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.

Popular and Featured

IPMA-HR: Recruitment Strategies Policies

Table of Contents

  • Finding the Needle in the Hack Stack……………………..…..3
  • Recruiting Non-traditional Demographic Groups………….….6
  • The Quest for the Qualified Job Surfer: It’s Time the Public Sector Catches the Wave…………………………..........................................…....19
  • Sample Policies
    • City of Frederick, MD………………………………….…..33
    • City of Las Cruces, NM……..………..……………...……36
    • City of Mission Viejo, CA………………...…………….....48
    • City of O’Fallon, IL………………………………...…........52
  • Hiring
  • Topics
  • Recruitment and Selection
  • Policies
  • Hiring Topics

Website and Social Media Policy

Castaic Lake Water Agency

  • Social Media
  • Policies

Gloucester County-Inclement Weather Policy

Gloucester, VA

During inclement weather or an emergency/disaster situation, it may be necessary to close county offices or modify office-operating hours. This policy establishes the procedure(s) used to notify employees of the closing and delayed opening of Gloucester Country General Government facilities and offices during inclement weather or emergency/disaster situations.
  • Personnel Topics
  • Policies
  • Weather Policy
  • Health Insurance Opt

    Full time City of Hagerstown employees who have medical coverage through another source are eligible to participate in the Opt-Out program. The City offers this option in recognition of the needs of our diverse workforce and to provide the maximum flexibility in health care choices and savings to employees, their families and the City. 

    • Policies
    • Topics
    • Health
    • Personnel
  • Electronic Mail

    • Policies
  • Saline County - Personnel Policies and Procedures

    Employees of the County may take part-time jobs if in the opinion of the Elected Official or Department Head, there is no conflict with working hours, no detrimental effects to the employee's efficiency in his/her work, and no conflict with the interests of the County.  Department Heads must obtain the approval of the County Commissioners for any outside employment.

    • Conflict Topics
    • Outside Employment
    • Policies
  • Vacation Leave

    • Leave
    • Policies
    • Retention Topics
  • City of Hagerstown - Reasonable Accommodation Policy

    To ensure non-discrimination with respect to qualified individuals with disabilities; and to also ensure equal employment opportunities for same, the City of Hagerstown has adopted the following policy. 

    • Hiring
    • Retention
    • Topics
    • Resources
    • Policies
  • SALINE COUNTY PERSONNEL POLICIES AND PROCEDURES

    This policy provides guidance to help Saline County employees distinguish between sensitive and non-sensitive PHI and PII under the HIPAA, HITECH and PCI. 

    • Health
    • Personnel
    • Topics
    • Policies
  • Health Benefits Policy

    The City makes medical and prescription benefits available to all regular full time employees and their dependents. Plans are available for active employees and one plan is available for retired employees under age 65 who are not work-related disabled retirees. If an employee suffers a job-related death or job related disability that requires early retirement, (prior to age 65), the City will provide the Retiree Plan for full medical coverage, at City cost, for the employee, his/her spouse, and dependent children (who are covered on the medical plan prior to the employee’s retirement from the City) until the employee and spouse each attain age 65; and children attain age 26 years. When a retiree or spouse actually reach age 65 or become eligible for Medicare insurance, the retiree and spouse will receive the same benefits granted to other retirees at age 65. A Medicare supplement plan is available for retirees who are over 65 or Medicare eligible. The City reserves the right to amend or change coverage as needed.  

    • Compensation
    • Topics
    • Policies
  • Personnel Manual Index

    • Personnel Policies
    • Personnel Topics
    • Policies
  • Saline County Overtime

    • Overtime
    • Policies
    • Retention Topics
  • Employment Status Changes

    • Policies
  • Overtime and Compensatory Time

    The purpose of this policy is to define compensatory and overtime practices throughout the City, and the method for computing and recording this time. 

    • Personnel
    • Compensation
    • Topics
    • Retention Topics
    • Policies
    • Compensatory Time
  • Cell Phone Policies

    • Cell Phones
    • Policies
    • Technology Topics
  • Vehicle Operations Policy

    • Driving
    • Policies
    • Travel Topics
  • Sick Leave Policy

    Section I - Eligibility & Accumulation

    1. Full time employees will earn the equivalent of one (1) sick day per month, accruing at 1.8462 hours/ week.

    2. Employees may use five days of sick leave for the adoption of a child.

    3. Employees may use up to five days of sick leave, to care for an immediate family member who is ill. Immediate family members include: child, spouse, parent, grandparent, or other dependent relative for whom the employee assumes financial responsibility.

    4. An employee may accumulate up to one hundred forty five (145) days maximum sick leave.

    • Health
    • Topics
    • Retention Topics
    • Policies
    • Leave
  • Administration of Discipline

    The purpose of discipline is to assure adherence to policies and to give employees the opportunity to correct inappropriate work behavior. Accordingly, it is the policy of the City to impose appropriate penalties. The paragraph headings and structure contained herein are for the convenience of use and are not intended to limit, vary, define or expand the terms and provisions contained in this policy. As such, they shall not be used to interpret or construe the terms, provisions or rules of this policy.

    • Personnel
    • Conflicts
    • Topics
    • Policies
    • Disciplinary Procedures
    • Conflict Topics
  • Wage and Salary Administration

    • Compensatory Time
    • Policies
    • Retention Topics
  • Saline County Interns Externs and Volunteer Policy

    All Employees, Interns, and Volunteers of Saline County except Sheriff’s Office Reserves and Mounted Patrol volunteers.

    • Conflict Topics
    • Policies
    • Volunteering
  • Probationary Period

    • Policies
    • Probationary Period
    • Retention Topics
  • Smoking in the Workplace Policy

    The purpose of this policy is to comply with the State of Maryland requirements on smoking in the workplace and to promote the safety and well being of all City employees by limiting smoking within and around City facilities. 

    • Health
    • Topics
    • Tobacco/Smoking
    • Policies
    • Health Topics
  • Saline County - Illness and Disability Sick Leave Pool

    1. Regular full-time and regular part-time employees who wish to enroll in the illness/disability pool will submit a pool donation form to the Human Resource Director before January 1. Each employee must be willing to donate at least eight (8) hours of sick leave. Employees may donate up to twenty-four (24) hours of sick leave to the pool at enrollment.

     

    • Health
    • Topics
    • Policies
    • Legal Topics
    • Disability Related Issues