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

Pensions and procrastination : how can employers help their employees save for the future?

In this paper I show that employees tend to procrastinate when they are expected to decide whether or not they would like to save using the defined contribution pension scheme offered by their employer. By auto-enrolling the employees or asking them to decide before a given deadline, employers can mitigate some of the problems caused by employee procrastination. However both of these mechanisms present their own problems, caused by default stickiness and other issues, so I discuss how employers can decide which is the right mechanism to use depending on the characteristics of their employees, and how to minimize the problems these mechanisms can cause.

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

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, 2013

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, 2013

Audit report of the Iowa Public Employees’ Retirement System (IPERS) as of June 30, 2015

Audit report of the Iowa Public Employees’ Retirement System (IPERS) as of June 30, 2015

Report on a review of selected general and application controls over the Iowa Public Employees’ Retirement System (IPERS) I-QUE Pension Administration System for the period April 9, 2015 through May 7, 2015

Report on a review of selected general and application controls over the Iowa Public Employees’ Retirement System (IPERS) I-QUE Pension Administration System for the period April 9, 2015 through May 7, 2015

Report on the Iowa Public Employees’ Retirement System (IPERS) for the year ended June 30, 2015

Report on the Iowa Public Employees’ Retirement System (IPERS) for the year ended June 30, 2015

Structured running program for health and performance promotion in hospital employees.

Introduction Our institution (University hospital) is encouraging physical activities for health through various popular sporting events in the city of Lausanne, the biggest of which is a road race of 2, 4, 10 and 20km. Objective To create an efficient and sustainable training program in preparation of the race for a group of motivated hospital employees without any prior experience with structured training and to identifying the benefits and limitations encountered.. Methods Subjects of various fitness levels were recruited by add and agreed to undergo lab and field testing before a 12-week 3 times/week running program, based on maximal aerobic speed (MAS-30/30 sec intervals), running technique exercises and endurance training. The interval session was the only one supervised. Their goal was the 10km (11 subjects) and the 20km (6 subjects). Results A group of 17 subjects (7 male and 10 female), mean age 36.6±7.3 years, VO2max 44.0±5.5 ml/kg/min, filed test interval MAS 15.1±2.4 km/h started the program. 2 were lost because of injury (while skiing). Adherence to interval sessions was excellent, although 3 weekly training sessions proved to be difficult for most of the subjects. Performance in the race was satisfying for all of them, 6/7 subjects having improved their running time from the previous year, the others participated for the first time and 7/8 completed the race satisfyingly, one DNF-ed because of sinusitis. Repeat MAS field test was available for 6 subjects, who improved by 5.9% (p<0.01). Subjectively, all of the participants were very satisfied with improvement, interaction with colleagues from various professions, and with self achievement and confidence. Conclusions Implementation of a structured training program for recreational or non-athletes can be very successful in creating a better self-confidence, a better working environment inside a hospital facility and obviously in improvement of physical fitness and athletic performance. Above all, it can only encourage health institutions to promote the health of their own employees through physical activity, which can allow people to connect through sports. As a result, subjects in this study tend to encourage other employees to be more active and are hungry for more advice and continued offers for physical activities benefiting both them and the institution through better efficiency at work and less absenteeism common to more active people.

Disseny de les instal·lacions de climatització, ventilació, protecció contra incendis, subministrament d'aigua i seguretat d'utilització d'un restaurant

Aquest projecte té l'objectiu de dissenyar les instal·lacions de climatització, ventilació, protecció contra incendis, subministrament d'aigua i seguretat d'utilització d'un local destinat a ser restaurant. S'estudiaran diferents alternatives per tal de poder elegir la solució més addient tenint en compte les característiques i ubicació del local.

Ruokalista - Restaurant Kapellet

Helsinkiläisen ravintola Kappelin venäjän- ja ranskankielinen ruokalista 1900-luvun alusta.

Workgroup climates and employees' counterproductive work behaviors: A social-cognitive perspective

This research examines employees' anticipation of social and self-sanctions as a self-regulatory mechanism linking workgroup climates and counterproductive work behaviors (CWBs) and personality as a limit to these effects. A cross-level study with 158 employees from 26 workgroups demonstrated that in groups with a high compliance climate-a climate emphasizing the importance of complying with organizational rules-employees anticipate more social and self-sanctions, leading those low in conscientiousness and low in agreeableness to engage less frequently in CWBs. In contrast, a high relational climate-a climate emphasizing the importance of positive social relations over self-interest-indirectly unbridles the CWBs of these employees by alleviating the social and self-sanctions they anticipate for CWBs. Climates did not have indirect effects for employees high in agreeableness and high in conscientiousness. These findings elucidate why workgroup climates do not affect the CWBs of all members in the same way.