绩效等级是依据绩效评估后对员工绩效考核结果划分的等级层次，它一方面与具体的绩效指标和标准有关，也与企业考核的评价主体和方式有关；在做到公正、客观对员工绩效进行评价基础上，绩效等级的多少和等级之间的差距将会对员工绩效薪酬分配产生很大影响。
公司应仔细确保将绩效等级尽可能直接与关键账户计划中的目标挂钩。
The firm should take care to ensure that it links performance levels as directly as possible to objectives in the key account plan.
反之，公司应将这些绩效等级紧密地与关键账户经理的报酬结构挂钩。
In turn, the firm should closely link these levels to the key account manager's reward structure.
此外，在公司等级操作为多元化业务供应商的关键账户经理的绩效测量，很可能更侧重于长期。
In addition, performance measures for a key account manager operating at the corporate level for a multi-business supplier are likely to load more heavily on the long run.
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