Study Circles Newsletter, Winter 1997-1998

Study Circles a publication produced by the Iowa Civil Right Commission as a newsletter.

Study Circles Newsletter, Spring 1998

Study Circles a publication produced by the Iowa Civil Right Commission as a newsletter.

Affirmative Action in Iowa, September 2007

In accordance with 19B.5 of the Code of Iowa, the 2007 Affirmative Action in Iowa report illustrates the progress made during fiscal year 2007 to balance the State's workforce, the challenges that the State must address and the effort that the Department of Administrative Services must lead in order to remove barriers that limit the hiring, retention and advancement of females, minorities and persons with disabilities in the State's workforce. Highlighted in the report are the State's efforts to improve EEO/AA/Diversity training, coordinating targeted recruitment and partnering with disability organizations. Additionally, the Department of Administrative Services-Human Resources Enterprise outlines its plan to build on its past efforts and implement recommendations to remove barriers in the state selection processes and to improve its affirmative action and auditing processes.

Affirmative Action in Iowa, September 2006

In accordance with 19B.5 of the Code of Iowa, the 2006 Affirmative Action in Iowa report illustrates the progress made during fiscal year 2006 to balance the State's worforce, the challenges that the State must address and the effort that the Department of Administrative Services must lead in order to remove barriers that limit the hiring, retention and advancement of females, minorities and persons with disabilities in the State's workforce. Highlighted in the report are the qualitative achievements made by all departments setting goals for fiscal year 2006. Additionally, the Department of Administrative Services-Human Resources Enterprise outlines its plan to build on its past efforts as well as pursue new initiatives to partner with advocacy groups and reach out to the commuity more directly to enhance State employment opportunities for females, minorities and persons with disabilities.

Successful Interviewing Guide, September 2007

Most employers want to treat job applicants fairly and without prejudice. All employers want to hire the most qualified person for the job. Both goals can be met when the employer is versed in effective techniques for interviewing job applicants. In regard to fairness, it’s easy to recite the reasons why fair and effective interviewing can ometimes seem elusive. Laws and regulations, and their interpretation by courts and egulators, are constantly changing. A quick review of the “Do's and Don’ts” of equal employment opportunity interviewing appears at the end of this booklet, and is titled, “Summary Guide to Pre-Employment Inquiries.” Consistent with the guide’s placement at the close of this booklet, it is most effectively used after reading the more detailed material preceding it. The thought provoking questions on pages 4 and 5 examine the applicant’s qualifications, work attitudes, and career plans. They will help the interviewer discover the most qualified person for the job. The “Successful Interviewing Guide” was developed by Iowa Workforce Development based on information provided by the Iowa Civil Rights Commission and the U.S. Equal Employment Opportunity Commission, the agencies charged with enforcing discrimination laws.

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.

Direct Care Worker Compensation Advisory Committee Review and Recommendation Report, December 11, 2008

The 2008 general assembly acknowledged in House File 2539, Section 70 that is recognizes direct care workers play a vital role and make a valuable contribution to Iowa's Health Care Reform efforts in providing care to Iowans with a variety of needs in both institutional and home and community based settings. the legislation identified that recruiting and retaining highly competent direct care workers is a challenge across all healthcare employment settings.

Iowa Civil Rights Commission Annual Report, 2010

Annual report for the Iowa Civil Rights Commission

Iowa Civil Rights Commission Agency Performance Plan and Action Plan,FY 2011-2012

Agency performancce plan and action plan for the Iowa Civil Rights Commission

Iowa Civil Rights Commission 46 Years of Working Toward a State Free of Discrimination Through Enforcement of Civil Rights Laws Annual Report Fiscal Year 2011

Annual Report for the Iowa Civil Rights Commission

Iowa Civil Rights Commission 48 Years of Working For a State Free of Discrimination Through Enforcement of Civil Rights Laws, FY2013

Annual Report for the Iowa Civil Rights Commission

Iowa Civil Rights Commission Agency Performance Plan and Action Plan, FY 2014

Agency performancce plan and action plan for the Iowa Civil Rights Commission

Iowa College Student Aid Commission Performance Target, FY2014

Agency performance plan and action plan for the Iowa College Student Aid Commission

Field Data Collection and Reporting Study, HR-377, 1997

A review of the Iowa Department of Transportation's field data collection and reporting system has been performed. Included were several systems used by the Office of Construction and Local Jurisdictions. The entire field data collection and reporting systems for asphalt cement concrete (ACC) paving, portland cement concrete (PCC) paving, and PCC structures were streamlined and computerized. The field procedures for materials acceptance were also reviewed. Best practices were identified and a method was developed to prioritize materials so transportation agencies could focus their efforts on high priority materials. Iowa State University researchers facilitated a discussion about Equal Employment Opportunity (EEO) and Affirmative Action (AA) procedures between the Office of Construction field staff and the Office of Contracts. A set of alternative procedures was developed. Later the Office of Contracts considered these alternatives as they developed new procedures that are currently being implemented. The job close-out package was reviewed and two unnecessary procedures were eliminated. Numerous other procedures were reviewed and flowcharted. Several changes have been recommended that will increase efficiency and allow staff time to be devoted to higher priority activities. It is estimated the improvements in ACC paving, PCC paving and structural concrete will by similar to three full time equivalent (FTE) positions to field construction, field materials and Office of Materials. Elimination of EEO interviews will be equivalent to one FTE position. It is estimated that other miscellaneous changes will be equivalent to at least one other FTE person. This is a total five FTEs. These are conservative estimates based on savings that are easily quantified. It is likely that total positive effect is greater when items that are difficult to quantify are considered.