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

  • Wellness Policy

    Town of South Windsor, CT

    • Health Topics
    • Policies
    • Wellness Programs
  • 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 SAS 2 job classification qualifies for the FLSA's administrative exemption.

    • Compensation
    • Topics
    • Policies
    • Personnel Policies
  • Certified Professional Secretary Examinations and Eligibility for Automatic Salary Increase

    State of Tennessee

    Tenn. Code Ann. 8-50-102 states: "Any clerical secretarial or clerical management employee or any employee performing closely related administrative support duties of the state who passes the three-part certified professional secretary examination or the full four-part certified administrative professional examination sponsored by the International Association of Administrative Professionals shall be granted an automatic two-step salary advancement under the state's basic compensation plan."

    • Compensation
    • Topics
    • Retention Topics
    • Policies
    • Compensation Strategies
  • Care Leave Policy

    City of Joplin, MO

    To establish a Care Leave Program to provide supplemental paid leave to employees who have exhausted all of their accrued leave time (including vacation, holiday, sick, and compensatory time) due to a personal illness or injury which is life threatening or catastrophic. The requesting employee or designee will be responsible for obtaining the doctor’s certificate and completing paperwork to be submitted, for the leave provided herein, to the Care Leave Steering Committee created under this policy. The Care Leave Program created under this policy is a privilege which may be terminated without cause at the discretion of the City Manager at any time. A denial of Care Leave by the Care Leave Committee is not a denial of any right, and therefore the requesting employee may not appeal the decision to the City’s Personnel Board. Nothing contained herein shall limit or add to the rights of an employee under the Family Medical Leave Act.

    • Health
    • Topics
    • Policies
    • Leave
  • Care Leave Policy

    City of Joplin, MO

    To establish a Care Leave Program to provide supplemental paid leave to employees who have exhausted all of their accrued leave time (including vacation, holiday, sick, and compensatory time) due to a personal illness or injury which is life threatening or catastrophic. The requesting employee or designee will be responsible for obtaining the doctor’s certificate and completing paperwork to be submitted, for the leave provided herein, to the Care Leave Steering Committee created under this policy. The Care Leave Program created under this policy is a privilege which may be terminated without cause at the discretion of the City Manager at any time. A denial of Care Leave by the Care Leave Committee is not a denial of any right, and therefore the requesting employee may not appeal the decision to the City’s Personnel Board. Nothing contained herein shall limit or add to the rights of an employee under the Family Medical Leave Act.

    • Health
    • Topics
    • Retention Topics
    • Policies
    • Extended Leave
  • RFP for Insurance Benefits

    City of Warrensburg, MO

    The City requests proposals from qualified licensed brokers to provide consulting and insurance brokerage services. The City seeks a broker that is well versed in the benefits market, has experience in advising comparable public agencies and works well with various levels of staff and management. Submitted proposals must meet all requirements set forth in this Request for Proposal (RFP).

    • Retention
    • Compensation
    • RFP
    • Benefit Summaries
  • City of Warrensburg, MO Personnel Policies

    CITY OF WARRENSBURG, MISSOURI

    PERSONNEL POLICIES MANUAL

     

    • Policies
  • 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
  • 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
  • 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
  • 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
  • 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
  • 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
  • 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