深圳南山区桃源街道正在探索一条将高端人才引入基层治理的创新之路。[1]该街道通过圈层化精细治理模式，将社区治理合伙人分为保障性合伙人、内生性合伙人、联动赋能型合伙人三类进行精准培育，[1]推动人才从社区居住者向治理建设者转变。[1]
为使这一理念落地见效，桃源街道建立了"找准问题—摸清底数—识别需求—充分协商—授权执行—成果跟踪—成效展示"七步工作法，[1]将人才治理从被动号召转向主动经营。[1]这一系列举措已取得明显成果：街道累计落地科创项目30余个、引进创新创业人才近200名，[1]累计服务国际人才超5000人次。[1]该街道还组建了全市首支外籍楼栋长队伍，[1]为多元化社区治理探索提供了新样板。
Taoyuan Subdistrict in Shenzhen's Nanshan District has developed an innovative approach to integrating high-end talent into grassroots governance. The initiative classifies community governance partners into three categories—protective partners, endogenous partners, and collaborative enablement-type partners—for targeted cultivation [1]. This approach transforms talent engagement from passive recruitment to active management, shifting participants from passive residents to active governance builders [1].
The subdistrict has implemented a seven-step work methodology to operationalize this system: identifying problems, establishing baseline data, recognizing needs, conducting thorough consultation, delegating execution authority, tracking outcomes, and displaying results [1]. Through these structured efforts, Taoyuan has successfully landed over 30 sci-tech innovation projects and attracted nearly 200 innovation and entrepreneurship talents [1]. The subdistrict has also cumulatively served international talent over 5,000 times and established the city's first team of foreign-born building coordinators [1].
