Connecting Iowa���s Disproportionate Minority Confinement Efforts to the Iowa Justice Data Warehouse, 2002

Funds for this report and grant were provided to the Iowa Division of Criminal and Juvenile Justice Planning (CJJP) and Statistical Analysis Center, by the Justice Research and Statistics Association (JRSA) through a cooperative agreement entitled ���Juvenile Justice Evaluation Resource Center��� with the Office of Juvenile Justice and Delinquency Prevention (OJJDP), U.S. Department of Justice (DOJ).

Dusproportionate Minority Contact in Iowa's Juvenile Justice System, April 2006

This report was developed to provide summary information to allow state agency staff, practitioners and juvenile justice system officials to access a specific section of Iowa���s Three Year Plan. It includes the Disproportionate Minority Contact (DMC) section of Iowa���s 2006 Juvenile Justice and Delinquency Prevention Act formula grant Three-Year Plan. The complete Three Year Plan serves as Iowa���s application for Juvenile Justice and Delinquency Prevention Act formula grant funding.

Update Regarding Disproportionate Minority Contact (DMC) Progress of Iowa Communities, December 1, 2015

The Iowa State Court Administrator���s Office (SCA) created the CASP Advisory Committee in October 2013 to develop a state plan addressing disproportionate minority contact (DMC) in the juvenile justice system. The planning was assisted with a discretionary grant awarded from the federal Office of Juvenile Justice and Delinquency Prevention (OJJDP).

Iowa Department of Public Health Office of Minority and Multicultural Health Strategic Plan 2012 to 2017, February 19, 2013

The Iowa Department of Public Health's Office of Multicultural Health invited 21 representatives, key informants throughout the State of Iowa and five state personnel to help chart a strategic map for the OMH staff and it constituents to travel during the next 3-5 years, as the office strengthens its infrastructure and continues to meet its mission. This two day strategic planning session brought forth the consensus of maintaining the four major function areas held within the 2007 to 2011 strategic plan. Those four areas are: education, advocacy, data and training and development. 2

The Office of Minority and Multicultural Health Advisory Council, Strategy planning documentation, January 29, 2013

This meeting brings together Iowa Department of Public Health Office of Minority and Multicultural Health and The OMMH Advisory Council in facilitated processes using the Technology of Participation Methods: Focused Conversation; and Consensus Workshop. The workshop question: ���Over the next three years what community coalition building strategies continue to move us toward our vision?��� Best practices are defined as those actions that are successfully undertaken and make a difference in the target population. They are studied, documented and can be prescribed for others. For groups who seek to make a difference the study of best practices from other similar communities and populations offers the best opportunity to successfully make change. 2

Iowa Affirmative Action Data, 2004

Iowa Affirmative Action Data is developed annually to assist employers in creating affirmative action plans and evaluate the inclusion of women and minorities in their workforces. Data for the previous calendar year break out the following by gender and minority

Iowa's Rural Alzheimer's Demonstration Project, July 1, 2004 - June 31, 2007

The Iowa Department of Elder Affairs, in collaboration with the Iowa Department of Elder Affairs (IDEA) and the University of Iowa College of Nursing (UI CON), has been engaged in developing and evaluating community based services for persons with dementia in the state of Iowa over the past 7 years under two grants form the Administration on Aging. In the current grant period, the involved agencies have completed a collaborative effort aimed to increase the capacity of Adult Day Health and Respite (ADR) providers in serving persons with dementia. Adult day services and respite care were identified by participants in the initial grant through various processes and service providers as important components of caring for persons with dementia and that there was a gap of these services in the state. Therefore, adult day and respite services were chosen as a target for the second AoA grant. The focus, in particular, was to enhance capacity to care for persons with later stages of the disease and those in rural settings as well as to begin to develop services that are more responsive to emerging minority populations. The process of the grant provided the state with a rich amount of information about the status of Iowa���s Adult Day Service providers in general and in regard to provision of dementia specific services, as well as valuable insights into the capability of rural communities to serve persons with dementia and their caregivers at home. Final Performance Report

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.

