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

  • City of Hagerstown 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. 

    • Conflict Topics
    • Disciplinary Procedures
    • Policies
  • City of Hagerstown - Electronic Mail

    Electronic mail (e-mail) is an office communications tool which facilitates the sending of messages and documents within City Government and to outside entities. On-line services (i.e. the Internet) are a means of transmitting e-mail and sharing additional information. The City’s network (LAN) is a device designed to link PC’s together to facilitate file sharing, e-mail and other office automation tasks.

    • Policies
  • Conditions of Employment

    City of Hagerstown

    Section I - Outside Employment

    No employee may engage in outside employment which could create a conflict with their City employment. Employees, who engage in any outside employment, must notify their department manager in writing. It is the responsibility of the department manager and Personnel Manager to review requests to determine if a potential conflict of interest exists and to prohibit the employee from engaging in any outside employment where of a conflict of interest exists.

    • Personnel
    • Topics
    • Policies
    • Personnel Policies
  • City of Hagerstown - Employee Performance Review

    The City of Hagerstown's performance appraisal process encourages employee development by making the employee part of the process, and thereby optimizing productivity."

    • Compensation
    • Topics
    • Retention Topics
    • Policies
    • Performance Management
  • City of Hagerstown- Health Benefits

    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.  

    • Health Care
    • Policies
    • Retention Topics
  • City of Hagerstown Substance Abuse Drug Testing Policy

    City of Hagerstown, MD

     The purpose of this policy is to comply with Federal mandates included in both the Drug Free Workplace Act of 1988 and Omnibus Transportation Employee Testing Act of 1991.

    • Health
    • Alcohol & Drugs
  • Vacancies: Recruitment and Selections

    City of Hagerstown, MD

    It is the policy of the City to recruit and select the most qualified persons for positions in the City service. Recruitment and selection shall be conducted to ensure competition for employment and to provide equal employment opportunity. 

    • Policies
  • City of Hagerstown- Termination of Employment Process

    Provide a smooth and consistent transition from active employment to date of resignation/retirement. 

    • Policies
  • City of Hagerstown- Vacation Leave

    The following policy is for salaried employees. 

    • Policies
    • Resources
  • City of Hagerstown - Deferred Compensation

    City of Hagerstown

    The City offers a deferred compensation plan which includes the purchase of insurance, annuity contracts, and other investment options through payroll deductions. 

    • Compensation
    • Topics
    • Retention Topics
    • Compensation Strategies
  • Other Leave Policy

    City of Hagerstown, MD

    All employees shall be granted three consecutive days off with pay for a death in the employee's immediate family to attend the services. The immediate family is defined as one of the following: Spouse, Child, Parent, Sibling, Grandparent, Grandchild, Parent-in-Law, Step Parent, Step Child. The time off shall not be charged to sick or vacation leave.  

    • Policies
  • Social Media Policy

    City of Hagerstown

    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 - Retirement Benefits

    City of Hagerstown

    The City is a member of the Maryland State Retirement and Pension Agency. The MSRPA is a State agency that administers retirement benefits for over 100 jurisdictions in Maryland. The City has no other retirement plans and no pension obligations to its retirees other than the benefits provided by the MSRPA.

    • Compensation
    • Topics
    • Termination Topics
    • Retirement Plans
    • Policies
  • Job Sharing Policy

    City of Hagerstown

    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. 

    • Topics
    • Policies
  • City of Hagerstown, MD-PERSONNEL POLICY AUTHORITY, OBJECTIVES, AND SCOPE

    Pursuant to the authority granted by the laws of the State of Maryland, the following policies and procedures are set forth by the Mayor and City Council, the City Charter of Hagerstown, and the City Administrator. Exceptions to the polices may be made by the City Administrator. 

    • Personnel
    • Topics
    • Policies
  • Hennepin County - Tuition Reimbursement Policy

    The county will share a portion of the cost of education for degree or certificate programs which directly improves employee performance in his/her job; helps achieve his/her department's or the county’s service mission, goals, and objectives; or enables an employee to prepare for a promotional position or another position within the county, subject to the county’s budget limitations and appointing authority approval. 

    • Compensation
    • Topics
    • Tuition Reimbursement
    • Retention Topics
    • Policies
  • Catastrophic Leave Donation Policy

    Castaic Lake Water Agency

    This policy allows for unsolicited donation of sick leave accrual when approved by the District in its discretion.

    • Topics
    • Health
    • Policies
    • Leave
  • Abusive Conduct Prevention Policy

    City of Gallatin, TN

    The City of Gallatin is firmly committed to a workplace free from abusive conduct as defined herein. We strive to provide high quality products and services in an atmosphere of respect, collaboration, openness, safety and equality. All employees have the right to be treated with dignity and respect. All complaints of negative and inappropriate workplace behaviors will be taken seriously and followed through to resolution. Employees who file complaints will not suffer negative consequences for reporting others for inappropriate behavior. 

    • Conflicts
    • Topics
    • Policies
  • Hennepin County-Tobacco Free Property Policy

    Pursuant to Resolution 11-0107, Hennepin County prohibits all tobacco use on County-owned and single tenant leased property (“Hennepin County Property”) described herein, including grounds, structures, parking ramps, parking lots, and equipment. The policy (the Hennepin County Tobacco Free Property Policy) supersedes the no-smoking policies adopted by the County Board of Commissioners under Resolutions 00-7-433R3 and 10-0397.

    • Health Topics
    • Policies
    • Tobacco/Smoking
  • Tuition Reimbursement Policy FAQ

    Hennepin County, MN

    Why is Hennepin County revising its tuition reimbursement policy? As an employer, Hennepin County wants to provide access for a greater number of employees to the tuition reimbursement benefit. 

    • Retention
    • Topics
    • Tuition Reimbursement
    • Retention Topics
    • Resources
    • Policies