The reform of the unified management and examination system and the improvement of the "central recruitment" system are worthy of recognition. It covers a wider area, has a wider scope of supervision, and can better reflect fairness and justice. At the same time, it has improved efficiency, shortened time, and optimized the model. Therefore, it is an affirmative institutional change. However, the criteria for a good civil service recruitment system are diversified. A balance must be sought among the criteria of fairness and justice in the system, morale of personnel, and administrative efficiency. While the unified management and examination system will improve and improve the "central recruitment" system, will it cause new problems? Can it effectively improve morale? How to reflect the guiding and supervisory role of the Public Service Bureau? These problems depend on the refined system design of the Macau SAR Government in the practice of system operation. Only by fundamentally ensuring the fairness and justice of the system and effectively improving the morale of public officials, can the unified management and examination system be continuously optimized and developed.