Taking the annual salary system and employee-holding plan as ex amples of the"point inspiritment "and"plane inspiritment "respectively,th is study analyses the deficiency in existing mechanism of inspritment and restr iction,and summarizes the key effects of the dynamic shareholding system in the m.

Both the management way of company and the distribution way of annual salary are inevitable for a lawer office to choose in its professional development on a large scale.