Diversity Workplan, September 27, 2005

To recruit and retain a diverse workforce so that state government will be enhanced by the benefits of diversity and better meet the needs of the public it serves.

State of Iowa Department of Administrative Services Human Resource Enterprise: Review of State Hiring Practices, April 30, 2007

The State of Iowa and the Hiring Practices Working Group commissioned this review of the State’s hiring practices in response to recent concerns about these practices involving racial discrimination claims against the Departments of Human Services, Transportation, and Iowa Workforce Development. The State of Iowa should be commended for undertaking this review. The State has a longstanding Affirmative Action Program and commitment to diversity – they instituted their Affirmative Action Program in 1973, and continue their commitment to its success by making the changes necessary to ensure the program is viable and sustainable. Iowa Department of Administrative Services In July 2003, the State created the Iowa Department of Administrative Services (DAS) as a way to manage and coordinate the major resources of state government. DAS provides human resource services through an entrepreneurial management model. Entrepreneurial management is a customer-focused approach to delivering services. The customer departments have input about what services and products they want from DAS and in turn DAS is funded by the customer departments through purchases of DAS services and products. DAS looks to offer new and additional services (for example recruitment support and coordination) to various customers on a fee-for-service basis. A customer council is charged with approving the DAS business plan, establishing the rate for services, and reviewing service delivery and complaints. Under this entrepreneurial model, human resource services are provided by DAS-HRE (Human Resources Enterprise) central staff, 12 DAS-HRE Personnel Officers located at the customer departments, and customer agency staff. The majority of the recruitment and hiring functions are done by the customer (hiring) departments and their staff. Applications for employment are submitted using the BrassRing system with applicants being qualified by DAS-HRE employees. Since the creation of Human Resources Enterprise, DAS-HRE has strived to provide human resource tools to the departments. The Screening Manual and the Supervisor’s Manual are just two examples of the resources created for the hiring departments. They also provide Supervisor Training for newly appointed supervisors. Larger departments have dedicated staff assigned to human resource activities. The staff at the departmental level may or may not have a human resources background. Iowa Population and Workforce The 2000 U.S. Census indicated that Iowa’s population was 2,926,324. According to this census, 92.6 percent of Iowa’s population identified their race as white (alone). The nonwhite alone or minority population (including Black or African American, Asian, Native Hawaiian or Pacific Islander, Hispanic or Latino, American Indian or Alaska Native, two or more races, or some other race) was 7.4 percent.

Diversity and Affirmative Action in Iowa, October 5, 2009

This report documents the progress of the executive branch of Iowa state government in the areas of diversity and affirmative action in employment. While the State has had an affirmative action program since 1986, the focus is shifting toward a more comprehensive view of diversity in order to create a richer and more welcoming workplace. To that end, Governor Chester J. Culver initiated Executive Order Four (EO4) in October of 2007. The goal of EO4 is to achieve and maintain a diverse workforce in state government. In FY 2009, EO4 remained an important driving force for diversity related issues. New this year, each department‘s diversity and affirmative action information contained in this report was also required for the State‘s workforce planning process. Because of the change in the reporting process, some departments submitted full workforce plans and others submitted the required excerpts from the workforce planning template for diversity and affirmative action. We expect full workforce plans from all departments in FY 2010.

Diversity and Affirmative Action in Iowa, November 23, 2010

In this report, changes to the overall diversity and progress we have made to balance our workforce in FY2010m and provide updates on our diversity-related plans, initiatives, and program changes for FY2011.

A Research Report on Roadside Vegetation Management, December 1975

According to prevailing ecological theory one would expect the most stable vegetation on sites which are least disturbed (Odum 1971). According to theory one would also expect the most diversity of species on undisturbed sites (Odum 1971). This stable and diverse community would be produced over a period of many years through a process of plant succession where annual herbs are replaced by perennial herbs and finally woody plants would come to dominate and perpetuate the community. Another ecological theory holds that the complexity (structure and species diversity) of a plant community is dependent upon the amount of disturbance to which it is subjected (Woodwell, 1970). According to this theory the normal succession of a plant community through its various stages may be arrested at some point depending upon the nature and severity of the disturbance. In applying these theories to roadside vegetation it becomes apparent that mass herbicide spraying and extensive mowing of roadsides has produced a relatively simple and unstable vegetation. It follows that if disturbances were reduced not only would the roadside plant community increase in stability but maintenance costs and energy usage would be reduced. In this study we have investigated several aspects of reduced disturbances on roadside vegetation. Research has centered on the effectiveness of spot spraying techniques on noxious weed control, establishment of native grass cover where ditch cleaning and other disturbance has left the bare soil exposed and the response of roadside vegetation when released from annual mass spraying.

