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
  • 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
  • Return to Work Light Duty Policy

    • Light Duty
    • Policies
    • Retention Topics
  • Charles County - Theft Policy

    The County has executed a policy to deal proactively with incidents of employee theft as they arise.

    • Legal
    • Conflicts
    • Topics
    • Theft Policy
    • Policies
    • Personnel Topics
  • Wayne County Airport Authority: New Employee 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. 

    • Policies
    • Relocation Policy
    • Travel Topics
  • 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
  • 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
  • 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 Severance Benefit Package

    Upon allocation by the General Assembly in the annual appropriations bill, qualifying employees who are separated due to a reduction in force (RIF) shall receive  a severance benefits 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: Operation of Motor Vehicles by State Employees

    • Driving
    • Policies
    • Travel Topics
  • State of Tennessee Department of Human Resources: Reinstatement of Sick Leave

    Sick Leave Reinstatement

    • Policies
    • Reinstatement of Sick Leave
    • 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: Violence in the Workplace

    • Conflict Topics
    • Policies
    • Violence in the Workplace
  • 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 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