IWD to Study the Effect of Prison Education on Employment, Data Download, Iowa Department of Corrections, February 2009

The Iowa Department of Corrections recently entered into a data sharing agreement with Iowa Workforce Development (IWD), the purpose of which is to better ascertain the effect of prison education on postprison employment. This study is important because the DOC partners with community colleges to provide prison-based education, with a goal of increasing the numbers of inmates completing GEDs. We are demonstrating success toward that goal, but what we lack is empirical evidence showing the level of success that Iowa prison education programs have on Iowa offenders’ employment success upon their return to communities here in the state.

Iowa Private Sector Prison Employment Works, Data Download, Iowa Department of Corrections, November 2006

This issue of the ICON Data Download describes highlights from the findings for the Iowa sample, which tracked 1,091 inmates who worked in private sector prison industries jobs and were released from prison between 1999 and 2001, and compared their results with similar offenders who had worked in either traditional prison industries, or other institutional jobs. All offenders were tracked through mid-2003. This results in a follow-up period of slightly less than two years up to four and one-half years.

Report of recommendations to the Public Employment Relations Board for the year ending, June 30, 2011

Audit report of the Public Employment Relations Board for the year ended June 30, 2011

2011 Annual Employment Report on All Projects Let by the Iowa DOT Racial/Ethnic Minorities and Females, September 15, 2011

The following data was derived from 1391 reports of participating contractors for the annual 2002 through 2011 reporting periods. The workforce data is reflective of one peak work week for highway contractors during the most active time of the season, the last full week of July. The summary data on pages 4 and 5 was compiled by Iowa DOT staff from the 1391 reports received. Interesting changes and trends have been addressed in the written analysis.

Ex-Offenders in Employment, 2005

Currently, Iowa law lacks statutory language that would include Iowans with a criminal history as a protected class (this lack of coverage mirrors most of the nation). However, Iowa has been shown to parallel EEOC guidance that states that an employer may exclude an individual from employment on the basis of a conviction record only if the employer’s decision was “justified by business necessity.”

Condition of the State of Iowa: “Our Opportunity. Our Iowa.”, January 14, 2013

A transcript of the Condition of the State of Iowa speech by Governor Terry Branstad delivered at the State Capitol on January 14, 2013

Growing The Fields of Opportunity for Children and Adults with Autism in Iowa, 2009-2010

Many would argue that the dramatic rise in autism has reached critical mass, and this council echoes that statement. Iowa, like many states in the nation, is currently ill equipped to handle the large influx of children and adults with autism. When this council was initially formed we were facing diagnosis rates of 1 in 150 and currently the diagnosis rate is 1 in 91. Current resource strains in education, qualified trained professionals, access to care, and financial services are rapidly deteriorating Iowa’s ability to deliver quality services to children, adults, and families affected by autism. If Iowa leadership fails to act quickly the already strained system will face a breaking point in the following areas: financing, coordination of care, educational resources, early identification, adult services, and access to service delivery - just to name a few. This council has taken the past 12 plus months hearing testimony from state officials, providers, and caregivers to ensure that care for those with autism is effective, cost efficient, and accessible. This council will be making recommendations on three major areas; early identification, seamless support/coordination of care, and financing of care. While these areas will be highlighted in this first annual report it in no way minimizes other areas that need to be addressed such as early intervention, special education, training, in-home support services, financing options, and data collection. Implementing the initial recommendations of this council will lay foundational support for the areas mentioned above. Often those in position to help ask what can be done to help families in Iowa. This council has provided a roadmap to help facilitate effective and proven treatments to children and adults with autism.

