Welcoming New Iowans: A Guide for Managers and Supervisors; The Best Practices of Iowa Employers with Immigrants and efugees in the Workplace, 2002

This guidebook has been published by the University of Northern Iowa New Iowans Program to assist employers, managers and supervisors with the unique challenges associated with hiring, training and integrating immigrant and refugee workers. Its purpose is to promote proactive engagement of newcomer workers to assure the vitality of Iowa businesses. Successful integration of immigrants and refugees in our workplaces and communities is essential to insure Iowa’s long-term economic and social health. This book provides essential information for human resource directors, trainers, supervisors and others as they meet the challenges and rewards of hiring immigrants and refugees. Of course, no guidebook can provide simple solutions to complex issues in a great variety if workplaces. This is not a “cookbook” with recipes that provide easy answers to challenges facing every company and worker. All employers are unique and approach problems differently. What works in one company might not work as well in another.

An Analysis of the Link between Ethanol, Energy, and Crop Markets, November 2006

This study analyzes the impact of price shocks in three input and output markets critical to ethanol: gasoline, corn, and sugar. We investigate the impact of these shocks on ethanol and related agricultural markets in the United States and Brazil. We find that the composition of a country’s vehicle fleet determines the direction of the response of ethanol consumption to changes in the gasoline price. We also find that a change in feedstock costs affects the profitability of ethanol producers and the domestic ethanol price. In Brazil, where two commodities compete for sugarcane, changes in the sugar market affect the competing ethanol market.

Working with Persons with Disabilities: Title I of The Americans with Disabilities Act: A Guide for State Supervisors and Managers, 2003

What are a supervisor’s responsibilities when it comes to interviewing, hiring, and retaining persons with disabilities? First and foremost, do not discriminate against persons with disabilities. What this means is that you are required to provide the same level of employment consideration and supervision for a disabled employee that you would for an able-bodied employee. No more – no less. State of Iowa management personnel must be proactive with regard to Title I of the Americans with Disabilities Act, and managers and supervisory personnel should have an operational knowledge of the significant aspects of The Americans with Disabilities Act. This manual is for Iowa management personnel to use.

Targeted Small Business Link

Fall 2009, Volume 2, Number 4

Targeted Small Business Link, March 2010, Vol. 3, no. 1

Targeted Small Business News from the Business Development Division of the Iowa Department of Economic Development

Targeted Small Business Link, September 2010, Vol. 3, no. 3

Small Business News from the Iowa Department of Economic Development

Targeted Small Business Link, June 2010, Vol. 3, no. 2

Targeted Small Business News from the Iowa Department of Economic Development

Targeted Small Business Link, January 2011 Vol. 4, no. 1

Targeted Small Business news from the Iowa Department of Economic Development

Targeted Small Business Link, Spring 2011, Vol. 4, no. 2

Targeted Small Business News from the Iowa Department of Economic Development, Spring 2011, Volume 4, Number 2

Targeted Small Business Link, Summer 2011, Vol. 4, no. 3

Targeted Small Business News and information from the Iowa Department of Economic Development.

Targeted Small Business Link, Fall 2011

Targeted Small Business news from the Iowa Economic Development Authority

Targeted Small Business Link, Winter 2011

Targeted small business news from the Iowa Economic Development Authority's Targeted Small Business Program

Targeted Small Business Link, May 1,2012

Targeted Small Business information from the Iowa Economic Development Authority

Institution Reentry Coordinators Proving to be Important Link, Data Download, Iowa Department of Corrections, March 2010

An offender reentry grant program funded through the Governor’s Office of Drug Control Policy supports one reentry coordinator at each of the following institutions: Mount Pleasant Correctional Facility (MPCF), Fort Dodge Correctional Facility and the Clarinda Correctional Facility. The reentry coordinators there engage in a myriad of activities, working with institution educators, counselors and medical personnel, probation/parole officers and counselors, and most importantly the offenders themselves. The program has not been in operation for very long, and only MPCF has operated long enough to be looking at outcomes. The early returns for MPCF show good promise.

Targeted Small Business Link, Fall 2012

Targeted Small Business News from the Iowa Economic Development Authority