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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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

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
  • 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
  • Check-in Performance Evaluation Policy

    Prince George's County Memorial Library System

    The Check In performance evaluation provides a means for discussing, planning and reviewing the performance and expectations (goals) for each employee.

    • Personnel
    • Retention
    • Topics
  • Check-in Performance Evaluation Procedures

    Prince George's County Memorial Library System

    While there is no schedule for the Check Ins, the overall process is designed to occur from employee anniversary date to anniversary date. Managers and employees should discuss proposed expectations and outline them in a written format prior to their anniversary date. Expectations should be reviewed, referenced, and adjusted as appropriate throughout the year. The basis of effective feedback is ensuring a shared understanding of the expectations, both what needs to be accomplished and how. The frequency of Check Ins are to be a minimum of quarterly but could be more frequent depending on the nature of the work being done and workflow of the unit. For example, employees who work on projects might have their Check Ins based on the project timelines and not on quarters or months.

    • Retention
    • Personnel
    • Topics
  • Individual Expectation Plan

    Prince George's County Memorial Library System

    The Library seeks to model a high performance culture that encourages, supports, and invests in the development of its staff. Performance review is an ongoing process to ensure that employees are staying current, if not one step ahead in their duties and mission-critical competencies.

    • Retention
    • Compensation
    • Topics
  • Succession Plan

    Land of Lincoln Goodwill Industries (LLGI)

    Purpose

    LLGI Board of Directors and leadership recognize that changes in management are inevitable.  LLGI has established a succession plan to provide continuity in leadership and avoid extended and costly vacancies in key positions.  LLGI’s succession plan is designed to identify and prepare candidates for high level management positions that become vacant due to retirement, resignation, death or new business opportunities.

    • Retention
    • Hiring
    • Personnel
    • Topics
  • Executive Compensation Project

    Land of Lincoln Goodwill Industries (LLGI)

    Land of Lincoln Goodwill Industries (LLGI) is a growing organization.  When I started here in September 2006, there was no HR infrastructure in place.  Over the next 10 years, a true HR system was developed, however, a true compensation program was not a part of that.  Many years, we struggled to provide pay for our entry level employees at minimum wage.  Salaries were established based on labor market information, internal comparables and ability to pay.  As a result, we had no compensation philosophy for the organization as a whole and no executive compensation program for the same reason, and also because of disinterest by the Board of Directors in establishing one.  

    • Topics
    • Compensation
  • Drug and Alcohol Testing Policy and Program

    Land of Lincoln Goodwill Industries (LLGI)

    Land of Lincoln Goodwill Industries, Inc. (LLGI) is firmly committed to providing a productive, safe and healthy work environment. The use, misuse or abuse of illegal drugs, abuse and misuse of alcohol, prescription drugs and lawful products (including cannabis on any local or state level), adversely affects those objectives by increasing absenteeism, lowering productivity and quality and most of all, jeopardizing the health and safety of our service participants, employees, customers, donors, and all others who conduct or transact business with us.

    The following policy and testing program requires compliance by all employees who are not subject to the U.S. Department of Transportation Regulation on drug testing, as a condition of employment and continued employment with LLGI.

    • Hiring
    • Health
    • Topics
  • Drug and Alcohol Free Workplace

    Contra Costa Water District

    To confirm the District's commitment to employee and public safety with a drug and alcohol free workplace, and to comply with applicable state and federal laws.

    • Health
    • Topics