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

Recruitment

  • Hiring Topics
  • Policies
  • Recruitment and Selection

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
  • City of Lansing Pandemic Policy

    1. To provide policy guidance that ensures continuity of government operations during an extended pandemic.
    2. To support community wide measures to combat the pandemic while providing essential City services.
    3. To support City employees as they face personal and family needs as well as public service responsibilities.

    • Health Topics
    • Pandemic Policy
    • Policies
  • Court Policies

    • Court Policies
    • Personnel Topics
    • Policies
  • Sample Departmental Compensatory Time Policy

    Effective January 1, 2011, non-exempt employees of the [insert Department or Office] will be required to use accrued compensatory leave for the first three days of any unscheduled approved absences regardless of whether their absence qualifies for the use of accrued sick leave, annual leave or any other accrued leave available to the employee.  Unscheduled absences eligible for bereavement leave, County authorized administrative leave or related to work place injuries will not be required to use accrued compensatory leave.

    • Personnel
    • Topics
    • Retention Topics
    • Policies
    • Compensation Strategies
  • Relocation Program

    NEW EMPLOYEE RELOCATION PROGRAM The Wayne County Airport Authority (“WCAA”) recognizes that in order to attract the best qualified employees, it is sometimes appropriate to pay the moving expenses of new employees relocating to the metropolitan Detroit area. To accommodate these arrangements, the WCAA New Employee Relocation Program (“Program”) is developed related to the payment of relocation expenses. Expenses are expected to be reasonable and within approved departmental budgets. All expenditures will comply with current applicable regulations. Expenses are subject to the limitations contained in this Program.

    • Compensation
    • Personnel
    • Hiring
    • Topics
    • Travel Topics
    • Relocation Policy
    • Policies
  • City of Suffolk - Recruitment and Selection Policy and Procedures

    Purpose: To select and appoint employees with appropriate skills and experience through a uniform selection process.

    • Hiring
    • Topics
    • Recruitment and Selection
    • Policies
    • Hiring Topics
  • Return to Work Light Duty Policy

    • Light Duty
    • Policies
    • Retention Topics
  • State of Tennessee Department of Human Resources: Reduction in Force Severance Benefit Package

    • Layoffs, RIFs & Furloughs
    • Policies
    • Termination Topics
  • State of Tennessee Department of Human Resources: Political Activity by State Employees

    • Conflict Topics
    • Policies
    • Political Activity
  • State of Tennessee Department of Human Resources: Violence in the Workplace

    • Conflict Topics
    • Policies
    • Violence in the Workplace
  • State of Tennessee: Extended Periods of Leave without Pay

    • Leave
    • Policies
  • State of Tennessee Department of Human Resources: Telework

    • Policies
    • Retention Topics
    • Telecommuting
  • State of Tennessee Department of Human Resources: Executive Service Compensation

    • Compensation Strategies
    • Policies
    • Retention Topics
  • State of Tennessee Department of Human Resources: Reduction in Force

    • Layoffs, RIFs & Furloughs
    • Policies
    • Termination Topics
  • State of Tennessee Department of Human Resources: Probationary Periods

    State of Tennessee Department of Human Resources:  Probationary Periods

    • Policies
    • Probationary Period
    • Retention Topics
  • State of Tennessee Department of Human Resources: Discrimination and Harassment

    • Conflict Topics
    • Harassment Retaliation
    • Policies
  • State of Tennessee - Terminations and Designations for Rehire

    An appointing authority must provide a preferred service employee with a ten (10) calendar day paid notice after notice of dismissal. The employee shall receive pay for any workdays that fall within that notice period.

    • Termination
    • Topics
    • Termination Topics
    • Termination
    • Policies
  • State of Tennessee Department of Human Resources - Employee Absence Due to Declared State of Emergency

    The State of Tennessee recognizes that there will be instances where the Governor declares a state of emergency resulting from an emergency beyond local control. However, it shall be the policy of the State to make every effort to maintain normal work hours by initiating departmental Continuity of Operations Plans (COOP) and/or Emergency Workforce Management Plans during these periods in order to continue providing necessary services to citizens of the State Tennessee.

    • Topics
    • Policies
    • Leave
  • Performance Management Procedures and Processing

    State of Tennessee Department of Human Resources

    The Performance Management Program is a systemic process used to define the standards of performance and expected work outcomes for all employees, provide ongoing performance feedback, offer the employee developmental opportunities, and document an objective and fact-based record of the employee's performance. The purpose of the performance management program is to facilitate the creating and nurturing of a performance based culture where the individual employee's performance is aligned with the agency and administration's objectives and employees are appropriately rewarded for the results they achieve.

    • Retention
    • Topics
    • Retention Topics
    • Policies
    • Performance Management
  • State of Tennessee - Preferred Service Compensation

    The Commissioner of the Department of Human Resources (DOHR) prepares and maintains a comprehensive compensation plan and has ultimate authority over statewide compensation policy.

    • Compensation
    • Topics
    • State of Tennessee Human Resources: Preferred Services Compensation
    • Policies
  • State of TN Department of Human Resources: Written Warnings

    An employee may be disciplined for causes related to the performance of duties and/or conduct that may affect an employee's ability to successfully fulfill the requirements of the job.

    • Personnel
    • Resolution
    • Conflicts
    • Topics
    • Warnings
    • Policies
    • Conflict Topics