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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City Hound Program

City of Rancho Cucamonga

The City Hound Program is pilot program allowed under Section VII of the City’s Service and Support Animals Policy. City Hound allows employees to bring in their dog to work on a regular basis. The Human Resources Department will review this program at six months in February of 2020 and again in a year in September of 2020 to determine its efficacy.
  • Retention
  • Compensation
  • Health
  • Topics

Wellness Policy

Kinston, NC

Purpose

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

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
  • 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
  • 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
  • City of Hagerstown - Equal Employment Opportunity

    The Personnel Manager is responsible for ensuring the City's compliance with all applicable laws regulating equal employment opportunity and for developing programs designed to meet identified needs in the area of equal employment opportunity. 

    • Topics
    • Policies
  • Job Sharing Policy

    Job-sharing refers to an employment arrangement in which one full-time position (40 hours) is divided between two (2) employees, known as "partners," providing full-time equivalence for the position. The arrangement is a deliberate conversion of a full-time position. Responsibilities are equally divided among the partners, by time or by duty, depending on the arrangement. 

    • Policies
  • Sample Educational Assistance

    This program provides financial educational assistance to regular full time employees for approved educational functions including credit and non-credit college level courses, correspondence courses, extension courses, and on or off campus courses that are successfully completed by the employee. In addition to employment-related individual college courses, the policy also provides educational assistance for courses in an approved declared educational curriculum. 

    • Compensation
    • Hiring
    • Personnel
    • Topics
    • Retention Topics
    • Policies
    • Education
  • 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
  • Preparation of Position Descriptions

    A position description is a written report which outlines the education, experience, functions, duties, responsibilities and working conditions of a position, not a description of a person who holds the job. 

    • Personnel
    • Topics
    • Policies
  • 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
  • Ceres, CA - Catastrophic Leave Donation

    The purpose of catastrophic leave is to provide a portion or all of an employee's pay during the time the employee would otherwise be on leave of absence without pay due to catastrophic conditions.

    • Compensation
    • Topics
    • Resources
    • Policies
  • City of Hagerstown- Probationary Period

    • Policies
  • City of Hagerstown- Other type of Leave

    • Policies
  • City of Hagerstown - Social Media Policy

    To support the City's goals and objectives, City of Hagerstown departments, boards, commissions, and City-affiliated neighborhood groups may utilize social media and social networking sites to further enhance communications with various stakeholder organizations.

    • Technology
    • Topics
    • Technology Topics
    • Social Media
    • Policies
  • City of Hagerstown: Position Classification

    The classification plan provides a system of titles and position description language for salaried employees throughout the City.  

    • Personnel
    • Hiring
    • Topics
    • Policies
  • City of Hagerstown- Preparation of Position Description

    • Policies
  • The City of Hagerstown Take Home Vehicle Policy

    • RFP
  • City of Hagerstown - Hazardous Weather Policy

    All employees are expected to report to work for their regular shift. The only exceptions are those personnel on previously approved leave, or those whose positions allow the use of Liberal Leave.

    • Personnel Topics
    • Policies
    • Weather Policy
  • City of Hagerstown Cell Phone Policy

    • Cell Phones
    • Policies
    • Technology Topics
  • City of Hagerstown - Whistleblower Policy

    The City of Hagerstown expects employees to observe high standards of business and personal ethics in the conduct of their duties and responsibilities. As an employee of the City of Hagerstown, we must practice honesty and integrity in fulfilling our responsibilities and comply with all applicable laws and regulations. This policy is intended to encourage and enable employees to raise serious concerns within the organization.

    • Conflicts
    • Topics
    • Whistleblower Protection
    • Policies
    • Legal Topics