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

  • Tuition Reimbursement Program

    City of Gainesville, FL

    It is the policy of the City to offer a tuition reimbursement program within the limits funded by the City Commission. Such a program provides an employee the opportunity for training and development that may prepare him/her for career advancement. This program is to assist employees with tuition costs from recognized and accredited institutions of higher learning by the Department of Education (DOE). An attempt will be made to distribute funds so they are available for each school term.

    • Compensation
    • Retention
  • The VRS New Employee Advisor Program: "Getting on Board"

    Virginia Retirement System

    The nine-month VRS New Employee Advisor Program, "Getting on Board," at VRS was created to help new agency employees successfully complete the onboarding process.

  • Employee Onboarding

    City of Lancaster, PA

    Contents: ADP Registration (on or before 1st day), Forms, Time Clock Enrollment, Myers Briggs Type Indicator (Full Time Only), ID Badge, Confirm next benefits orientation 

    • Personnel
    • Hiring
  • Policy and Administrative Regulations

    City of Norfolk, VA

    The City of Norfolk conducts its business fairly, impartially, ethically, and in compliance with all laws and regulations. The City is committed to conducting its business with integrity underlying all relationships, including those with citizens, customers, suppliers, communities and among employees. This policy constitutes the standards of ethical conduct required of all employees.

    • Topics
    • Policies
    • Personnel Topics
    • Personnel Policies
  • Electronic Communication and Technology Policy

    City of Oak Harbor, WA

    It is the policy of the City to maximize the cost-effective use of computer systems as a means of improving productivity.  The City provides communication resources including computing resources, electronic mail (email), internet access, personal digital assistants, and other electronic communications devices (collectively referred to as the City Technology Resources) to employees to assist in and facilitate City’s business and communications. 

    The primary purpose of the City’s network and systems is to provide service to the public as part of City business, in a manner that is consistent with the City’s vision and values.  De minimis, incidental personal use of the City Technology Resources by employees is permitted if accomplished in compliance with the provisions of this policy, as set forth below.

    This policy does not address all required, allowed, or prohibited behaviors by employees, but covers common examples.  In general, the City relies on the good judgment of its employees to ensure that City Technology Resources are used in the public’s best interest. 

    • Technology
    • Topics
    • Technology Topics
    • Policies
    • Electronic Mail Policy
  • Wellness Program Oak Harbor, WA

    City of Oak Harbor, WA

    The Wellness program was established in 2009 by the Wellness Committee, with the support of the Mayor, City Council members and Department Directors.

    • Health
    • Wellness Programs
  • Inclement Weather and Emergency Closings Policy

    Henderson County, NC

    Purpose

    Henderson County recognizes there may be instances of inclement weather or emergency  conditions that may prevent or modify its ability to provide full services to the  community.  This policy sets forth guidelines for determination of modification in  operating hours and services, designation of emergency employees, and how employees  shall account for their time when released from their regular work schedule due to  inclement weather or emergency conditions.

    • Topics
    • Weather Policy
    • Resources
    • Policies
    • Personnel Topics
  • Leave Policy

    Gloucester County, VA

    General Provisions

    The County provides eligible employees with paid and unpaid time away from work for a variety of reasons. Leave, to the extent possible, must be requested in advance. Request for leave, for other than personal illness or that of an immediate family member, will be granted if in the opinion of the supervisor such leave is not disruptive to normal operations.

    • Health
    • Topics
    • Retention Topics
    • Policies
    • Leave
  • Individual Expectation Plan

    Prince George's County Memorial Library System

    The Library seeks to model a high performance culture that encourages, supports, and invests in the development of its staff.  Performance review is an ongoing process to ensure that employees are staying current, if not one step ahead in their duties and mission-critical competencies. 
     
    This plan is intended to: 

    • Encourage each employee to take ownership of his or her performance
    • Provide an administrative mechanism for identifying and tracking needs and plan expectations
    • Assist in planning employee training and development activities
    • Align employee development with the mission, goals, and objectives of the Library and its various departments and branches
    • Allow supervisors to develop a better understanding of their staff’s professional goals, strengths, and development needs
    • Provide a basis for discussion periodically and tracking  progress throughout the year

    • Topics
    • Retention Topics
    • Policies
    • Performance Management
  • Muskingum Watershed Conservancy District (MWCD) - Uniforms, Clothing, and Personal Protective Equipment

    Muskingum Watershed

    The Muskingum Watershed Conservancy District (MWCD) may require employees to wear a uniform while on duty.  The type of uniform and the procedure for wearing the uniform will be determined by the appropriate management staff with the approval of the Executive Director and/or the Director of Human Resources. Similarly, other clothing items falling outside the definition of a uniform may be required to be worn during the course of employment. Personal protective equipment provided by the MWCD shall be worn on a case by case basis as determined by the appropriate supervisory staff with the approval of the Safety Administrator. This policy does not apply to Law Enforcement related clothing and uniforms, which is covered by a separate policy.

