<![CDATA[This study analyzes the implementation of Civil Servant transfers through the Integrated-Mutasi (I-Mut) system at the Human Resources and Personnel Development Agency (BKPSDM) of East Lombok Regency. Before I-Mut was implemented, the transfer mechanism relied on manual administration, resulting in limited file tracking, frequent short-term employee transfers, and vulnerability to informal interventions. This research uses a descriptive qualitative approach based on George C. Edwards III's policy implementation theory (communication, resources, disposition, and bureaucratic structure) and was conducted directly at the BKPSDM of East Lombok Regency. The results indicate that integrating I-Mut with the National Civil Service Agency's (BKN) State Civil Apparatus Information System (SIASN) successfully provides digital footprints (audit trails) and standardized verification points. Nevertheless, its implementation still faces constraints, including outdated SIASN baseline data, central network disruptions, a limited number of administrators, and uneven understanding among local government agencies. Mitigation efforts are conducted through multi-layered verification, independent data updating, and the utilization of staff review instruments. The novelty of this research demonstrates that I-Mut functions as an administrative defense mechanism for local bureaucracies to fortify merit system regulations against informal pressures. In conclusion, the digitalization of transfers strengthens bureaucratic accountability, but the substantial enforcement of the merit system ultimately relies on data accuracy and the moral commitment of the implementers.]]>
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