In August, 2006, Shenzhen Municipal Committee officially launched the pilot reform of the professionalization of public security civil servants, and divided the police into three job groups: police officers, police officers and police technology, and began to try out classified management. Before the reform, because there was only one channel for administrative posts, 70% of civil servants could only retire in posts below the official level. After the reform, a career development channel based on annual merit and performance will be implemented, and the salary of more than 90% civil servants is expected to reach the level equivalent to that of deputy researcher before retirement.

Although the administrative level of wages and benefits has become the biggest bottleneck for the rise of wages and benefits of grass-roots civil servants, the mismatch with the tasks and workload undertaken by grass-roots civil servants has become a very unreasonable and unfair real problem within the civil service group. It is necessary to solve the problem of decoupling the wages and benefits of grass-roots civil servants from the administrative level through reform, so that the wages and benefits of grass-roots civil servants can grow steadily and ensure the basic living needs of grass-roots civil servants. It embodies the fairness within the civil service group and inspires grassroots civil servants. However, the purpose of civil servant reform is not to realize the pattern of "common prosperity" of civil servants.

For more information about Shanghai civil service reform, please refer to Shanghai Civil Service Network.

If in doubt, please consult the public education enterprises in China.