    • Topics
    • Policies
    • Personnel Topics
    • Personnel Policies
  • Inclement Weather Policy

    Gloucester County, 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
  • PG County Library Sexual Harassment Policy

    Prince Georges County, MD

    The objective of the Prince George’s County Memorial Library System (PGCMLS) in implementing and enforcing this policy is to define workplace harassment and sexual harassment, prohibit it in all forms, carry out appropriate disciplinary measures in the case of violations, and provide procedures for lodging complaints about conduct that violates this policy and investigating sexual harassment claims.

    • Personnel Policies
    • Personnel Topics
    • Policies
  • Gloucester County - Separation and Termination

    Gloucester County, VA

    Section 12-1: Resignation

    To resign in good standing, employees other than Department Heads must give notice in writing to the Department Head at least fourteen (14) days prior to the effective date of the resignation; Department Heads must give 30 days notice in writing to the County Administrator. Failure to provide the required notice renders the employee ineligible for sick leave accruals and results in forfeiture of accrued annual leave up to eighty (80) hours notwithstanding the provisions of Chapter 5.

    • Topics
    • Retention
    • Policies
  • Town of South Windsor - Code of Ethics Policy

    Town of South Windsor, CT

    PURPOSE

    The proper operation of the Town government requires that public officers, officials and employees serve in the public interest; that governmental decisions and policies be made in the proper channels of the governmental structure; that public office not be used for personal gain; and that the public has confidence in the integrity of its government. The purpose of this code is to set forth standards of ethical conduct; to develop and maintain a tradition of responsible and effective public service; and to provide for actions to be taken in the event of violation of this code.  In recognition of these goals, there is hereby established for the Town the following Code of Ethics.

    • Ethics
    • Legal Topics
    • Policies
  • Smoking Policy

    Town of South Windsor, CT

    The U.S. Surgeon General has named smoking "Public Health Enemy #1" in light of its role as the leading cause of premature death and disability in our country. Research has shown that nonsmokers with chronic heart or lung disease can-experience severe distress when exposed to sufficient concentrations of secondhand smoke. Many allergic individuals and even the majority of healthy nonsmoker’s report discomfort when exposed to secondhand smoke on the job. Furthermore, recent medical studies indicate that long-term exposure to involuntary smoking may increase nonsmokers, risks of developing severe lung disease. 

    • Topics
    • Tobacco/Smoking
    • Policies
    • Health Topics
  • Wellness Policy

    Kinston, NC

    To establish guidelines designed to provide an opportunity for employees to develop healthier lifestyles by adopting habits and attitudes that contribute in a positive way to their health and well-being. .

    • Health
    • Wellness Programs
    • Policies
    • Health Topics
  • Check-in Performance Evaluation Procedures

    Prince George's County Memorial Library System

    While there is no schedule for the Check Ins, the overall process is designed to occur from employee anniversary date to anniversary date.  Managers and employees should discuss proposed expectations and outline them in a written format prior to their anniversary date.  Expectations should be reviewed, referenced, and adjusted as appropriate throughout the year.  The basis of effective feedback is ensuring a shared understanding of the expectations, both what needs to be accomplished and how.  The frequency of Check Ins are to be a minimum of quarterly but could be more frequent depending on the nature of the work being done and workflow of the unit.  For example, employees who work on projects might have their Check Ins based on the project timelines and not on quarters or months.

    • Personnel
    • Topics
    • Retention Topics
    • Policies
    • Performance Management
  • Website and Social Media Policy

    Castaic Lake Water Agency

    The Agency uses its websites (primarily, but not limited to www.clwa.org and https://santaclaritawater.com/) and social media as components of the Agency’s public outreach activities and to assist in the conduct of and to promote Agency business.  Social media programs include, but are not limited to, Facebook, Pinterest, Twitter, Instagram, blogs and other such programs that exist now or will be developed in the future.  The Agency’s websites and social media programs and data used for the social media programs are property of the Agency.   
     
    The purpose of the Agency’s website and social media programs is effective communication that ensures the Agency is recognized as a credible, effective and reliable authority for water infrastructure, management and policy. The Agency’s use of websites and social media programs should be to:

    1. Maintain and enhance credibility and public trust.
    2. Inform the public of what services the Agency provides.
    3. Promote the Agency’s programs and activities.
    4. Promote community partnerships and community events.
    5. Provide accurate information to the public regarding incidents and public service announcements.

    • Social Media
    • Policies
  • City of Grants Pass- Workplace Bullying Policy

    Grants Pass, OR

    The purpose of this policy is to communicate to all employees that the City of Grants Pass will not tolerate bullying behavior. Employees found in violation of this policy will be disciplined, up to and including termination.

    • Personnel
    • Conflicts
    • Resolution
    • Topics
    • Policies
    • Harassment Retaliation
    • Disciplinary Procedures
    • Conflict Topics
  • Employment, Recruitment, and Assessment Process

    Grants Pass, OR

    The purpose of this policy is to specify the process under which positions will be filled.

    • Topics
    • Hiring
    • Recruitment and Selection
    • Policies
    • Hiring Topics