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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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Preparing to Telework

Multnomah County, OR

By the end of this training, participants will be able to:

  • Identify the “best practices” in telework arrangements;
  • Write a Telework Agreement;
  • Understand essential concepts related to the new Multnomah County policy, risk management and safety, information technology, and records management.
  • Topics
  • Telecommuting
  • Retention Topics
  • Policies

Wellness Policy

Kinston, NC

To establish guidelines designed to provide an opportunity for employees to develop healthier lifestyles by adopting habits and attitudes that contribute in a positive way to their health and well-being. .

  • Health
  • Wellness Programs
  • Policies
  • Health Topics

Recruitment and Selection Policy

Georgia Department of Human Services

The Department of Humans Services (DHS) is committed to employing the most qualified candidates while engaging in recruitment and selection practices that comply with all applicable Federal and State laws. It is the policy of DHS to provide equal employment opportunity to all applicants and employees.

  • Hiring
  • Topics

  • Response to Contagious Conditions at Work

    Henry County, GA

    The County strives to provide a safe and healthy workplace for all employees. This policy outlines our overall response to a pandemic flu outbreak or similar illness

    This policy outlines specific steps the County takes to safeguard employees' health and well-being during a flu pandemic, or similar illness, while ensuring the County's ability to maintain essential operations and continue providing essential services to our citizens. In addition, it provides guidance on how we intend to respond to specific operational and human resource issues in the event of a pandemic.

    • Topics
    • Health

  • Planned Response to the Coronavirus Pandemic for City Employees

    City of Newnan, GA

    The new coronavirus, COVID-19, is not a flu but a pneumonia-like infection. The Centers for Disease Control (CDC) believes at this time that symptoms may appear in as few as two days or as long as 14 days after exposure. The good news is that, except in rare situations, an employee diagnosed with the virus will have no significant long-term health care problems. 

    • Health

  • Infectious Disease Control Executive Order

    Midvale City, UT

    Midvale City will take proactive steps to protect the workplace in the event of an infectious disease outbreak. It is the goal of Midvale City during any such time period to strive to operate effectively and ensure that all essential services are continuously provided and that employees are safe within the workplace.

    Midvale City is committed to providing authoritative information about the nature and spread of infectious diseases, including symptoms and signs to watch for, as well as required steps to be taken in the event of an illness or outbreak.

    • Health

  • Communicable Disease Executive Order

    Midvale City, UT

    Midvale City’s decisions involving persons who have communicable diseases shall be based on current and well-informed medical judgments concerning the disease, the risks of transmitting the illness to others, the symptoms and special circumstances of each individual who has a communicable disease, and a careful weighing of the identified risks and the available alternative for responding to an employee with a communicable disease.

    • Health

  • Municipal Order Providing for Leave for Employees Diagnosed with COVID-19

    City of Henderson, KY

    An employee who has been diagnosed with COV-19 will be granted paid leave for up to eighty (80) hours or for 24-shift employees up to 96 work hours in a 14 day calendar period

    or

    An employee who has been exposed to a documented case of COV-19 and has been requested to self-quarantine or to isolate themselves by a health care provider or governmental health official will be granted paid leave for up to  eighty (80) hours or for 24-shift employees up to 96 work hours in a 14 day calendar period.

    The leave cited in this Paragraph can only be used one time.

    • Health

  • Telecommuting Policy and Procedure

    Solano County Water Agency

    It is the policy of SCWA to provide a telecommuting program as an alternative to the traditional work location. The program is designed to achieve increased productivity and effective use of staff work time, promote efficient use of resources, and assist in reducing traffic and air quality hazards.

    Telework refers to a work flexibility arrangement under which an employee performs the duties and responsibilities of such employee's position, and other authorized activities, from an approved worksite other than the location from which the employee would otherwise work.

    • Retention
    • Topics

  • Sample Coronavirus Communication and FAQ

    STRS Ohio

    Following up on Friday’s email to you, with various reports in the news about the coronavirus (COVID-19), STRS Ohio wants you to know that we will continue to promote a safe working environment. While not a current problem at STRS Ohio, we are recommending associates follow the expert advice of the U.S. Centers for Disease Control and Prevention (CDC — www.cdc.gov), regarding the coronavirus. The goal is to minimize risks to our associates and members, while continuing to effectively run our business.


    • Health

  • Internship Program Handbook

    Martin County, FL

    The Martin County Internship Program is designed to give students valuable hands-on experience in government, and an opportunity to build their professional network.

