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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Recruitment

  • Hiring Topics
  • Policies
  • Recruitment and Selection

Website and Social Media Policy

Castaic Lake Water Agency

  • Social Media
  • Policies

Gloucester County-Inclement Weather Policy

Gloucester, VA

During inclement weather or an emergency/disaster situation, it may be necessary to close county offices or modify office-operating hours. This policy establishes the procedure(s) used to notify employees of the closing and delayed opening of Gloucester Country General Government facilities and offices during inclement weather or emergency/disaster situations.
  • Personnel Topics
  • Policies
  • Weather Policy
  • Woodinville Non-discrimination Equal Opportunity Sexual Harrassment

    • Policies
  • Woodinville Workplace Violence

    • Conflict Topics
    • Policies
    • Workplace Violence
  • Portland Americans With Disabilities Act

    Portland, OR

    Metro complies with the Americans with Disabilities Act and corresponding state law. In keeping with Metro’s commitment to equal opportunity, Metro will not discriminate against any individual based on disability and will ensure that reasonable disability accommodation is provided to allow qualified employees with disabilities to perform the essential functions of their jobs and enjoy equal benefits and privileges of employment. 

    • Legal
    • Americans with Disabilities Act
  • Metro Portland Admin Leave

    • Leave
    • Policies
  • City of Annapolis - Software and Data Code of Ethics

    All employees and contractors of the City of Annapolis (City) shall use software or data only in accordance with its license agreement and authorized use. Illegal software or data exposes the City to liability of fines and seizures. Unless otherwise noted in the license, or in the event that the software or data arrived without a license agreement, any duplication of copyrighted software or copyrighted data, except for backup and archival purchases, is a violation of federal (Copyright Act, Title 17 of the U.S. Code), Maryland state law (Article 27, Section 146) and City policy.

    • Technology
    • Topics
    • Technology Use
    • Technology Topics
    • Policies
  • City of Pooler

    • Personnel Topics
    • Policies
    • Timekeeping Procedures
  • City of Pooler, GA-Sample Memo from HR

    Sample

    • Topics
    • Personnel
    • Timekeeping Procedures
    • Policies
    • Personnel Topics
  • Finding a Needle in a Haystack

    • Hiring Topics
    • Policies
    • Recruitment and Selection
  • Nontraditional Recruiting

    • Hiring Topics
    • Policies
    • Recruitment and Selection
  • Denton

    • Legal Topics
    • Policies
    • Travel
  • Multnomah County , OR- Telework

    Telework 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. By having a telework policy, Multnomah County strives to be an example of how telework can enhance organizational and operational efficiency while enhancing the quality of life in Oregon. 

    • Technology
    • Topics
    • Telecommuting
    • Retention Topics
    • Policies
  • Recruitment

    • Hiring Topics
    • Policies
    • Recruitment and Selection
  • CITY OF CARROLLTON, TX- BENEFITS AND SERVICES

    The City of Carrollton will provide tuition reimbursement to regular full-time and part-time employees. The purpose of this program is to broaden the employee's knowledge of his/her chosen field and/or provide an avenue of preparation for career development.  

    • Personnel
    • Compensation
    • Topics
    • Tuition Reimbursement
    • Retention Topics
    • Policies
  • Telecommuting Overview

    In wake of the tragedy on September 11, 2001, telecommuting was foretasted to be the wave of the future. Workers would begin to work more out of home offices to eliminate the hassles and dangers that come with working in a busy office building. Even though telecommuting percentages did increase after September 11, the influx has not sustained itself. Why? Some telecommuting policies have not been implemented correctly. 

    • Policies
    • Retention Topics
    • Telecommuting
  • College Station

    • Hiring Topics
    • Policies
    • Skill Based Pay
  • IPMA-HR: Tuition Reimbursement Policies

    IPMA-HR

    Most employers encourage continuous learning and development for their employees. Organizations realize that in today's workplace, an educated workforce helps maintain a progressive, responsive and efficient agency. Studies show companies realize a $10 return in productivity for every $1 invested in employee education. At the same time, employers know their staff cannot necessarily afford rising education costs. College tuition increases 11-14% annually and sometimes semi-annually. Organizations should evaluate their education expenditures, goals program guidelines to ensure they're mutually beneficial for both the employer and its employees; the resulting programs should be diverse and tailored for the type of organization. 

    • Retention
    • Compensation
    • Topics
    • Tuition Reimbursement
    • Policies
  • The Quest for the Qualified Job Surfer: It’s Time the Public Sector Catches the Wave

    Organizational use of Internet recruiting has dramatically increased in the last five years. However, there has been little research to guide the development of organizational employment Web pages. This paper first outlines the reasons why public sector organizations should consider focusing more energy on developing their own employment Web sites to supplement other recruiting activities. We then present a model of job surfer behavior that organizations should consider when designing their Web site and making decisions about how to promote it. Based on this model, we make several suggestions for practice. 

    • Hiring
    • Topics
    • Recruitment and Selection
    • Policies
    • Hiring Topics
  • County of Anoka

    • Legal Topics
    • Policies
    • Travel
  • City of Albany

    • Policies
    • Retention Topics
    • Tuition Reimbursement
  • Chesapeake

    • Policies
    • Retention Topics
    • Tuition Reimbursement