Departure Survey Report, 2009

This project was initiated by the Department of Personnel, now the Department of Administrative Services (DAS)– Human Resources Enterprise (HRE), to assist executive branch agencies in determining why employees leave their employ or state government as well as provide insight into past employee perceptions of their employer. As the workforce continues to age and at the same time the available workforce declines, employers must have data to manage their turnover effectively.

Departure Survey Report, 2010

This project was initiated by the Department of Personnel, now the Department of Administrative Services (DAS)– Human Resources Enterprise (HRE), to assist executive branch agencies in determining why employees leave their employ or state government as well as provide insight into past employee perceptions of their employer. As the workforce continues to age and at the same time the available workforce declines, employers must have data to manage their turnover effectively.

Departure Survey Report FY2011

This project was initiated by the Department of Personnel, now the Department of Administrative Services (DAS)– Human Resources Enterprise (HRE), to assist executive branch agencies in determining why employees leave their employ or state government as well as provide insight into past employee perceptions of their employer. As the workforce continues to age and at the same time the available workforce declines, employers must have data to manage their turnover effectively.

Departure Survey Report FY2012

This project was initiated by the Department of Personnel, now the Department of Administrative Services (DAS)– Human Resources Enterprise (HRE), to assist executive branch agencies in determining why employees leave their employ or state government as well as provide insight into past employee perceptions of their employer. As the workforce continues to age and at the same time the available workforce declines, employers must have data to manage their turnover effectively.

Departure Survey Report FY2013

This project was initiated by the Department of Personnel, now the Department of Administrative Services (DAS)– Human Resources Enterprise (HRE), to assist executive branch agencies in determining why employees leave their employ or state government as well as provide insight into past employee perceptions of their employer. As the workforce continues to age and at the same time the available workforce declines, employers must have data to manage their turnover effectively.

1208-005 North Raccoon Watershed Final Report

The Buena Vista SWCD is submitting this WIRB request on behalf of both Buena Vista and Pocahontas SWCDs. The two SWCDs are working jointly on a project that includes three existing Mississippi River Basin Imitative (MRBI) project areas in the North Raccoon River Watershed. The total project area is 280,654 crop acres. The MRBI project involves installing conservation practices through the EQIP program. Funding from MRBI will support costs of practice design, layout and checkout, however, there is no funding to market and sell the program and practices to landowners and producers in the project area. Both soil and water districts are financially supporting work currently being done to encourage signup for the approved practices. To effectively implement the MRBI project it is imperative that marketing and promotion through group meetings and one-on­ one contacts is completed. Funding from WIRB will allow the existing employee to spend the needed time on these promotional activities in both Buena Vista and Pocahontas County. Through this WIRB request these two SWCDs districts plan to apply over $800,000 worth of conservation practices that is funded through the MRBI program. The return from this investment of WIRB dollars is large. This is an opportunity to support a large amount of conservation work in the North Raccoon River Watershed, which, is also an important water source for the city Des Moines and provides recreational activities from Des Moines up to BY and Pocahontas Counties.

Eighty-Sixth General Assembly House Code of Ethics (House Resolution 5) Adopted 2-3-2015, February 3, 2015

Eighty-Sixth General Assembly House Code of Ethics (House Resolution 5) Adopted 2-3-2015. Every legislator and legislative employee has a duty to uphold the integrity and honor of the general assembly, to encourage respect for the law and for the general assembly, and to observe the house code of ethics. The members and employees of the house have a responsibility to conduct themselves so as to reflect credit on the general assembly, and to inspire the confidence, respect, and trust of the public. The following rules are adopted pursuant to chapter 68B of the Code, to assist the members and employees in the conduct of their activities.

Direct Care Worker in Nursing Facilities Turnover Report, December 2015

The 2008 general assembly acknowledged in House File (HF) 2539, Section 71 that employee turnover rates in nursing facilities should be documented but also recognized that this information was not currently being collected. The department was directed to modify the nursing facility cost report to capture information on the turnover rates of direct care and other employees of nursing facilities. The department was also required to submit a report on an annual basis to the governor and general assembly which provides an analysis of direct care worker and other nursing facility employee turnover by individual nursing facility, a comparison of the turnover rate in each individual nursing facility with the state wide average, and an analysis of any improvement or decline in meeting any accountability goals or other measures related to turnover rates. The annual report was to include any data available regarding turnover rate trends, and other information the department deemed appropriate.