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

  • Washoe County - Workplace Violence Policy

    As part of Washoe County's commitment to provide a safe place for its employees to work, and to safeguard the public, it is the County's policy not to tolerate acts or threats of physical violence, including acts or threats of violence through intimidation, harassment and/or coercion which involve or affect the County, which are directed against an employee while performing his or her duties of employment, which are directed against the County, or which are directed against any person while at a County workplace.

    • Conflict Topics
    • Policies
    • Workplace Violence
  • Monterey County-Workplace Violence Policy

    The County of Monterey is committed to providing and maintaining a safe work environment for its employees and the public. It is the policy of the County of Monterey that threats of violence or violent behavior, direct or implied, will not be tolerated in the workplace. The workplace is defined as any location where County business is conducted by County employees including vehicles and parking lots.  

    • Personnel
    • Conflicts
    • Legal
    • Topics
    • Workplace Violence
    • Policies
    • Conflict Topics
  • CITY OF WILSONVILLE, OR- WORKPLACE VIOLENCE POLICY

    The City of Wilsonville is committed to providing a safe workplace environment for all employees. Acts or threats of violence including intimidation, harassment, and/or coercion, which involve or affect the City and/or its employees will not be tolerated. Similarly, acts or threats of violence including intimidation, harassment, and/or coercion will not be tolerated in City buildings or City property. All employees are expected to conduct themselves in a manner that is consistent with this policy. 

    • Resolution
    • Personnel
    • Topics
    • Workplace Violence
    • Policies
    • Conflict Topics
  • Establishing a Workplace Violence Policy

    By definition workplace violence is violence or the threat of violence against another worker including verbal abuse, assault and homicide. According to OSHA, over two million American workers are victims of workplace violence every year, with the most common type of workplace violence crime being assault.

    • Conflict Topics
    • Policies
    • Workplace Violence
  • Workplace Violence Prevention

    City of Oceanside

    It is the policy of the City of Oceanside to provide a safe and secure work environment and to protect its employees against violent, threatening, harassing, or other disruptive or intimidating acts or statements with a "zero tolerance" for such behaviors.

    • Conflicts
    • Topics
    • Workplace Violence
    • Policies
    • Conflict Topics
  • Sample Complaint Form

    Sample Complaint Form

    • Conflicts
    • Personnel
    • Topics
    • Workplace Violence
    • Policies
    • Conflict Topics
  • City of St. Paul - Paid Parental Leave Policy

    It is the policy of the City of Saint Paul to provide Paid Parental Leave to eligible employees, due to the birth of an employee’s child or the placement within an employee’s home of an adopted child. This policy will run concurrently with eligible leave under the Family and Medical Leave Act (FMLA). This policy is in effect for childbirth or adoptions occurring on or after January 1, 2015.

    • Topics
    • Policies
    • Leave
  • Retirement Plan

    Hamilton County, TN

    Hamilton County provides retirement benefits to its employees through the Tennessee Consolidated Retirement System or TCRS. 

    • Policies
    • Retirement Plans
    • Termination Topics
  • Ohio Department of Administrative Services -Workplace Violence Prevention Policy

    The Department of Administrative Services is committed to providing its employees a work environment that is safe, secure and free of harassment, threats, intimidation and violence. DAS recognizes that workplace violence is a growing problem that should be addressed by all employers and therefore adopts this zero tolerance policy for workplace violence. Consistent with this policy, threats or acts of physical violence, including intimidation, harassment, and/or coercion which involve or affect DAS employees or which occur on state property will not be tolerated. Employees shall refer any questions regarding their rights and obligations under this policy to the DAS, Office of Employee Services (614-466-2136). Policy Statement A.

    • Conflict Topics
    • Policies
    • Workplace Violence
  • City of Ypsilanti - Personal Relationships in the Workplace Policy

    The employment of relatives or individuals involved in a dating relationship in the same area of an organization may cause serious conflicts and problems with favoritism and employee morale.

    • Policies
    • Topics
  • City of Englewood, CO-Conflict of Interest Policy

    To set forth City policy that outlines conditions under which employee personal interest would present a conflict with City interests.

    • Conflicts
    • Resolution
    • Topics
    • Policies
    • Conflicts of Interest
    • Conflict Topics
  • Workplace Dating Policy

    City of Slidell, LA

    It is the policy of the City to promote a productive work environment. While the city encourages employees to develop good working relationships and friendships with fellow employees certain types of fraternization are prohibited. The city does not wish to intrude into the private lives of their employees, however, when personal or business relationships between employees adversely impact or have the reasonable potential to adversely impact the City of Slidell by eroding morale, good order, discipline, respect for authority or departmental cohesion they become a matter of official concern. In order to avoid situations involving unlawful sexual harassment, stalking, conflicts of interest, misunderstandings or the appearance of favoritism and impropriety any relationship that, impedes the City's ability to conduct business, that would create a conflict of interest or that would prevent employees from performing their duties in an effective manner and would therefore be detrimental to a productive work environment is prohibited.

