Faculty and Staff News, March 7 2005

Monthly newsletter from the University of Iowa for faculty and staff.

Issue review : university faculty work activities.

An examination of faculty work activities at the University of Iowa, UofI, Iowa State University, ISU, and University of Northern Iowa, UNI.

Welcoming New Iowans; A Guide for Christians and Churches, 2002

Immigrant and refugee newcomers have an important role in Iowa. These newcomers have revitalized many Iowa communities, workplaces and faith-based institutions. The arrival of immigrants and refugees poses challenges as well as rewards; understanding and addressing these issues is vital to welcoming and accommodating new Iowans and assuring their part in the long-term economic and social health of our state. This handbook represents a unique collaboration between the University of Northern Iowa (UNI) and Ecumenical Ministries of Iowa (EMI). The goal of this collaboration is to create a guidebook for Iowans to learn more about Iowa’s growing immigrant and refugee population and discover ways to welcome these newcomers and accommodate them in our communities and churches. The unique nature of this joint publication between a public university and Christian churches acknowledges that both institutions have a stake in accommodating immigrants in Iowa. UNI and all institutions of higher education need to support population growth to assure future enrollments. Churches and many other community institutions need immigrants and other newcomers to help maintain their viability. Universities and churches also need healthy local economies. Newcomers can provide much needed skills and labor to make this happen. In short, His collaboration recognizes that making immigration in Iowa work has important long-term implications for us all. This book was written and compiled by two university faculty members, but it is not an official university endorsement of Christianity as the only religion practiced and accepted by Iowans, and no university funds were used to print or distribute this handbook. This handbook is written for Iowa’s Christian community and is based on the Biblical mandate to welcome newcomers, but we acknowledge Iowa’s other religious groups and their role in accommodating newcomers as well. We readily acknowledge that other faith-based organizations also welcome newcomers and have a stake in making immigration a positive experience. In order to accommodate the perspectives and needs of these groups, the UNI New Iowans Program is planning to develop similar handbooks for Iowa’s Jewish and Muslim communities. This handbook includes a number of resource lists for individuals, newcomers, churches and others. Of course, as soon as these lists are printed, they may become out-of-date. In order to obtain the most up-to-date information, please visit the UNI New Iowans Web site: www.bcs.uni.edu/idm/newiowans/ The UNI New Iowans website also makes this handbook available in a PDF format.

Executive Order Number Sixty Seven, August 21, 1998

Establishs the Council for continuous improvment in Education to facilitation statewide effort to prepare, recruit, induct, retrain effective educational infrastrucational

Diversity Workplan, September 27, 2005

To recruit and retain a diverse workforce so that state government will be enhanced by the benefits of diversity and better meet the needs of the public it serves.

Iowa Values Fund and Business Assistance Programs 2007 Annual Report, 2007

Following is the 2007 Annual Report of the Iowa Values Fund (IVF 2005) and Business Assistance Programs covering activity during Fiscal Year 2007 (FY ‘07) and cumulative for the first four years of the Iowa Values Fund Programs. The IVF (2005) is the primary funding source for a menu of financial assistance programs the Iowa Department of Economic Development (IDED) offers as incentives to Iowa companies to expand here, to recruit new companies into Iowa and assist new entrepreneurial ventures. In addition to IDED the law appropriates IVF (2005) funds for economic development activities to the Board of Regents, the Departments of Cultural Affairs and Natural Resources and to Community Colleges for certain workforce training programs. In addition to the IVF (2005), IDED allocates a portion of Community Development Block Grant and Federal Emergency Stimulus funds and several tax credit programs, all of which are included in this report.

Facts about Iowa Law Enforcement Physical Standards for Pre-employment Testing, 2011

The Iowa Law Enforcement Academy Council, in recognizing the importance of physical fitness status for job performance, established this physical test regimen as a employment standard effective February 15, 1993. No person can be selected or appointed as a law enforcement officer without first successfully passing all of the elements of this test. (See 501 IAC 2.1, adopted pursuant to Section 80B.11(5), Code of Iowa.) Upon entry into the Academy every candidate will be given the same test as an assessment for training purposes and to ensure that each recruit can undergo the physical demands of the Academy without undue risk of injury, and with a level of fatigue tolerance to meet all Academy requirements. If at the time of entrance into the Academy an officer does not meet minimum standards, he or she will not be admitted. This pamphlet will provide information on the rationale, purpose, testing procedures, standards of performance and fitness activities to prepare for the fitness testing. It is intended to answer the basic questions pertaining to all aspects of the fitness testing process.