Status of Females in the Juvenile Justice System Iowa, 2009

Young women in the juvenile justice system present with characteristics and experiences that differentiate them from their male counterparts. As such, the juvenile justice system in Iowa must consider these factors if it is to effectively and efficiently impact recidivism, rehabilitation and public safety. Data reveal the following trends: All youth in the juvenile justice system experience a significantly higher rate of child maltreatment than do youth in the general population. Additionally, young women have a distinctly higher percentage of reported sexual abuse. Young women commit primarily non-violent offenses, with shoplifting and running away being the only two areas where they exceed young men in number. Young women are held in detention for a substantially higher percentage of misdemeanor versus felony offenses than young men. Young women of color, particularly African American females, are far more likely to come into contact with the juvenile justice system. Additionally, arrests of minority females have increased during the same time frame as arrests of Caucasian females have decreased. The general type of offense committed by young women is against public order (i.e. alcohol related violations, disorderly conduct) or property (i.e. shoplifting), though young women with subsequent charges of a violent nature are likely to have had violent offenses initially as well. Historically, young women have been a smaller segment of the juvenile justice population. They remain so today. Consequently, they are easy to overlook. But Iowa���s response to them is no less important. Perhaps, because they are fewer in number, our system can have a true and meaningful influence, with prevention of further penetration into both the juvenile and adult systems being the ultimate goal. The Iowa Task Force on Young Women recommends the following measures to facilitate movement toward that goal: 1. Facilities and programs striving to provide the most effective and efficient services to young women will opt for single gender environments with female responsive programming that includes components to address trauma. 2. All institutions and agencies that work with females involved in the juvenile justice system and which receive state funding should be required to provide annual female responsive training to their employees. Training should be research based, progressive, ongoing and result in an implementation plan. 3. As detention reform proceeds, gender and the disproportionate number of females in detention for misdemeanor offenses must be an integral part of policy and decision making discussions including any recommendations for solutions to be implemented. 4. As research, data and planning progresses related to disproportionate minority contact with the juvenile system, the needs of girls of color be given equal consideration. Specifically, assessment tools must be without race/ethnic bias and they must also be female responsive.

Rising to Greatness An Imperative for Improving Iowa���s Schools, 2011

In the early 1990s, the Cold War ended, Back to the Future III was in theaters, and Iowa led the nation in reading and mathematics. Times have changed. A decade into the 21st century, Iowa has conceded its place at the top. During the past 20 years, achievement trends illustrate Iowa���s slide from a national leader in PK-12 education to a national average���sometimes below average���performer as other states (and nations) have accelerated past the state. Iowa students��� futures are at risk. Collectively, Iowa students are not hitting the mark in mathematics and reading competency. Sure, Iowa has its share of super-achievers. But the mass of Iowa students���not just underprivileged or minority students, but many of the majority white, relatively affluent students as well���are falling short of what is needed to attain quality jobs, growing incomes, and secure livelihoods in today���s globally competitive world. The world has moved beyond the industrial age and information age and is now in the innovation age. Students must be armed not only with knowledge, but also with skills and insights needed to critically analyze and innovate. The pressing problems and grand opportunities the world faces require that many more people contribute as innovators and problem solvers, not order takers and implementers. Innovators will prosper. Order takers will stagnate. The days of an abundance of low-skill jobs have come to an end.

Preparing Tomorrow's Transportation Workforce: A Midwest Summit, 2010

regional transportation workforce development summits held across the United States in 2009 and 2010 as part of a coordinated initiative to ultimately develop a national strategy to address future transportation workforce issues. The initiative is being led by the U.S. Department of Transportation���s (DOT) Research and Innovative Technology Administration (RITA). This particular summit was hosted by Iowa State University���s Midwest Transportation Consortium (MTC) and Institute for Transportation (InTrans). The purpose of the Midwest summit was to assess the educational and training needs of the future transportation workforce and identify strategies to address those needs across various career paths. It addressed a broad spectrum of topics including strategies to attract women and under-represented minority groups, pre-college opportunities and strategies, post-secondary education, post-college continuing education, professional licensure, and specific industry perspectives. The goals of the summit were (1) to gain an improved understanding of the transportation workforce needs of Iowa and the surrounding states and (2) to identify best practices in addressing the workforce development needs. This event had two tracks: one focused on pre-college education and the other focused primarily on college education and practitioners. Attendees provided a good cross-section of the larger transportation industry. From what was learned at the summit, Iowa State University, like other regional hosts, can develop a ���profile of needs��� for Iowa including specific job categories over specific time horizons. The summit was also successful in identifying best practices in addressing the workforce needs that can be utilized by us and others as potential tools or in a ���national-level list of attributes.��� Each regional summit has provided some guidance in developing statewide profiles. The collection of best practices or tools from all the regional summits can be shared and applied to address state (or regional) needs profiles to attract, develop, and retain an effective workforce.

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.

2014 Iowa Commercial Air Service Retention and Expansion Committee - Plan

Senate File 2355 Sec. 19 (Iowa Code ��328.13) created a commercial air service retention and expansion committee within the aviation office of the department of transportation. The membership of the committee consisted of the director or the director���s designee; the managers of each airport in Iowa with commercial air service; two members of the senate, one appointed by the majority leader of the senate and one appointed by the minority leader of the senate; and two members of the house of representatives, one appointed by the speaker of the house and one appointed by the minority leader of the house. The committee was to develop a plan by December 31, 2014 for the retention and expansion of passenger air service in Iowa. The committee is to meet as the committee deems necessary to assess progress in implementing the plan and, if necessary, to update the plan.