Just the Facts for 2011

There are 20,552 full-time employees who work for the State of Iowa Executive Branch (excluding Fair Authority, Community-Based Corrections, and the Regents employees). These employees are undoubtedly the most valuable resource for providing timely and quality services to Iowans. To strategically manage this resource, state departments and policymakers must have thorough and accurate information. The information in “Just the Facts for 2008” is a snapshot of the workforce, collected, compiled, and presented in a format that will aid agencies and decision makers in strategic planning. In many cases, data cover a number of years and are presented to give the reader a sense of trends. While the Department of Administrative Services, Human Resource Enterprise (DAS/HRE) wants to present data in its purest form so readers can draw their own conclusions, we also have a responsibility to clarify anything that may be confusing or misleading. It is important to highlight workforce trends and explain their significance to the work of Iowa state government. The following chapter summaries are intended to do that.

Just the Facts for 2009

There are 20,552 full-time employees who work for the State of Iowa Executive Branch (excluding Fair Authority, Community-Based Corrections, and the Regents employees). These employees are undoubtedly the most valuable resource for providing timely and quality services to Iowans. To strategically manage this resource, state departments and policymakers must have thorough and accurate information. The information in “Just the Facts for 2008” is a snapshot of the workforce, collected, compiled, and presented in a format that will aid agencies and decision makers in strategic planning. In many cases, data cover a number of years and are presented to give the reader a sense of trends. While the Department of Administrative Services, Human Resource Enterprise (DAS/HRE) wants to present data in its purest form so readers can draw their own conclusions, we also have a responsibility to clarify anything that may be confusing or misleading. It is important to highlight workforce trends and explain their significance to the work of Iowa state government. The following chapter summaries are intended to do that.

Just the Facts for 2010

There are 20,552 full-time employees who work for the State of Iowa Executive Branch (excluding Fair Authority, Community-Based Corrections, and the Regents employees). These employees are undoubtedly the most valuable resource for providing timely and quality services to Iowans. To strategically manage this resource, state departments and policymakers must have thorough and accurate information. The information in “Just the Facts for 2008” is a snapshot of the workforce, collected, compiled, and presented in a format that will aid agencies and decision makers in strategic planning. In many cases, data cover a number of years and are presented to give the reader a sense of trends. While the Department of Administrative Services, Human Resource Enterprise (DAS/HRE) wants to present data in its purest form so readers can draw their own conclusions, we also have a responsibility to clarify anything that may be confusing or misleading. It is important to highlight workforce trends and explain their significance to the work of Iowa state government. The following chapter summaries are intended to do that.

Maternal and Child Health Services Title V Block Grant State Narrative for Iowa Application for 2013 Annual Report for 2011

Key factors that provide context for the state's Maternal and Child Health (MCH) annual report and state plan are highlighted in this overview. This section briefly outlines Iowa's demographics, population changes, economic indicators and significant public initiatives. Major strategic planning efforts affecting development of program activities are also identified.

Iowa Maternal and Child Health Comprehensive Title V Assets and Needs Assessment, July 15, 2010

The Iowa Department of Public Health Bureau of Family Health and the Child Health Specialty Clinics embarked on a five-year needs assessment in March 2008 with a daylong strategic planning session involving key administrative and staff personnel from both agencies. As part of the strategic planning, the participants began preparation of a comprehensive assessment to identify the need in Iowa for: preventive and primary care services for pregnant women, mothers, and infants; preventive and primary care services for children; and services for children and youth with special health care needs.

Barcelona: un modelo de Arte Público y Diseño Urbano

This work is divided into two distinct sections which largely reflected my contributions to the First International Seminar Lima developed at the Pontifical Catholic University of Lima in August 2010.The first section summarizes the process of making the city that are the essence of so-called Barcelona model and have achieved, in terms of strategic planning, Barcelona to be ¿on the map¿ of international best practice in urban design and public art The second section develops the issue of citizen participation in the process of making the city, from the experiences that our research center has launched in the neighborhoods of La Mina and Baró de Viver.

