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
  • Determining the Qualifications for an Administrative Services Assistant 1 and Administrative Services Assistant 2

    State of Tennessee

    The Department of Human Resources maintains a job classification for two levels of Administrative Services Assistants (ASA), ASA 1 and ASA 2. The ASA 1 job classification is non-exempt from the Fair Labor Standards Act (FLSA) overtime requirements, while the ASA 2 job classification qualifies for the FLSA's administrative exemption.

    • Topics
    • Policies
    • Personnel Policies
  • City of Warrensburg, MO Personnel Policies

    CITY OF WARRENSBURG, MISSOURI

    PERSONNEL POLICIES MANUAL

     

    • Policies
  • Copyrights of Training Materials

    State of Tennessee

    It is the policy of the Department of Human Resources Strategic Learning Solutions (SLS) Division that copyrighted materials shall not be reproduced or distributed in any manner for any purpose, including SLS course materials and all internally developed curricula. All copyrighted materials are considered to be intellectual property of SLS.

    • Topics
    • Policies
    • Personnel Topics
    • Copyright Policy
  • Career Ladder Teacher Payments

    State of Tennessee

    The following guidelines and timelines are provided to help ensure uniform and expeditious payments to teachers qualifying for career ladder supplements in the following departments: Education (TDOE), Correction, Mental Health, Intellectual and Developmental Disabilities, Human Services, and Children's Services.

    • Topics
    • Compensation
    • Retention Topics
    • Policies
    • Compensation Strategies
  • Administrative Leave for Exemplary Service (Non-represented Employees)

    Oregon Metro

    Metro may, in its discretion, award paid leave to non-represented, benefits-eligible, overtime-exempt regular status and limited duration employees who demonstrate extraordinary dedication by working long hours above and beyond the expectations for their position. This policy is comparable to “bonus time” provisions found in some Metro collective bargaining agreements. 

    • Topics
    • Policies
    • Leave
  • Wellness Program Policy

    City of College Park, MD

    The purpose of this policy is to provide guidance on employee participation in wellness program activities, to describe the program’s organization and focus areas; and to give the rationale for maintaining a wellness program for the City of College Park’s employees.

    • Health
    • Wellness Programs
    • Policies
    • Health Topics
  • City of Cape Coral, FL Discrimination in Employment & Sexual Harassment

    To set forth the policy of the City of Cape Coral with respect to discrimination and harassment, including sexual harassment, and the City's internal procedure for handling employee complaints relating to alleged discrimination and harassment.

    • Conflict Topics
    • Employee Conduct
    • Policies
  • Oregon Metro - Military Leave Policy

    POLICY

    It is Metro’s policy to comply with all state and federal laws providing employment protections to military service members, veterans, and their families. Protections covered by this policy include leave rights for military service members and their spouses and domestic partners and a prohibition against discrimination.

    • Topics
    • Policies
    • Leave
  • Oregon Metro - Jury Duty and Witness Leave

    It is Metro’s policy to comply with Oregon law allowing employees to take leave from work for jury duty without the loss of any employment benefits. Metro also provides leave to employees who are subpoenaed as witnesses. Benefits-eligible regular status and limited duration employees will be granted paid leave for jury duty and qualifying witness service.

    • Legal
    • Topics
    • Policies
    • Leave
  • City of Cape Coral, FL-Hiring & Promoting Employees

    To provide departments with a process for hiring and promoting within the City of Cape Coral.

    • Policies
  • Leave of Absence without Pay

    Oregon Metro

    Metro has discretion to provide leaves of absence without pay to benefits-eligible regular status and limited duration employees for any reasonable purpose not covered by other leave policies or accrued time off.

    • Topics
    • Policies
    • Leave
  • County of Sacramento - Sick Leave/Wellness Incentive Program

    Purpose:  To define the policy and outline the procedures to be followed regarding the Sick Leave/Wellness Incentive Program.

    • Topics
    • Policies
    • Leave
  • City of Cape Coral, FL Family and Medical Leave Act

    To set forth the policy, responsibilities and procedures for leave under the Family and Medical Leave Act for all eligible employees.

    • Family and Medical Leave Act
    • Legal Topics
    • Policies
  • Portland, Oregon Job Sharing Policy

    Portland, OR

    Metro permits two employees to share one full-time position if, in Metro's judgment, the position lends itself to a job sharing arrangement without decreasing efficiency or increasing the net cost of the position to Metro.

    • Retention
    • Alternative Work Schedules
  • Social Media Policy

    City of Annapolis, MD

    Social media and networking services have become a common form of communication in the workplace and among stakeholders and citizens. Social networks are online communities of people or organizations that share interests and/or activities and use a wide variety of Internet technology to make the interaction a rich and robust experience. The purpose of this policy is to set forth guidelines on the City of Annapolis’ use of social media to communicate with citizens, businesses, visitors and other stakeholders. It also sets forth the roles and responsibilities of moderators and commenters who use the City’s social media networks and sites, and of City employees who use social media to pursue official, professional or personal interests.

    • Technology
    • Topics
    • Technology Topics
    • Social Media
    • Policies
  • Woodinville- Whistleblower Protection

    Encourage reporting by its employees of improper governmental action taken by District employees, Executive Team members and/or Commissioners

    • Legal
    • Personnel
    • Topics
    • Whistleblower Protection
    • Policies
    • Legal Topics
  • City of Annapolis - Electronic Use Policy

    Compliance with this administrative regulation will encourage responsible and acceptable use of electronic communications provided by the City of Annapolis [City], and will support the needs of citizens and City employees. This administrative regulation reflects a realization that efficient use of electronic communications can:

    ● Enhance partnership, community involvement and the exchange of information and ideas between citizens, businesses and local government.

    ● Provide information both internally and to the public about the activities and services of the City.

    ● Improve the quality, productivity and general cost-effectiveness of the City's work force. 

    • Technology
    • Topics
    • Conflicts
    • Technology Topics
    • Policies
    • Electronic Mail Policy
  • Woodinville Compensation Strategies

    This policy is applicable to non-represented employees who are not working under an employment contract with the District. Non-represented employees who are working under an employment contract with the District and union-represented District employees are excluded from the terms of this policy. 

    • Compensation Strategies
    • Policies
    • Retention Topics
  • Woodinville - Weapon-Free Workplace

    To ensure that Woodinville Fire & Rescue (the “District”) maintains a workplace safe and free of violence for all employees, the District prohibits the possession or use of weapons by employees inside any District facilities or during any District-related activity.

    • Personnel
    • Conflicts
    • Legal
    • Topics
    • Workplace Violence
    • Policies
    • Conflict Topics
  • City of Annapolis - Electronic Mail Policy

    INTRODUCTION

    This Policy explains City of Annapolis [“City”] policies, rules and regulations on electronic mail [e-mail]. It also defines policy and procedures particular to the use of City-owned e-mail systems and services.

    The fundamental assumptions governing these policies are that: the City e-mail system and services are City-owned facilities; and users of the City e-mail system and services are authorized to use those facilities in advancement of the City’s public service mission.

    The City encourages the use of e-mail and respects the privacy of users. It does not routinely inspect, monitor, or disclose e-mail sent or received by the City or its employees. However, City users must understand that they have a diminished expectation of privacy in using City e-mail systems and services. 

    • Technology
    • Topics
    • Technology Topics
    • Policies
    • Electronic Mail Policy