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

  • Compensation, Classification, and Pay Administration Policy

    City of Vancouver, WA

    This policy applies to all eligible employees of the City of Vancouver, unless otherwise addressed by a current collective bargaining agreement or public safety policy. 

    • Compensation Strategies
    • Policies
  • Collective Bargaining in USA

    The term Collective Bargaining can conjure up different images to different observers. For most workers in the United States the presence of unions or collective bargaining in the workplace is something of a faded memory, consigned to history books or perhaps heard at family gatherings from a retired family member who remembers fondly the benefits brought about his/her union. Indeed for most private sector workers the presence of unions or collective bargaining in the workplace is practically non-existent. 

    • Collective Bargaining
    • Legal Topics
    • Policies
    • Resources
  • Cellular Phone and Portable Devices in the Workplace

    Public Risk Management of Florida

    This policy outlines the use of personal cell phones, portable devices, including texting devices at work; the personal use of business cell phones and the safe use of cell phones and other portable devices by employees while driving.

    • Technology
    • Topics
    • Technology Topics
    • Policies
    • Cell Phones
  • Cell Phone Administrative Policy- City of Columbia, MO

    No City employee is permitted to make personal long distance calls for which there are any charge or toll without the authorization of the Department Head, and the cost of any such long distance calls, if allowed, shall be reimbursed in full to the City by the employee. Any calls of a personal nature shall be held to a minimum (both in length and occurrence). 

    • Cell Phones
    • Policies
    • Technology Topics
  • IRS - Employee Cell Phone Policy

    Government employers frequently provide their employees with cellular telephones and pagers to employees to conduct business. This can raise special tax concerns, due to the fact that these items are listed property under the Internal Revenue Code, and because employees may use them for business as well as personal use. 

    • Technology
    • Topics
    • Technology Topics
    • Policies
    • Cell Phones
  • IPMA-HR Cell Phone Review

    IPMA-HR

    Before cell phones, business almost always had to be conducted in the office. If a business meeting was taking place across the country, the first thought to most people after stepping off the plane was to find a pay phone. In the age of cell phones anyone can be contacted at any given time, in any given place. Business men and women can participate in conference calls in the comfort of their own homes and can be contacted should business emergencies arise. 

    • Technology
    • Topics
    • Technology Topics
    • Policies
    • Cell Phones
  • City of Columbia, MO - Telephone Allowance

    THE CITY WILL ANNUALLY REVIEW CELLULAR TELEPHONE USAGE TO ENSURE DESIGNATED EMPLOYEES CONTINUE TO DEMONSTRATE A NEED FOR A PHONE. THIS WILL REQUIRE THE EMPLOYEE TO ANNUALLY COMPLETE THIS FORM AND IF THE EMPLOYEE RECEIVES A PHONE ALLOWANCE THEY WILL BE REQUIRED TO PROVIDE A COPY OF THEIR LATEST CELLULAR PHONE BILL FOR INSPECTION BY THEIR SUPERVISOR.

    • Policies
    • Topics
    • Technology
  • City of Parma, OH - Cell Phone and Pager Usage Policy

    • Technology
    • Technology Topics
    • Policies
    • Cell Phones
  • Dixon, CA - Cell Phone Policy Survey

    • Technology
    • Topics
    • Technology Topics
    • Policies
    • Cell Phones
  • Comprehensive Omnibus Budget Reconciliation Act of 1985 (COBRA)

    The Consolidated Omnibus Budget Reconciliation Act of 1985 (COBRA) continues health-care insurances as mandated by the Comprehensive Omnibus Budget Reconciliation Act of 1985 (COBRA) and the health care portability requirements on group plans under the Health Insurance Portability and Accountability Act (HIPAA). It also appended the Employee Retirement Income Security Act of 1974 (ERISA). 

    • Health
    • Topics
  • Personnel Practices: Cell Phone Policies

    IPMA-HR

    Government employers frequently provide their employees with cellular telephones and pagers to employees to conduct business. This can raise special tax concerns, due to the fact that these items are listed property under the Internal Revenue Code, and because employees may use them for business as well as personal use.

    • Technology
    • Topics
    • Technology Topics
    • Policies
    • Cell Phones
  • Language Skills Pay

    City of College Station, TX

    The City of College Station recognizes that in serving a diverse population, the use of a second language may be of benefit in providing quality service. Therefore, the City has developed a program to compensate employees who are proficient in the use of a second language.

    • Compensation
    • Retention Topics
    • Policies
    • Bilingual Pay
  • Broadbanding Objectives

    Narrow pay grades are associated with centrally controlled salary management and job evaluation procedures that focus on narrowly defined duties and responsibilities rather than on an employee’s contribution, measure .precise. Distinctions between many levels of work, and are designed to ensure internal equity. While these salary management practices were well suited to static organizations they no longer meet the needs of public or private-sector organizations that have to operate in fast changing and highly competitive business environments. 

    • Compensation
    • Topics
    • Technology Topics
    • Policies
    • Broadbanding
  • Broadbanding Objectives

    Narrow pay grades are associated with centrally controlled salary management and job evaluation procedures that focus on narrowly defined duties and responsibilities rather than on an employee’s contribution, measure .precise. Distinctions between many levels of work, and are designed to ensure internal equity. While these salary management practices were well suited to static organizations they no longer meet the needs of public or private-sector organizations that have to operate in fast changing and highly competitive business environments. 

    • Topics
    • Technology Topics
    • Policies
    • Broadbanding
  • IPMA-HR Background Investigations

    IPMA-HR

    Background checks are part of the selection process that is becoming more common as a results of increased access to information, and increased liability for failure to tap into that information.

    • Hiring
    • Background Investigations
  • McMinnville Substance Abuse Policy

    McMinnville, OR

    The goal of the program is to help employees become involved in their own health and to help them develop healthy lifestyle habits. 

    • Health
    • Alcohol & Drugs
  • Cape Fear Alcohol and Drug Policies

    Cape Fear, NC

    The Drug Free Workplace Policy is intended to prohibit the use of drugs and alcohol while at work and to eliminate use during times, which could lead to an effect on job performance during work periods.

    • Alcohol & Drugs
    • Health Topics
    • Policies
  • City of Annapolis Drug Testing Policy

    Annapolis, MD

    With these basic objectives in mind, the City has established a drug testing program for City employees engaged in public safety, management, and other critical positions where the safety and health of its employees and citizens could be placed in jeopardy by the use of illegal substance.

    • Health
    • Alcohol & Drugs
  • Personnel Practices: Alternative Work Schedules Policies

    IPMA-HR

    A look at alternative work schedules in the workplace.

    • Retention
    • Alternative Work Schedules
  • Oklahoma City Drug & Alcohol Testing Policy

    Oklahoma City, OK

    It is the policy of the City of Oklahoma City that the use, abuse, or dependency on illegal drugs, alcohol, and/or controlled substances represent a threat to personal and public safety and property and is in contradiction with Oklahoma City’s organizational values which require accountability to the citizens of Oklahoma City.

    • Health
    • Alcohol & Drugs