Just the Facts for 2012

There are 20,552 full-time employees who work for the State of Iowa Executive Branch(excluding Fair Authority, Community-Based Corrections, and the Regents employees). These employees are undoubtedly the most valuable resource for providing timely and quality services to Iowans. To strategically manage this resource, state departments and policymakers must have thorough and accurate information. The information in “Just the Facts for 2008” is a snapshot of the workforce, collected,compiled, and presented in a format that will aid agencies and decision makers in strategic planning. In many cases, data cover a number of years and are presented to give the reader a sense of trends. While the Department of Administrative Services, Human Resource Enterprise (DAS/HRE)wants to present data in its purest form so readers can draw their own conclusions, we also have a responsibility to clarify anything that may be confusing or misleading. It is important to highlight workforce trends and explain their significance to the work of Iowa state government. The following chapter summaries are intended to do that.

Just the Facts for 2013

DAS/HRE publishes "Just the Facts" an almanac on the Executive Branch workforce. To assist state decision makers in preparing for the future. Thorough strategic planning is requisite to state government's future ability to provide quality products and services. The almanac is intended as an historical source of workforce date that can be used for comparative purposes as the workforce continues to change in Iowa.

Maternal and Child Health Services Title V Block Grant State Narrative for Iowa Application for 2015 Annual Report for 2013, September 21, 2014

Key factors that provide context for the state's Maternal and Child Health (MCH) annual report and state plan are highlighted in this overview. This section briefly outlines Iowa's demographics, population changes, economic indicators and significant public initiatives. Major strategic planning efforts affecting development of program activities are also identified.

Sistema de indicadores para la gestión sostenible de un destino turístico: aplicación a la Costa Brava centro

Strategic management is based upon a performance measurement system that allows gearing decision making towards accomplishing the established objectives.In a changing economic situation, the measurement of the effects of tourism is fundamental in order to know the efficiency and sustainability of that industry and of the territory in which takes place its activity. We propose a performance measurement system for the sustainable management of a tourism destination, so it will support the adoption of public policies and their follow-up, and as an instrument that will promote the responsible participation of the stakeholders with stakes in the destination. In accordance with the guidelines of the Agenda for a sustainable and competitive European tourism, we design a system based on the identification of the axes over which hinges the success of the management of tourism destinations, taking into account the long-term sustainability of this activity. We position the performance measurement system, and especially the balanced scorecard, as a support tool for the strategic planning of destinations. To the extent that this is possible, the performance measures are selected and structured according to the patterns of the balanced scorecard. Finally, we apply the conceptual model to the central Costa Brava

Fiscal Year 2015 Report on the Condition of Affirmative Action, Diversity, and Multi-cultural Programs in State Government and Fiscal Year 2016 Plan, September 30, 2015

Each agency is invited and encouraged to send a representative to a quarterly Department of Administrative Services State Recruitment Coordinating Committee “Committee” meeting. This Committee conducts strategic planning sessions to identify top goals and initiatives for the next 2-3 years.

Prevention and management of potential adverse events during transapical aortic valve replacement.

BACKGROUND AND AIM OF THE STUDY: Transapical transcatheter aortic valve replacement (TAVR) is a new minimally invasive technique with a known risk of unexpected intra-procedural complications. Nevertheless, the clinical results are good and the limited amount of procedural adverse events confirms the usefulness of a synergistic surgical/anesthesiological management in case of unexpected emergencies. METHODS: A review was made of the authors' four-year database and other available literature to identify major and minor intra-procedural complications occurring during transapical TAVR procedures. All implants were performed under general anesthesia with a balloon-expandable Edwards Sapien stent-valve, and followed international guidelines on indications and techniques. RESULTS: Procedural success rates ranged between 94% and 100%. Life-threatening apical bleeding occurred very rarely (0-5%), and its incidence decreased after the first series of implants. Stent-valve embolization was also rare, with a global incidence ranging from 0-2%, with evidence of improvement after the learning curve. Rates of valve malpositioning ranged from 0% to < 3%, whereas the risk of coronary obstruction ranged from 0% to 3.5%. Aortic root rupture and dissection were dramatic events reported in 0-2% of transapical cases. Stent-valve malfunction was rarely reported (1-2%), whereas the valve-in-valve bailout procedure for malpositioning, malfunctioning or severe paravalvular leak was reported in about 1.0-3.5% of cases. Sudden hemodynamic management and bailout procedures such as valve-in-valve rescue or cannulation for cardiopulmonary bypass were more effective when planned during the preoperative phase. CONCLUSION: Despite attempts to avoid pitfalls, complications during transapical aortic valve procedures still occur. Preoperative strategic planning, including hemodynamic status management, alternative cannulation sites and bailout procedures, are highly recommended, particularly during the learning curve of this technique.

