Iowa Public Employees’ Retirement System Performance Plan, FY2014

Agency Performance Plan, Iowa Public Employees’ Retirement System

Audit report of the Iowa Public Employees’ Retirement System (IPERS) as of June 30, 2013 and 2012

Audit report of the Iowa Public Employees’ Retirement System (IPERS) as of June 30, 2013 and 2012

Iowa Public Employees’ Retirement System An Annual Summary for the Fiscal Year Ended June 30, 2013, FY 2013

Report on the Iowa Public Employees’ Retirement System (IPERS) for the year ended June 30, 2013

Report on a review of selected general and application controls over the Iowa Public Employees’ Retirement System I-Que Pension Administration System for the period May 20, 2013 through July 12, 2013

Report on a review of selected general and application controls over the Iowa Public Employees’ Retirement System I-Que Pension Administration System for the period May 20, 2013 through July 12, 2013

Recruiting and Retaining Women and Minorities in Public Sector Engineering Positions, HR-348, 1995

The objective of phase one of this research was to assess the degree to which currently employed Iowa Department of Transportation (DOT) employees would be affected by a more aggressive policy to recruit and retain women and minority engineers. The DOT's "Future Agenda" was used as a baseline to focus on efforts to update and implement a recruitment plan that would target underrepresented classes. The primary question that emerged out of phase one was how could the Iowa DOT strengthen its ties with Iowa State University (ISU) to produce increased numbers of in-state applicants for engineering positions. This introduced the objective of phase two, which was to identify problem areas resulting in unacceptably high attrition rates for women, minorities, and to a lesser degree, Caucasian men in the College of Engineering at ISU, particularly Civil and Construction Engineering (CCE). Past research has focused on (1) projected shortages of qualified civil engineers, (2) the obstacles confronting women in a traditionally male-oriented profession, and (3) minorities who are often unprepared to succeed in the rigors of an engineering curriculum because of a lack of academic preparedness. The researchers in this study, in contrast, chose to emphasize institutional reasons why women, minorities, and some Caucasian men often feel a sense of isolation in the engineering program. It was found that one of the key obstacles to student retention is the lack of visibility of the civil engineering profession. The visibility problem led to the hypothesis that many engineering students do not have a clear conception of what the practice of civil engineering entails. It was found that this may be a better predictor of attrition than the stereotypical assumption that a majority of students leave their engineering programs because they are not academically able to compete. Recommendations are offered to strengthen the ties between ISU's Department of CCE and the Iowa DOT in order to counter the visibility issue. It was concluded that this is a vital step because over the next 5-15 years 40% of DOT engineers currently employed will be phasing into retirement. If the DOT expects to draw sufficient numbers of engineers from within the state of Iowa and if increasing numbers of them are to be women and minorities, a university connection will help to produce the qualified applicants to fulfill this need.

Reducing the Problem of Transverse Cracking, HR-232, 1985

The Iowa Department of Transportation (DOT) is continually improving the pavement management program and striving to reduce maintenance needs. Through a 1979 pavement management study, the Iowa DOT became a participant in a five state Federal Highway Administration (FHWA) study of "Transverse Cracking of Asphalt Pavements". There were numerous conclusions and recommendations but no agreement as to the major factors contributing to transverse cracking or methods of preventing or reducing the occurrence of transverse cracking. The project did focus attention on the problem and generated ideas for research. This project is one of two state funded research projects that were a direct result of the FHWA project. Iowa DOT personnel had been monitoring temperature susceptibility of asphalt cements by the Norman McLeod Modified Penetration Index. Even though there are many variables from one asphalt mix to another, the trend seemed to indicate that the frequency of transverse cracking was highly dependent on the temperature susceptibility. Research project HR-217 "Reducing the Adverse Effects of Transverse Cracking" was initiated to verify the concept. A final report has been published after a four-year evaluation. The crack frequency with the high temperature susceptible asphalt cement was substantially greater than for the low temperature susceptible asphalt cement. An increased asphalt cement content in the asphalt treated base also reduced the crack frequency. This research on prevention of transverse cracking with fabric supports the following conclusions: 1. Engineering fabric does not prevent transverse cracking of asphalt cement concrete. 2. Engineering fabric may retard the occurrence of transverse cracking. 3. Engineering fabric does not contribute significantly to the structural capability of an asphalt concrete pavement.

Report of recommendations of the Iowa Public Employees’ Retirement System for the years ended June 30, 2013 and June 30, 2012

Report of recommendations of the Iowa Public Employees’ Retirement System for the years ended June 30, 2013 and June 30, 2012

Audit report of the Iowa Public Employees’ Retirement System (IPERS) as of June 30, 2014

Audit report of the Iowa Public Employees’ Retirement System (IPERS) as of June 30, 2014

Issue review : Regents employees, fiscal year 2001 through fiscal 2010.

An examination of the changes in employment at the three Regents universities and two special schools since fiscal year 2001.

Issue review : executive branch employees, January 2011 and August 2012.

This issue review examines the change in the number of executive branch employees, supervisors and payroll between January 2011 and August 2012. In recent years, a variety of factors have encouraged a reduction in the number of state employees, salary adjustment that pays for contract-related salary and benefits increases has not been funded, limited departments' ability to pay increasing personnel costs. Early retirement packages have been offered, encouraging higher-paid employees to retire. Beginning in January 2011, the Governor set a goal of reducing the cost of state government by 15 percent, which could impact the number of employees.

Report on a review of selected general and application controls over the Iowa Public Employees’ Retirement System I-Que Pension Administration System for the period May 5, 2014 through July 1, 2014

Report on a review of selected general and application controls over the Iowa Public Employees’ Retirement System I-Que Pension Administration System for the period May 5, 2014 through July 1, 2014

Iowa Public Employees’ Retirement System An Annual Summary for the Fiscal Year Ended June 30, 2014, FY 2014

Report on the Iowa Public Employees’ Retirement System (IPERS) for the year ended June 30, 2014

Iowa Public Employees Retirement System Strategic Plan, 2011-2017

This report outlines the strategic plan for Iowa Public Employees Retirement System, goals and mission.

Iowa Public Employees’ Retirement System Performance Plan, FY2015

Agency Performance Plan, Iowa Public Employees’ Retirement System

Report on the Iowa Public Employees’ Retirement System and schedules of employer allocations and collective pension amounts allocated by employer for the year ended June 30, 2014

Report on the Iowa Public Employees’ Retirement System and schedules of employer allocations and collective pension amounts allocated by employer for the year ended June 30, 2014