    • Dating in the Workplace
    • Personnel Topics
    • Policies
  • Hamilton County, TN-Deferred Compensation

    Hamilton County employees are eligible to participate in an optional tax-deferred retirement savings plan known as a 457 plan. Contributions to this plan can be made through regular payroll deductions. Participants have the ability to direct their contributions among many investment options.

    • Compensation Strategies
    • Policies
    • Retention Topics
  • City of Albany - Compensation and Classification System

    This policy is to provide all employees with an understanding of the compensation and classification systems at the City of Albany.

    • Compensation
    • Topics
    • Policies
    • Compensation Strategies
  • Pima County Community College

    The preceding information is provided as a summary and general guideline only. It does not cover all situations or aspects governing conflict of interest and nepotism. Contact the Human Resources Office, Employee Relations, for assistance in interpreting and carrying out these requirements. 

    • Conflicts
    • Topics
    • Policies
    • Personnel Topics
    • Dating in the Workplace
  • Dating in the Workplace

    IPMA-HR

    With men and women working along side one another -- and sharing the stresses of the workplace such as long hours, deadlines and other job pressures --- it's no wonder that workplace romances frequently occur. According to an article published in 2006 by the Untied Press International, 20 million workplace romances are taking place right now.

    • Topics
    • Policies
    • Personnel Topics
    • Dating in the Workplace
  • City of Annapolis- Dating Policy

    The City of Annapolis strongly believes that an environment where employees maintain clear boundaries between personal and business interactions is most effective for conducting business.  Although this policy does not prevent the development of friendships or consensual romantic relationships between coworkers, it does establish clear boundaries as to how relationships will progress during working hours and within the working environment.  Individuals in supervisory relationships or other influential roles are subject to more stringent requirements under this policy due to their status as role models, their access to sensitive information and the ability to influence others.

     

    • Personnel
    • Topics
    • Policies
    • Personnel Topics
    • Dating in the Workplace
  • Las Vegas Convention & Visitors Authority - Compensation Philosophy

    Purpose: The Las Vegas Convention & Visitors Authority (Authority) values its most important asset, our employees, who provide efficient, effective and responsive customer service in keeping with the values of the organization. The classification and compensation system supports the employees of the Authority by helping them to be responsive to their customers while being fiscally sound and cost effective. 

    • Policies
    • Topics
    • Compensation
  • Moving from a Defined Benefit to a Defined Contribution Retirement Plan in the Case of a Highly Unionized Public Entity

    Genesee County, MI

    In the private sector, there has been a significant move away from offering traditional pension plans – and toward providing instead a defined contribution plan. Even when hybrids like cash balance plans are included, the percentage of employees covered by defined benefit retirement arrangements is estimated to be less than half of what it was twenty-five years ago. The percentage of employers sponsoring such benefit plans has fallen even more. At the same time, in the public sector, traditional approaches to retirement benefits continue to dominate. This is despite the cost advantages to the governmental employer in moving to a defined contribution plan. While one can argue that there is no longer a need for public entities to offer a traditional pension plan to be competitive (at least with the larger private/business sector), a reluctance to change is apparent. This can particularly be the case when the entity is highly unionized - even in the private sector, unionized employers are more likely to continue to feature a defined benefit plan.

    This paper describes the approach of one public employer as it sought to reduce its retirement costs by moving from a traditional pension plan to a defined contribution plan while still providing a strong, competitive benefits package. Not only is it notable that this was eventually accomplished in the context of a largely unionized entity. In addition, one might argue that the more flexible and portable nature of the defined contribution retirement benefit will make the employer more competitive in attracting quality early and mid-career workers. 

    • Compensation
    • Legal
    • Policies
    • Legal Topics
    • Collective Bargaining
  • Request for Proposals for Compensation and Classification Study

    City of Port Orange, FL

    All proposals are solicited and shall be made pursuant to the Code of Ordinances, City of Port Orange, Chapter 2, Article VI, Division 2, Section 2-256, and all proposals will be evaluated in accordance with the provisions thereof. Code of Ordinances, City of Port Orange is on file in the Office of the City Clerk, City Hall, 1000 City Center Circle, Port Orange, Florida 32129, and at www.municode.com 

    • Compensation
    • Topics
    • Retention Topics
    • Policies
    • Compensation Strategies