State of Iowa Affirmative Action/Diversity Plan and Report, FY2008

Each department will submit by July 31st an Affirmative Action/Diversity Plan to DAS, who will receive it on behalf of the Diversity Council. This document is to report on your activities and accomplishments for FY 2008, and report on your intended activities for FY 2009. For the purposes of this document, the term protected classes refers specifically to females, minorities, and persons with disabilities. Protected classes may be subject to numerical goal setting in employment. The term diversity includes the protected classes, but also includes broader differences, such as age, sexual orientation, and religion. These differences are not subject to numerical goal setting in employment, but may be protected by non-discrimination statutes and policies. Please refer to Executive Order Four and the State’s EEO/AA Policy for more details.

State of Iowa Diversity/Affirmative Action FY 2009 Progress Report, July 31, 2009

In July 2008, you submitted an FY 2009 State of Iowa Diversity Plan and Report to DAS. In this report, your agency outlined your goals in the areas of hiring practices, recruitment, retention, training, and general programs to promote diversity. In the following pages, please summarize your stated goals for FY 2009 and the progress you made in achieving those goals in FY 2009. You may attach supplemental information as needed. Please note that the State of Iowa Diversity Plan and Report is being replaced by the FY 2010 Workforce Plan, which is due to DAS by July 31, 2009.

State of Iowa Diversity Plan and Report Affirmative Action/Equal Employment FY 2010 Progress, 2010

The State prohibits discrimination on the basis of race, creed, color, religion, national origin, sex and sexual orientation, age, or mental and physical disability in its employment policies and practices and is an equal employment opportunity and affirmative action employer. Please insert any additional statements of policy or commitment to achieving and maintaining a diverse workforce in your agency.

Native Grassland Conversion: the Roles of Risk Intervention and Switching Costs

We develop a real option model of the irreversible native grassland conversion decision. Upon plowing, native grassland can be followed by either a permanent cropping system or a system in which land is put under cropping (respectively, grazing) whenever crop prices are high (respectively, low). Switching costs are incurred upon alternating between cropping and grazing. The effects of risk intervention in the form of crop insurance subsidies are studied, as are the effects of cropping innovations that reduce switching costs. We calibrate the model by using cropping return data for South Central North Dakota from 1989 to 2012. Simulations show that a risk intervention that offsets 20% of a cropping return shortfall increases the sod-busting cost threshold, below which native sod will be busted, by 41% (or $43.7/acre). Omitting cropping return risk across time underestimates this sod-busting cost threshold by 23% (or $24.35/acre), and hence underestimates the native sod conversion caused by crop production.

Tree and Shrubs Native to Iowa, December 23, 2003

This document lists all trees and shrubs that are native to Iowa is their common name and scientific name. Along with height of maturity, growth rate uses and limitations.

20 Native Trees to Plant, January 25, 2010

If you have ever flown in an airplane over Iowa, you would see that our woodlands are scattered along the rivers and streams and areas too steep to farm. You would also see a green carpet of trees within out cities and towns. Did you know the 90% of the over 2.7 million acres of forest in Iowa is owned by over 138,000 different private owners? Or that 30% of the land cover in a typical Iowa community if covered by trees? Trees are vital for the protection of our drinking water supply, critical for wildlife habitat, and help sustain employment of over 7,000 Iowans in the wood products industry. This booklet "20 Native trees to Plant" will help you gain a greater knowledge about Iowa's trees and forests. Learn about and enjoy Iowa's trees. Consider ways that you can improve our environment by planting and caring for Iowa's trees and forests.

Native Americans in Iowa 2006 (American Indian heritage month: Native Americans in Iowa, November 2006)

Demographic profile of the Native American population in Iowa compiled from Census statistics.

Native Americans in Iowa 2007

Demographic profile of the Native American population in Iowa compiled from Census statistics.

Native Americans in Iowa 2008

Demographic profile of the Native American population in Iowa compiled from Census statistics.

Native Americans in Iowa 2009

Demographic profile of the Native American population in Iowa compiled from Census statistics.