在當代公務員制度中，公務員退出機制是人事管理「進」、「管」、「出」三個環節中之最後一環；其建立與完善有助於公務員隊伍的合理流動與新陳代謝，並且是激勵公務員積極性，提升公共部門行政效能之重要保證。盱衡國外相關法令及改革經驗，成熟的公務員退出機制一般包括合理明確的退出條件、多元化的退出方式、聘任制管理等基本內容。鑑於現有文獻之不足，本文除側重於規範面(normative)的角度，梳理回顧中國大陸公務員用人與績效考核之機制設計蘊含的主要精神及內容，並在此基礎上進一步檢視公務員退出機制之設計。具體言之，本文將透由對1980年以來相關法令及實踐情況的檢討，輔以歷史制度主義的分析視角，深層瞭解大陸公務員退出機制的改革與動態演進過程。其後，將結合大陸現行公務員法及公務員退出之實務，著重探討公務員退出條件、退出方式、聘任制管理等方面存在的問題。在透過相關法規與實務之審視後，本文最後也具體針對未來大陸公務員退出機制之設計及改革，從「策略面」與「創新面」提出相關政策建議。

In a contemporary civil service system, the withdrawal of the civil servants is the final stage. It refers to the three sequent stages of “entry”, “management”, and “withdraw/exit” in personnel management. To establish a competent withdrawal system of civil servants is important. It not only facilitates the stable flow and metabolism of public sector human resources, but also motivates the public servants to provide services more actively and effectively. In general, a mature exit mechanism consists of the fundamental elements of clear exit criteria, diversified exit approaches, engagement system, etc. The purpose of this article, based on existing literatures and materials, is to discuss the institutional arrangement of the civil service system in mainland China. From the normative perspective, this study attempts to examine the established rules and relevant acts in mainland China. Furthermore, this article aims to define the existing problems of the exit mechanism of civil service. Based on empirical findings, this study ultimately makes several policy suggestions to facilitate optimal design and reform of a withdraw system for civil servants in the future.