Hinnoittelu yrityksen kannattavuuden kehittämisessä

Diplomityössä tutkittiin hinnoittelun merkitystä yrityksen kannattavuuden kehittämisessä. Työn teoriaosassa selvitettiin pöytätutkimuksena hinnoittelun ja kannattavuuden keskeiset tekijät Lifetime Oy:n liiketoiminnan kannalta. Kilpailukykyisen liiketoiminnan kehittämiseksi suoritettiin markkinatutkimuskysely 1857 yrityksen päättäjälle. Saatujen tulosten perusteella(N=132) Lifetime Oy:n Liiketoimintamallit jaoteltiin (B-to-C), (SOT), ja (B-to-B) Liiketoimintamalleihin, brandeihin, kanaviin, ja asiakassegmentteihin. Diplomityön empiriaosuuden muodostivat markkinointitutkimussekä kauppakeskushankkeet Lifetime Value ShopTM 2007 Edition, ja pieniomenaTM.com, sekä näihin liittyvien brandien ja segmenttikohtaisten hinnoittelustrategioiden luominen.

Using the balanced scorecard as a tool for procurement strategy implementation

Tavoitteena diplomityössä oli tutkia, miten hankintastrategiaa saataisiin paremmin toteutettua jokapäiväisessä työssä. Strategian implementointiin käytettiin strategiakarttaa sekä balanced scorecard -mittareita. Tutkimus toteutettiin hankintaosastolla Vaasan & Vaasan Oy:ssä, joka toimii leipomotoimialalla viidessä maassa Itämeren alueella. Hankinnan strategiakartta ja balanced scorecard -mittarit laadittiin olemassa olevan hankintastrategian pohjalta. Perinteisiä balanced scorecard -näkökulmia muokattiin paremmin hankintatoimeen sopiviksi. Malliin lisättiin toimittajanäkökulma ja hankinnan rooli pääprosessien tukifunktiona otettiin huomioon muuttamalla balanced scorecardin asiakasnäkökulma sisäisen asiakkaan näkökulmaksi. Strategiakartta myös laadittiin niin, että hankinnan sisäisten asiakkaiden odotukset ovat kartassa tasavertaisina taloudellistentavoitteiden kanssa. Balanced scorecard -mittareiden määrä pidettiin pienenä, jotta niiden toimintaa ohjaava vaikutus olisi mahdollisimman suuri. Mittareita voidaan vaihtaa strategian muuttuessa. Työssä todettiin, että strategiakartta ja balanced scorecard ovat hyviä välineitä strategian muuttamiseen konkreettisiksi toimenpiteiksi myös tukifunktiossa, kun esimerkiksi mallin näkökulmia muokataan tapauskohtaisesti. Strategiakartat ja balanced scorecard tulisi kytkeä osaksi koko yrityksen strategista suunnittelua. Strategiakartan ja balanced scorecardin käytöstä on hankinnalle monia hyötyjä. Työntekijät hahmottavat paremmin oman panoksensa yrityksen tavoitteiden saavuttamisessa. Käytetyt työkalut voivat tukea myös konsernin yksiköiden hankintojen keskittämiskehitystä.