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.

Can't find the policy you need?

Visit Engage, IPMA-HR's member-only community. Our open forum gives you real-time access to other public sector HR professionals and the opportunity to share resources with one another.

Policy Topics

  • City of Kirkwood Other Employee Benefits

    Employees may, with the approval of their Department Head, have professional organization dues payment made by the City provided that the membership benefits the employee in completing assigned duties and responsibilities.

    • Employee Benefits
    • Policies
    • Retention Topics
  • City of Albany - Family Medical Leave Act

    It is the policy of the City of Albany, and in accordance with federal and state law, to grant family medical leave to eligible employees. Generally, eligible employees are entitled up to 12 weeks of unpaid leave of absence per calendar year except as noted below under “special circumstances,” or up to 26 weeks if providing care for a recovering armed forces service member. Federal and state laws protect an employee against loss of employment for reasons related to the leave and, in some cases, against loss of insurance coverage in the event an employee must be absent from the workplace due to his or her own serious health condition, the serious health condition of a family member, to care for a family member injured in the line of duty while on active duty, or for a qualifying exigency for a family member called to active duty or an impending call or order to active duty. The law guarantees a maximum amount of time off which is either paid or unpaid depending upon available unused leave accruals.

    • Legal
    • Compensation
    • Topics
    • Policies
    • Legal Topics
    • Family and Medical Leave Act
  • City of Flint - Family and Medical Leave Act

    The purpose of this policy statement is to outline the conditions under which employees of the City of Flint may obtain leaves of absence under the provisions of the Family and Medical Leave Act of 1993 (hereinafter sometimes referred to as FMLA).

    • Health
    • Topics
    • Policies
    • Legal Topics
    • Family and Medical Leave Act
  • City of Albany, OR - Leave of Absence

    Purpose

    In an effort to recognize that employees may have a need for a leave in addition to other City accrued leave, the employee may be granted a leave of absence according to this policy.

    • Compensation
    • Topics
    • Policies
    • Leave
  • Reno County, KS - Motor Vehicle Safety Policy

    Purpose: Reno County recognizes that operating a motor vehicle is a dangerous activity which requires safe driving practices and adherence to a higher safety standard in order to protect our own employees as well as other motorists.

    • Topics
    • Travel Topics
    • Policies
    • Driving
  • City of Flint - Cell Phone & Pager Policy

    The City of Flint relies on Cell Phones and Pagers to communicate with off-site employees. To ensure that its Cell Phones and Pagers are used properly by its employees, independent contractors, agents, and other users, The City of Flint has created this Cell Phone and Pager Use Policy.

    • Retention
    • Technology
    • Topics
    • Policies
    • Cell Phones
  • Personal Leave Time Policy

    Reno County, KS

    Reno County recognizes that employees want and/or require time away from the job. Reno County also recognizes that the traditional forms of time off no longer meet the needs of many employees. To better address employee needs for paid time away from work, and to help employees schedule paid time off as needed Reno County has adopted Personal Leave Time in lieu of vacation, funeral, and floating holiday time off.

    • Topics
    • Policies
    • Leave
  • Social Media Policy

    Village of Bloomingdale, IL

    This policy establishes guidelines for the use of any third party social media site by the Village (including but not limited to Facebook and Twitter) as a means of conveying Village information to the public. The intended purpose of Village operated social media sites is to disseminate accurate information to the public. In so doing, the Village has a vested interest and expectation of controlling what is “spoken” or “stated” on behalf of the Village, as well as and what is posted on a Village social media site.

    • Policies
  • McMinnville Background Check Policy

    McMinnville, TN

    Purpose City of McMinnville is committed to providing a safe and secure environment for its employees, residents, and visitors, and to protecting its funds, property and other assets. Well-informed hiring decisions contribute to this effort. Therefore, City of McMinnville has adopted a policy on background screening for its prospective, continuing, and returning employees.

    • Hiring
    • Background Investigations
  • Orange County - Harassment Policy

    Orange County, CA

    Purpose: To have a workplace that is free of harassment in any form and where people are treated with respect and dignity

    • Harassment Retaliation
    • Conflict Topics
  • Orange County, CA-Court Employee Social Media Policy and Guidelines

    To provide parameters for proper use of social media as a Court employee. This policy incorporates the provisions of the Court Employee Information Technology Systems Policy (“IT Policy”), the Code of Ethics for Court Employees, and the Court Harassment Policy, and is intended to be read in conjunction and consistent with such policies. Nothing in this policy is intended to interfere with, restrain, or prevent employee communications which constitute protected concerted activity regarding wages, hours, or terms and conditions of employment.

    • Policies
  • Total Compensation Statement- City of Minneapolis, MN (Reviewed May 2013)

    Minneapolis, MN

    A sample compensation statement.

    • Retention
    • Compensation
    • Benefit Summaries
  • Calvert County - Workplace Violence Policy

    It is the policy of the Board of County Commissioners to have zero tolerance for workplace violence, and to regard it as a very serious matter and prohibit violence in the workplace by any person and in any form. It is the policy of the Board of County Commissioners to encourage employees who feel they have been subjected to workplace violence to bring these problems immediately to the direct attention of management. Every attempt shall be made to resolve these issues fairly and expeditiously.

    • Health
    • Conflicts
    • Topics
    • Workplace Violence
    • Policies
  • UW Colleges Criminal Background Check Policy

    University of Wisconsin Colleges

    To provide a safe and secure environment for the employees, students, partners and clients of UW Colleges and UW-Extension. 

    • Hiring
    • Background Investigations
  • Alternative Work Schedule Policy Suffolk, VA

    Suffolk, VA

    This policy is intended to provide guidelines for the utilization of alternative work schedules by employees of the City of Suffolk eligible for such schedules. The provisions of this policy are based on operational needs and, therefore, are subject to change based on operational variables.

    • Retention
    • Alternative Work Schedules
  • Religious Accommodation Policy

    Maryland Insurance Administration

    The MIA is committed to fully implementing federal and state laws mandating equal employment opportunity and reasonable religious accommodation for qualified applicants and employees.

    • Americans with Disabilities Act
    • Legal Topics
    • Policies
  • Bilingual Pay Policy

    San Mateo County, CA

    A salary differential allowance shall be paid to incumbents of positions requiring use of a second language as designated by the appointing authority and the Director of Human Resources. Designation of positions for which bilingual proficiency is required is the sole prerogative of the County. Positions can only be designated to receive the Bilingual Salary Differential Allowance when the following eligibility requirements are met and procedures followed.

    • Bilingual Pay
    • Policies
    • Retention Topics
  • City of Vancouver - Conflict Resolution and Meditation

    The City has an interest in resolving workplace conflicts and complaints. Therefore, the City provides employees with various problem solving tools and/or resources such as mediation services, a structured complaint resolution process and the Employee Assistance Program (EAP). Issues involving unlawful acts, such as harassment or discrimination, are addressed through other City policies. 

    • Policies
    • Topics
  • Bilingual Pay Program-Chandler, AZ (Reviewed April 2013)

    City of Chandler, AZ

    The purpose of this policy is to establish the procedures for the administration of the City's Bilingual Pay Program.

    • Personnel
    • Compensation
    • Topics
    • Retention Topics
    • Policies
    • Bilingual Pay
  • Public Sector Recruiters Get Aggressive in Tough Economy

    I t’s not unheard of for Lisa Esquivel, IPMA-CP, deputy human resources director for the city of Phoenix, Ariz., to use a headhunter to help find qualified candidates to fill open jobs within her organization.

    • Policies
    • Recruitment and Selection