Abstract: Performance evaluation in the university is not only the core of the reform of university system in China,but also the focus and difficult point in the field of education.Taking F university’s performance-related salary distribution system as a case study, this paper firstly explores the existing problems of the university staff’s performance evaluation system in depth.Then,the balanced scorecard(BSC)performance evaluation model is introduced to the construction of the university staff’s performance evaluation system.Giving the new connotation and definition to all the indexes of the BSC theory,the study evaluates the system from four aspects, ‘job responsibility’, ‘social identity’, ‘internal optimization’, ‘strengthening training and communication’.Emphasizing the balance, systematicness, coordination and continuity of organizational performance evaluation,the proposed system could make effective motivation for faculty performance.