Tennessee Code Annotated

Tenn. Code Ann. § 8-30-101 (2026)

Purpose - Policy - Construction - Governance

✓ current as of May 2026

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(a) The purpose of this chapter is to establish in the state a system of personnel administration that will attract, select, retain and promote the best employees based on merit and equal opportunity, and free from coercive political influences. Because the citizens of the state deserve services from the best employees, the goal of the state personnel system is to provide technically competent employees to render impartial services to the public at all times and to render such services in an ethical and honorable manner. Specifically, the intent of the general assembly is to further this purpose by allowing agencies greater flexibility in personnel management in order to enhance the overall effectiveness and efficiency of state government. The general assembly further intends that state government operate within a framework of consistent best practices across all state agencies and entities and that the state's most valued resource, its employees, be managed in a manner designed to enhance work force productivity and demonstrate sound business practices.

(b) It is the policy of the state that agencies treat all employees in accordance with the following principles:
- (1) Assuring fair treatment of applicants and employees in all aspects of personnel administration without regard to race, color, national origin, gender, age, disability, religion or creed, or political opinions or affiliations. This "fair treatment" principle includes compliance with all applicable state and federal equal employment opportunity and nondiscrimination laws;
- (2) Recruiting, selecting, and promoting employees on the basis of their relative skills, abilities, competencies and knowledge, including an open process to consider qualified applicants for initial employment;
- (3) Providing equitable and adequate compensation based on merit, performance, job value, and competitiveness within applicable labor markets;
- (4) Training and developing employees, as needed, to assure a high level of performance and to provide work force knowledge and skills needed to maintain and advance the state's goals and objectives;
- (5) Retaining employees on the basis of the adequacy of their performance, correcting inadequate performance when possible and appropriate, and separating employees whose performance and personal conduct is inadequate, unsuitable or inferior; and
- (6) Assuring that employees are protected against coercion for partisan political purposes and are prohibited from using their official authority for the purpose of interfering with, or affecting the result of, an election or nomination for office.

(c) This chapter shall be liberally construed in order to increase governmental efficiency and responsiveness and to secure the employment of qualified persons in the state preferred service.

(d) The personnel administration system adopted under this chapter shall govern and limit all other state employment matters and every appointing authority.

Acts 2012, ch. 800, § 2.

Notes of Decisions

Cited in 14 cases (1 in the last 5 years), 1992–2021 · leading case: Bobbitt v. Shell, 115 S.W.3d 506 (Tenn. Ct. App. 2003).

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Bobbitt v. Shell, 115 S.W.3d 506 (Tenn. Ct. App. 2003). · cites it 8× “§ 8-30-320 and T.C.A. § 8-30-101(a)(7) to the extent that Agriculture used any definition of competitive area different from the definition found in T.”

Judith Moore-Pennoyer v. State of Tennessee, 515 S.W.3d 271 (Tenn. 2017). · cites it 2× “See Tenn. Code Ann. § 8-30-101 (23)(B) (1988).”

Cashion v. Robertson, 955 S.W.2d 60 (Tenn. Ct. App. 1997). · cites it 2× “Tenn.Code Ann. § 8-30-101(a)(20) (Supp.1996); Tenn.”

Armstrong v. Tennessee Dep't of Vets. Affairs, 959 S.W.2d 595 (Tenn. Ct. App. 1997). · cites it 2× “§ 8-30-101(a)(20) (Supp.1996) (defining “regular employee”).”

Tennessee Dep't of Mental Health & Mental Retardation v. Allison, 833 S.W.2d 82 (Tenn. Ct. App. 1992). · cites it 2× “Tenn.Code Ann. § 8-30-101, et seq. Tennessee Code Annotated, Section 8-30-328, sets forth a grievance procedure for “regular employees” of the state.”

Moser v. Dep't of Transp., 982 S.W.2d 864 (Tenn. 1998). · cites it 2× “Statutory and Regulatory Entitlements The Tennessee Civil Service Act, T.C.A. §§ 8-30-101 et seq. (1993 & Supp. 1997), governs the conditions of employment with the State of Tennessee.”