    • Hiring
    • Topics

  • Volunteer Program Handbook

    Martin County, FL

    Thank you for your interest in volunteering for Martin County. We appreciate your commitment to making a difference and serving the community. Volunteering with Martin County Board of County Commissioners is a highly rewarding experience in which you will have fun, meet new people, gain job experiences, and make a difference in a very meaningful way. Whether you are looking to forever imprint your positive mark in the world around you or seeking a place to complete mandated community service hours, Martin Volunteers may have a spot for you. This is because the mission of the program is to build a unified community through the widespread involvement of diverse volunteers within Martin County. Should you decide to serve, you will join many other volunteers who donate their time and talent for the advancement of this beautiful community. The work of our volunteers is truly appreciated as we could not serve the community to the level that we do without their contributions!

    • Hiring
    • Topics

  • Motor Vehicle Use Policy

    Georgia Department of Human Services

    The Department of Human Services (DHS) employs nearly 9,000 associates with two-thirds of the population routinely operating a motor vehicle for state business purposes.

    • Personnel
    • Travel
    • Topics

  • Recruitment and Selection Policy

    Georgia Department of Human Services

    The Department of Humans Services (DHS) is committed to employing the most qualified candidates while engaging in recruitment and selection practices that comply with all applicable Federal and State laws. It is the policy of DHS to provide equal employment opportunity to all applicants and employees.

    • Hiring
    • Topics

  • Applicant Tracking System – HR PASS Implementation

    Georgia Department of Human Services

    • Branded as Human Resources Personnel Action Self-Service System (HR PASS)
    • Cloud-based
    • Aligned with agency’s strategic plan and core values
    • Automation of recruitment process and most HR actions

    • Hiring
    • Topics

  • Test Employee Evaluation Form

    Superior Court of California

    Core Competencies for Collections Fiscal Assistant II Position

    • Hiring
    • Compensation
    • Topics

  • Catastrophic Leave Program

    Pleasant Valley Education Association

    For certificated members of the Pleasant Valley Education Association, catastrophic leave procedures are described in the collective bargaining agreement between the Pleasant Valley School District and the Pleasant Valley Education Association.

    • Health
    • Personnel
    • Topics

  • Finance Department Staffing Experience 2018

    City of Alexandria

    A look back at the Finance Department's huge year recruiting in FY 2018, including a comparison of recruitment volume for all City departments for the four fiscal years from FY 2015 to FY 2018.

    • Topics

  • Remote Work Program

    City of Rancho Cucamonga

    The Remote Work Program (RWP) is a management tool that may be used to increase productivity and morale of employees, boost efficiency in the use of space, reduce operational costs, lessen the environmental impact of vehicle travel, and accommodate special needs of employees.

    The City encourages the use of the RWP where it will be to the mutual benefit of employees, the City, and the City’s stakeholders. The RWP is not an employee benefit intended to be available to all City employees, rather, it is a work option used at the supervisor's discretion, such as flexible work schedules and alternate work schedules. The purpose of this program is to define remote work guidelines and procedures

    • Personnel
    • Retention
    • Topics

  • City Hound Program

    City of Rancho Cucamonga

    The City Hound Program is pilot program allowed under Section VII of the City’s Service and Support Animals Policy. City Hound allows employees to bring in their dog to work on a regular basis. The Human Resources Department will review this program at six months in February of 2020 and again in a year in September of 2020 to determine its efficacy.

    • Retention
    • Compensation
    • Health
    • Topics

  • Dress for your Day Policy

    City of Rancho Cucamonga

    The purpose of this policy is to allow City employees to safely perform their job, while maximizing comfort and maintaining an appropriate and professional image. The City trusts its employees to provide superior service to internal and external customers without feeling obligated to dress in traditional business casual attire day after day. While maintaining your professionalism remains important, the City will provide employees the option to "Dress for Your Day'' - everyday.

    • Retention
    • Topics

  • Baby on Board Program

    City of Rancho Cucamonga

    It is the policy of City of Rancho Cucamonga to provide a positive work environment that recognizes parents’ responsibilities to their jobs and to their babies by acknowledging that, when an baby is able to stay with a parent, this benefits the family, the employer, and society. The City of Rancho Cucamonga’s Baby on Board Program (“Program”) encourages new mothers or fathers to return to work sooner by allowing the new parents to bring their baby to work with them until the child is 6-8 months old, or begins to crawl, whichever comes first.

    • Retention
    • Health

  • Workplace Violence Prevention and Response Policy

    City of Rancho Cucamonga

    The City of Rancho Cucamonga has developed specific guidelines for all employees regarding workplace violence. These guidelines must be followed not only to deter the potential of violence, but also to ensure that the City is taking measures to address and mitigate any occurrences. Each City employee shall sign and follow the "City of Rancho Cucamonga Workplace Violence Prevention and Response Policy."

    • Topics
    • Conflicts