THE EVOLUTION AND DEVELOPMENT OF CHINA'S PUBLIC ADMINISTRATOR SYSTEM IN THE CONTEXT OF DIGITAL TRANSFORMATION: A CASE STUDY OF HANGZHOU

Abstract

B a c k g r o u n d . Under the wave of global digitalization, governments are reshaping public management. China has made digital government a national strategy, but policy implementation relies on public administrators. This paper aims to explore the evolution and innovation mechanism of China's public administrator system in the context of digital transformation, and analyzes it by taking Hangzhou as an example.
M e t h o d s . This study mainly adopts a combination of literature research, historical method, comparative method, comprehensive analysis, and case study. The historical method is used to trace the institutional evolution of China's public administrator system from the "unit system" to the "post system." The comparative method allows cross-regional comparison between Hangzhou and other provinces, highlighting local innovation characteristics. The comprehensive method integrates multi-source data (policy texts, reports, and digital platform outcomes) to synthesize a holistic understanding of institutional transformation under digitalization.
R e s u l t s . Chinese public administrators are divided into on-the-job and non-staffed, and the personnel are divided into administrative and career establishments, and the way of entry affects career development. The digital transformation of Hangzhou has significantly promoted the adjustment of job setting and staffing. For example, "City Brain 3.0" introduces AI models to improve administrative efficiency. The digital management platform for civil servants has improved the efficiency of personnel management. The reform of "one thing at a time" of government services reduces administrative posts and supports the reuse of establishment. Hangzhou has also trained administrators in digital capabilities through Zhejiang University, and established a "dynamic staffing pool" and a "digital talent pool" to solve cross-departmental collaboration problems and improve the efficiency of emergency response and task execution.
C o n c l u s i o n s . The Hangzhou model has formed a collaborative governance innovation model of "platform + talent +system". However, its promotion faces challenges: high dependence on the high-end talent market and large salary gap inside and outside the system. Generalization is limited, and Hangzhou's success depends on its digital economy foundation, which is not suitable for underdeveloped areas. In addition, the risk of "data-only" cannot be ignored, which may lead to excessive focus on quantitative indicators and neglect of humanistic care.