Tennessee Dep't of Corr. v. David Pressley, 528 S.W.3d 506 (2017). · cites it 2× “this appeal to determine whether a “preferred service” state employee has a protected property interest in his or her employment and whether due process or specific statutory language requires the State to bear the ultimate burden of proof in a post-termination administrative…”

Bobby Bobbitt v. Dorothy B. Shell, Comm'r (Tenn. Ct. App. 2003). · cites it 8× “Advise them to fill out an 5 W ith the exc eption of the p arenthetical, this definition is taken verbatim from T.C.A. § 8-30-101 (a)(7). -6- application to be evaluated by the Department of Personnel so they may be assisted with other employment.”

Tennessee Dep't of Corr. v. David Pressley (Tenn. Ct. App. 2016). · cites it 4× “§§ 8-30-316 and 8-30-318 of the Tennessee Excellence, Accountability, and Management Act of 2012, Tenn. Code Ann. § 8-30-101 et. seq. 2. For purposes of this case is TDOC or Mr.”

Primm v. Tennessee Dep't of Corr. (M.D. Tenn. 2019). · cites it 2× “§ 1983 , and Tenn. Code Ann. § 8-30-101 . For the most part, the new complaint reiterates the claims brought in 2015 in Primm I, but Plaintiff also raises new claims against new defendants under 42 U.”

Lisa Womble v. Univ. Health Sys., Inc. d/b/a Univ. of Tennessee Reg'l Med. Ctr. (Tenn. Ct. App. 2014). · cites it 2× “Further, Tennessee Code Annotated section 8-30-101(23)(H) exempts UT employees from the definition of employees employed in state service.”

Darrell Vaulx v. Tennessee Dep't of Transp. (Tenn. Ct. App. 2021). “strative findings, inferences, conclusions or decisions are: 2 (1) In violation of constitutional or statutory provisions; (2) In excess of the statutory authority of the agency; (3) Made upon unlawful procedure; (4) Arbitrary or capricious or characterized by abuse of…”

Show all 14 citing cases →

— Tenn. Code Ann. § 8-30-101(23)(H) — 1 case

Lisa Womble v. Univ. Health Sys., Inc. d/b/a Univ. of Tennessee Reg'l Med. Ctr. (Tenn. Ct. App. 2014). “Further, Tennessee Code Annotated section 8-30-101(23)(H) exempts UT employees from the definition of employees employed in state service.”

— Tenn. Code Ann. § 8-30-101(a)(20) — 3 cases

Cashion v. Robertson, 955 S.W.2d 60 (Tenn. Ct. App. 1997). “Tenn.Code Ann. § 8-30-101(a)(20) (Supp.1996); Tenn.”

Armstrong v. Tennessee Dep't of Vets. Affairs, 959 S.W.2d 595 (Tenn. Ct. App. 1997). “§ 8-30-101(a)(20) (Supp.1996) (defining “regular employee”).”

Morris v. Corr. Enter. of TN. (Tenn. Ct. App. 1997).

— Tenn. Code Ann. § 8-30-101(a)(23) — 1 case

Armstrong v. Tennessee Dep't of Vets. Affairs, 959 S.W.2d 595 (Tenn. Ct. App. 1997). “§ 8-30-101(a)(20) (Supp.1996) (defining “regular employee”).”

— Tenn. Code Ann. § 8-30-101(a)(7) — 2 cases

Bobbitt v. Shell, 115 S.W.3d 506 (Tenn. Ct. App. 2003). “§ 8-30-320 and T.C.A. § 8-30-101(a)(7) to the extent that Agriculture used any definition of competitive area different from the definition found in T.”

Bobby Bobbitt v. Dorothy B. Shell, Comm'r (Tenn. Ct. App. 2003). “Advise them to fill out an 5 W ith the exc eption of the p arenthetical, this definition is taken verbatim from T.C.A. § 8-30-101 (a)(7). -6- application to be evaluated by the Department of Personnel so they may be assisted with other employment.”

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