薪酬与绩效的关联是员工不断尝试整合的一个概念。与绩效相关的薪酬(PRP)对具有更高能力的员工具有吸引力，并要求员工在很大程度上做出努力。关于PRP这个概念的大部分政策和学术文献都集中体现了它作为一种激励机制的作用(Tsai, 2016)。在公共政策的辩论中，人们通常把PRP的介绍与激励的目标以及公共工作人员的动机水平相联系。在非洲区域，工作人员在获得工作的评价和分析的价值(Ljungholm, 2015)时，已经获得了很长一段时间的财务奖励。在对东部非洲收入不平等态度的研究中，有很多研究都很明显。这些研究表明，在薪酬差异(Belle, 2015)中，资质之间的差异是主要被引用的理由。此外，支付系统的运作和设计是在实践和客户的基础上形成的，并伴随着劳动力市场特征和集体谈判。
Association of the pay with performance is a concept that employees growingly attempt to integrate. Job profiles with performance related pay (PRP) are attractive for the workforce with higher abilities and ask the employees to deliver efforts to a great extent. Most of the policy and academic literature on this concept of PRP concentrates of the role it plays as a system of incentive (Tsai, 2016). In the debate of public policy, it has remained usual to relate the PRP introduction with the objective of incentives improvisation and level of motivation amid the public workforce. In the regions of Africa, workforce has been financially awarded for a long time on their entry qualification basis with regard to the value perceived of evaluation and analysis of the job (Ljungholm, 2015). It is evident in various researches conducted in the study of income inequality attitudes within the Eastern Africa. These studies have depicted that variance among the qualification has been the majorly cited reasoning given the differences in pay (Belle, 2015). Moreover, the operation and design of the payment systems have formed on the basis of practice and customer along with labour market characteristics and collective bargaining.