Welcome to the IPMA-HR HR Resources page, designed to give our public sector HR professional members quick and easy access to critical, time-saving “best practices” and peer-provided solutions specific to their own challenges. These resources keep our members current on trends and developments within the profession. HR Resources provides quick and easy access to sample policies and RFPs to help solve unique challenges within human resources.

Members can now earn points toward recertification by submitting policies and programs for inclusion in the database. Qualified members will receive one point per submission per year, for a maximum of three points toward recertification.

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Policy Topics

  • Reduction in Force Severance Benefit Package

    State of Tennessee

    Pursuant to Tenn. Code Ann. 8-30-314, a reduction in force (RIF) occurs when a preferred service employee is subject to layoff due to lack of funds, a reduction in spending authorization, lack of work, efficiency or other material change in duties or organization. Only preferred service employees are subject to the laws, rules, and policies regarding reduction in force. 

    • Topics
    • Conflicts
    • Termination Topics
    • Policies
    • Layoffs, RIFs & Furloughs
  • Executive Service Compensation

    State of Tennessee

    The Department of Human Resources determines salary rates for various human resources transactions using the criteria outlined herein, except during periods of budgetary constraints, as determined by the Department of Finance & Administration and the Department of Human Resources. In addition, a budget constraint involving a funding source may, as determined by the Department, affect all similar human resources transactions in the same manner, regardless of the funding source.

    • Compensation
    • Topics
    • Retention Topics
    • Policies
    • Compensation Strategies
  • State of Tennessee Department of Human Resources: Probationary Periods

    State of Tennessee Department of Human Resources:  Probationary Periods

    • Policies
    • Probationary Period
    • Retention Topics
  • Workplace Discrimination and Harassment Policy

    State of Tennessee

    The State of Tennessee is firmly committed to the principle of fair and equal employment opportunities for its citizens and strives to protect the rights and opportunities of all people to seek, obtain, and hold employment without being subjected to illegal discrimination and harassment in the workplace.

    • Conflicts
    • Topics
    • Policies
    • Harassment Retaliation
    • Conflict Topics
  • Performance Management Procedures and Processing

    State of Tennessee Department of Human Resources

    The Performance Management Program is a systemic process used to define the standards of performance and expected work outcomes for all employees, provide ongoing performance feedback, offer the employee developmental opportunities, and document an objective and fact-based record of the employee's performance. The purpose of the performance management program is to facilitate the creating and nurturing of a performance based culture where the individual employee's performance is aligned with the agency and administration's objectives and employees are appropriately rewarded for the results they achieve.

    • Retention
    • Topics
    • Retention Topics
    • Policies
    • Performance Management
  • State of Tennessee Department of Human Resources - Employee Absence Due to Declared State of Emergency

    The State of Tennessee recognizes that there will be instances where the Governor declares a state of emergency resulting from an emergency beyond local control. However, it shall be the policy of the State to make every effort to maintain normal work hours by initiating departmental Continuity of Operations Plans (COOP) and/or Emergency Workforce Management Plans during these periods in order to continue providing necessary services to citizens of the State Tennessee.

    • Topics
    • Policies
    • Leave
  • State of Tennessee Department of Human Resources: Recall from Holiday or Approved Annual or Comp Leave

    Employees who are given less than seventy-two hour notice of the requirement to work prior to the beginning of approved annual or compensatory leave, or of the requirement to work on a holiday, shall be paid at a rate equal to one and one-half times their regular hourly rate for those hours he or sh is required to work. 

    • Leave
    • Policies
  • State of TN Department of Human Resources: Written Warnings

    An employee may be disciplined for causes related to the performance of duties and/or conduct that may affect an employee's ability to successfully fulfill the requirements of the job.

    • Personnel
    • Resolution
    • Conflicts
    • Topics
    • Warnings
    • Policies
    • Conflict Topics
  • State of Tennessee - Preferred Service Compensation

    The Commissioner of the Department of Human Resources (DOHR) prepares and maintains a comprehensive compensation plan and has ultimate authority over statewide compensation policy.

    • Compensation
    • Topics
    • State of Tennessee Human Resources: Preferred Services Compensation
    • Policies
  • State of Tennessee - Terminations and Designations for Rehire

    An appointing authority must provide a preferred service employee with a ten (10) calendar day paid notice after notice of dismissal. The employee shall receive pay for any workdays that fall within that notice period.

