This study focuses on of implementation strategy and complementary method of performance appraisal, according the definition and influences of Performance. As a concept, Performance appraisal is a popular idea, but when implementation, there are many misunderstood and mislead and may lead to failure. The author argue that there may be two alternatives to improve validity and reliability of performance appraisal : one is to integrating appraisal factors and institutionalizing, the second is to designing complementary criteria in order to upgrade synergy. Under these consideration, we may integrate performance appraisal into public organization and have concrete improvement.Key words: performance appraisal, public personal management, strategy