Legislators’ Guide of IPERBS, January 2006

For more than 50 years, IPERS has provided a core retirement plan covering most Iowa local and state public employees. With approximately 300,000 members and almost 2,400 covered employers, IPERS is the largest public retirement system in Iowa. The Legislature designed IPERS to provide monthly lifetime annuities that supplement social security benefits and personal savings, enabling public employees to care for themselves in retirement. The Legislature also intended for IPERS to be an employee benefit that would help Iowa’s public employers recruit and retain qualified personnel. As a defined benefit plan, the monthly benefit IPERS members receive is calculated using a formula. A member’s benefit increases as his or her years of service and salary increase. Because IPERS is a defined benefit plan, the Legislature is assured that the money contributed by public employees and their employers for retirement is used as intended. The benefit is paid as a lifetime monthly annuity. IPERS members cannot borrow or withdraw their money while in public employment.

The Annual Condition of Iowa's Community Colleges: 2012

The Iowa Department of Education collects data on fiscal year credit enrollment, non-credit enrollment, economic development programs, and institutional data (i.e., faculty information, tuition). This report summarizes several aspects of the data.

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.

Safety & You, September 2011

Iowa State University Police Department annually prepares and distributes “Safety & You” to all students, faculty, staff, as well as potential students and employees. Campus crime, arrest and referral statistics include those reported to the ISU Police, designated campus officials (including, but not limited to, Department of Residence, Dean of Students Office, athletic coaches, and advisors to student organizations), Ames Police and the Story County Sheriff’s Office. The ISU Counseling and Thielen Student Health Centers are exempted by patient confidentiality laws from disclosing reported information. Iowa State University does not have a voluntary confidential procedure for reporting crimes to law enforcement

Safety & You, September 2012

Iowa State University Police Department annually prepares and distributes “Safety & You” to all students, faculty, staff, as well as potential students and employees. Campus crime, arrest and referral statistics include those reported to the ISU Police, designated campus officials (including, but not limited to, Department of Residence, Dean of Students Office, athletic coaches, and advisors to student organizations), Ames Police and the Story County Sheriff’s Office. The ISU Counseling and Thielen Student Health Centers are exempted by patient confidentiality laws from disclosing reported information. Iowa State University does not have a voluntary confidential procedure for reporting crimes to law enforcement

Safety & You, September 2013

Iowa State University Police Department annually prepares and distributes “Safety & You” to all students, faculty, staff, as well as potential students and employees. Campus crime, arrest and referral statistics include those reported to the ISU Police, designated campus officials (including, but not limited to, Department of Residence, Dean of Students Office, athletic coaches, and advisors to student organizations), Ames Police and the Story County Sheriff’s Office. The ISU Counseling and Thielen Student Health Centers are exempted by patient confidentiality laws from disclosing reported information. Iowa State University does not have a voluntary confidential procedure for reporting crimes to law enforcement

Safety & You, September 2014

Iowa State University Police Department annually prepares and distributes “Safety & You” to all students, faculty, staff, as well as potential students and employees. Campus crime, arrest and referral statistics include those reported to the ISU Police, designated campus officials (including, but not limited to, Department of Residence, Dean of Students Office, athletic coaches, and advisors to student organizations), Ames Police and the Story County Sheriff’s Office. The ISU Counseling and Thielen Student Health Centers are exempted by patient confidentiality laws from disclosing reported information. Iowa State University does not have a voluntary confidential procedure for reporting crimes to law enforcement

Collective bargaining in U.S. higher education, 1960-1971 : a selective bibliography, 1972.

This document represents a substantial attempt to survey the literature of labor negotiations as it relates to the faculty in higher education.