十余年来，中国公务员制度在入口上严格实行“凡进必考”，坚持将考任制落到实处。考任制的开放性和公平性，加之公务员职业的身份保障和高福利待遇，吸引了大批高学历的有志青年加入公务员队伍，使得中国公务员队伍的整体素质水平得到显著提高。但是随着市场经济改革的不断深入，价值观念多元化以及个人权利意识的觉醒，对于公务员任用制度提出了新的要求与挑战。在中国公务员制度由传统形态向现代形态转变的背景下，地方基层公务员职业发展空间狭小，常任制公务员行政效率偏低以及政府难以有效吸引高素质人才等问题依然存在。中国公务员聘任制的实施与发展，使得公务员与国家之间的行政依附关系向契约关系转变。深圳市公务员聘任制改革以职位分类为基础，形成了相对完善的包含职位设置与职务序列、招聘制度、考核制度、职级升降制度、工资福利及社会保障制度以及交流转任制度等公务员管理制度的管理体系，实现了公务员系统70%的行政执行岗位公务员全部聘任，具有典型性和创新性。本研究采用文献研究法和制度分析法，梳理深圳市公务员聘任制改革的背景，阐释其与国内外公务员制度改革趋势以及深圳市行政体制改革的相关性与一致性，从“结构-功能”的视角剖析其改革的制度框架，认为深圳市公务员聘任制改革在破解公务员“天花板”困局，提高公务员管理科学性，以及吸引高素质人才进入公务员队伍等方面能够发挥积极作用，在全国范围内具有典型性、推广性和适用性；但仍存在职位分类有待细化，公务员的短期行为以及守密约束弱化等问题。同时，各地在推行公务员聘任制改革的过程中应当认识到深圳经验的局限性，切实做到因地制宜。

During last ten years, the employment system of the civil servants has been confirmed and a team of professional civil servants with high qualities has been established in China. With China’s civil servants system’s transition from traditional model to modern model, there are still many problems caused by traditional civil servants system, such as no career growth potential for grass-roots civil servants, low administrative efficiency of the permanent civil servants, and the difficulty to attract talents. The development of civil servants appointment has transformed the relationship between the government and civil servants from interdependent relationship to contractual relationship. Based on position classification, the civil servants appointment system reform of Shenzhen has formed a perfect system, containing position system, recruitment system, the assessment system, vocational promotion system, compensation and benefits system and communication system. This study was conducted based on the literature review method and institutional analysis method. Firstly, this study focuses on the background of the reform, which is consistent with the reforming tendency of western countries’ civil servants system, China’s cadre and personnel system and Shenzhen’s administrative system. Secondly, from the angle of “structure-function”, this study finds the civil servants appointment system reform of Shenzhen is able to break the deadlock of grass-root civil servants’ career development, improve civil servants management system, and attract talents to work for the government. The civil servants appointment system reform of Shenzhen has set a pattern for the whole nation. It is worthy for other local governments to learn from Shenzhen. According to local conditions, whiling learning from the civil servants appointment system reform of Shenzhen, other local governments should pay attention to the limitations of the experience.