    • Termination
    • Topics
    • Termination Topics
    • Termination
    • Policies
  • Investigations of Allegations of Illegal Discrimination & Harassment

    State of Tennessee

    It is the State's policy to promptly investigate allegations of illegal discrimination and harassment as defined by the State's Policy on Workplace Discrimination and Harassment. It is also the State's policy to ensure that these investigations are conducted in an impartial and appropriate manner.

    • Conflicts
    • Legal
    • Topics
    • Policies
    • Harassment Retaliation
    • Conflict Topics
  • State of Tennessee Department of Human Resources: Reinstatement of Terminated Employees

    This policy applies to preferred employees dismissed and subsequently reinstated during the appeals process. The purpose of this policy is to ensure consistent application of Tenn. Code Ann. 8-30-318. The policy will not apply to settlements, either by mediation or agreed order, which specifically exclude return of leave.

    • Hiring
    • Termination
    • Topics
    • Termination Topics
    • Termination
    • Policies
  • Personal Use of Social Media

    State of Tennessee

    Social media is a term that encompasses the various activities that integrate technology, social interaction, and content creation. It includes, but it not limited to, social networking, the use of websites that allow users to share content, interact, and develop communities around similar interest. 

    • Technology
    • Topics
    • Technology Topics
    • Social Media
    • Policies
  • State of Tennessee Department of Human Resources; Employee Absence Due to State of Emergency

    Tennessee Department of Human Resources

    The State of Tennessee recognizes there will be instances when inclement weather causes concerns for employees. In general, however, inclement weather does not warrant the closing of state offices, and it shall be the policy of the state to make every effort to maintain normal working hours during periods of inclement weather in order to continue providing necessary services to the citizens of the State of Tennessee.

    • Absence Management
    • Retention
  • Discretionary Leave with Pay Policy

    State of Tennessee

    In accordance with Rules of the Department of Human Resources, an appointing authority may grant discretionary leave with pay to an employee for a period of time not to exceed ten (10) working days when it is considered necessary for the welfare of the employee or the proper operation of the agency. The Department must approve any period of discretionary leave that exceeds ten (10) working days. The appointing authority must make such requests in writing directly to the Commissioner of Human Resources, prior to the expiration of the ten (10) working days allowed or as soon as practicable.

    • Leave
    • Policies
  • State of Tennessee Department of Human Resources- Direct Deposit

    During the interview process, all applicants should be informed that direct deposit of paychecks or an approved exception is a condition of employment with the State.

    • Compensation
    • Personnel
    • Hiring
    • Topics
    • Policies
    • Personnel Policies
  • Designing Positions as Preferred or Executive Service

    TN Department of Human Resources

    State service is divided into the preferred service and the executive service. Pursuant to Tenn. Code Ann. 8-30-202, the following positions have been designated as executive service:

    • Personnel
    • Legal
    • Hiring
    • Topics
    • Preferred Service Employees Policies
    • Policies
    • Legal Topics
  • TN Department of Human Resources-Direct Deposit

    During the interview process, all applicants should be informed that direct deposit of paychecks or an approved exception is a condition of employment with the State.

    • Personnel Policies
    • Policies
  • State of Tennessee DOHR: Appeals Procedure for Preferred Service Employees

    Preferred service employees who have successfully completed the required probationary period may file an appeal regarding the application of law, rule, or policy by an agency to the following employment actions: dismissal, demotion, or suspension.

    • Conflicts
    • Legal
    • Personnel
    • Topics
    • Preferred Service Employees Policies
    • Policies
    • Legal Topics
  • Death Benefits Payments Policy

    State of Tennessee

    The payment of annual, sick, and compensatory leave balances for deceased employees will be made in lump sums. Deceased employees should be prepared from the payroll and Human Resources systems. Deceased employees should not be placed on terminal leave, allowing leave balances to run out. Agencies should submit a supplemental for lump sum payments through the Department of Human Resources. Checks and warrants for these payments will be released to the agencies for distribution.

    • Compensation
    • Health
    • Topics
    • Retention Topics
    • Policies
    • Employee Benefits