Report of recommendations to the Public Employment Relations Board for the year ending, June 30, 2012

Audit report of the Public Employment Relations Board for the year ended June 30, 2012

Report of recommendations to the Public Employment Relations Board for the year ending June 30, 2005

Report of recommendations to the Public Employment Relations Board for the year ending June 30, 2005

Public Employment Relations Board Performance Plan, FY2014

Agency Performance Plan, Public Employment Relations Board

The Value of the County Engineer: Strategies to Expand the Shrinking Employment Pool, HR-338, 1993

The first phase of this research involved an effort to identify the issues relevant to gaining a better understanding of the County Engineering profession. A related objective was to develop strategies to attract responsible, motivated and committed professionals to pursue County Engineering positions. In an era where a large percentage of County Engineers are reaching retirement age, the shrinking employment pool may eventually jeopardize the quality of secondary road systems not only in Iowa, but nationwide. As we move toward the 21st century, in an era of declining resources, it is likely that professional staff members in charge of secondary roads will find themselves working with less flexible budgets for the construction and maintenance of roads and bridges. It was important to understand the challenges presented to them, and the degree to which those challenges will demand greater expertise in prioritizing resource allocations for the rehabilitation and maintenance of the 10 million miles of county roads nationwide. Only after understanding what a county engineer is and what this person does will it become feasible for the profession to begin "selling itself", i.e., attracting a new generation of County Engineers. Reaching this objective involved examining the responsibilities, goals, and, sometimes, the frustrations experienced by those persons in charge of secondary road systems in the nine states that agreed to participate in the study. The second phase of this research involved addressing ways to counter the problems associated with the exodus of County Engineers who are reaching retirement age. Many of the questions asked of participants asked them to compare the advantages and disadvantages of public sector work with the private sector. Based on interviews with nearly 50 County Engineers and feedback from 268 who returned surveys for the research, issues relevant to the profession were analyzed and recommendations were made to the profession as it prepares to attract a new generation. It was concluded that both State and Regional Associations for County Engineers, and the National Association of County Engineers are most well-situated to present opportunities for continued professional development. This factor is appealing for those who are interested in competitive advantages as professionals. While salaries in the public sector may not be able to effectively compete with those offered by the private sector, it was concluded that this is only one factor of concern to those who are in the business of "public service". It was concluded, however, that Boards of Supervisors and their equivalents in other states will need to more clearly understand the value of the contributions made by County Engineers. Then the selling points the profession can hope to capitalize on can focus on the strength of state organizations and a strong national organization that act as clearinghouses of information and advocates for the profession, as well as anchors that provide opportunities for staying current on issues and technologies.

Audit report on the Public Employment Relations Board for the year ended June 30, 2013

Audit report on the Public Employment Relations Board for the year ended June 30, 2013

Issue review : impact on the insurance premium tax rate reduction .

In 2002, Senate File 2318, Insurance Premium Tax Reduction Act, the Iowa General Assembly approved a reduction in the insurance premium tax rate from 2 percent to 1 percent. The reduction was phased in at the rate of 1/4 percent annual increments over a five-year period, beginning with life and health insurance policy payments made on or after January 1st, 2003. Calendar year 2007 was the first year all premiums were taxed at 1 percent and fiscal year 2008 was the first full fiscal year at the 1 percent rate. Insurance premiums tax is paid only by insurance companies. The companies that benefit from the tax reduction are uniquely identified in government employment statistics. This allows for a unique opportunity to evaluate both the revenue impact and the employment impact of the tax rate reduction in Senate File 2318. This issue review focuses on the General Fund revenue impact of the rate reduction and the Iowa employment trends for the insurance industry since the rate reduction legislation was approved.

Study to establish an evaluation system for State of Iowa Merit Employment System classifications on the basis of comparable worth, 1984

This final report establishes an evaluation system for the State of Iowa Merit Employment System classifications on the basis of comparable worth. Included in the report are summaries of the project's objectives, methods, analyses, findings, and recommendations.

Study to establish an evaluation system for State of Iowa Merit Employment System classifications on the basis of comparable worth, Statistical Supplement, 1984

This is the statistical supplement to the final report of the study to establish an evaluation system for State of Iowa Merit Employment System classifications on the basis of comparable worth.