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The existence of mono-loyalty in the simultaneous system of centralization and decentralization in Indonesia is used by the authorities to control the bureaucratic structure. Several problems occur in personnel management, however. The existence of mono-loyalty also has implications for regional employment patterns. The changes in staffing patterns are highlighted in the Regional Government of the East Java Province through the Staff Agency Bureau (BKD) of the East Java Province. The study's aim is to describe the staffing pattern of the Regional Government of the East Java Province and evaluate its effectiveness. This study follows a descriptive design with a qualitative approach, and observations, interviews, and documentation were conducted to feed into the data-analysis process. The results revealed a paradigm shift in organizing and conducting government bureaucracy, followed by changes in staffing patterns in local government. The regional government of East Java Province has adopted an integrated pattern, one that combines elements of centralization and decentralization. The use of this pattern follows the theory of effectiveness, but in its implementation, there is no risk management that guides the continuity of the pattern in achieving the stated organizational goals.

Meritocracy is a contingent concept that depends on what people consider to be good in society. This research conducted shows that the principles of high-ranking officials of civil servants, especially in the local / city government. Therefore, need a new regulations for perspective placement, in order to minimize political and subjective interests in the field. Method of the research used a qualitative approach, qualitative inquiry. This method was chosen because researchers want to obtain a complete and holistic the phenomenon that occurs in this research. Researchers used a spiral data analysis model more suitable to do than a linear analysis model. Result of this study showed the community or public in general does not care too much about who becomes an official within the local government. The community or public in general are more focused on the figure of the Regional Head who is the leader in the local government and responsible for the public services. The Regional Head will change periodically, which results from a complicated political negotiation process. Therefore, these high officials, regardless of who the Regional Head is, must be the best officials resulting from a good selection process. The application of the merit system in the regulation of the placement of high-ranking officials of civil servants is a necessity and a joint task of all parties, including the community itself.

As an agency that charge in managing personnel in the Regional Government, the Regional Personnel Agency of East Java Province has made various efforts to improve the personnel management system in which the problems previously occurred. The system has been conducted through the digitalization of personnel data management services in so called an application of Electronic Integrated Civil Servant Management or EMaster. The basic theory in measurement theory Accenture's includes Digital Strategy, Digital Service, and Digital Enterprise from Franch (2017). The purpose of this study is to identify and describe the E-Master innovation in the Regional Civil Service Agency of East Java Province. The research design is descriptive with a qualitative approach. The data analysis techniques are observation, interview, and documentation. The results showed that the digitization carried out by the East Java Provincial Agency was generally in accordance with the measurement index Accenture which included Digital Strategy, Digital Services, and Digital Enterprise. However, there are still some problems that the dam is not yet perfect and the process still requires further development. [ABSTRACT FROM AUTHOR]