Comprehensive annual financial report of the Iowa Public Employees’ Retirement System for the Fiscal Year ended June 30, 2006

Report on the Iowa Public Employees’ Retirement System (IPERS) for the year ended June 30, 2006

Comprehensive annual financial report of the Iowa Public Employees’ Retirement System for the Fiscal Year ended June 30, 2008

Report on the Iowa Public Employees’ Retirement System (IPERS) for the year ended June 30, 2008

Comprehensive annual financial report of the Iowa Public Employees’ Retirement System for the Fiscal Year ended June 30, 2011

Report on the Iowa Public Employees’ Retirement System (IPERS) for the year ended June 30, 2011

Comprehensive annual financial report of the Iowa Public Employees’ Retirement System for the Fiscal Year ended June 30, 2012

Report on the Iowa Public Employees’ Retirement System (IPERS) for the year ended June 30, 2012

Flame Hardened Snow Plow Blades

Underbody plows and High Speed Ice Blades are an integral part of clearing Iowa roads of snow and ice during winter operations. Changing these blades requires crews to suspend plowing operations and return to the garage decreasing time spent clearing roads and increasing workplace hazards. A blade with a longer lifespan is desired. The Department is determining if using plow blades that have been flame hardened increase longevity of use over the Departments current underbody plow blades that are oven baked. This would reduce downtime and employee exposure to workplace hazards and increase productivity per dollar spent.

Comprehensive annual financial report of the Iowa Public Employees’ Retirement System for the Fiscal Year ended June 30, 2010

Comprehensive annual financial report of the Iowa Public Employees’ Retirement System for the Fiscal Year ended June 30, 2010

A legislator's guide to Iowa Public Employees' Retirement System : important information for IPERS' plan sponsors.

A guide to IPERS programs and services for Iowa state legislators.

The role of just world beliefs and justice perceptions in explaining undesirable attitudes and behaviors at work

Perceiving injustice is a key antecedent of a large range of undesirable employee attitudes and behaviors at work. For example, research has shown that employees who perceive their workplace as unfair are less satisfied, less committed and engage in more counterproductive behaviors. In this study, we suggest that justice motives like the belief in a just world (BJW) contribute to explaining relations between justice perceptions and undesirable behaviors. Specifically, we propose that individual differences in BJW (i.e, the belief that the world is just, where everyone is rewarded for his or her behavior) are related to work-related behaviors and attitudes by coloring perceptions of workplace fairness. We investigated our hypotheses in a survey study with 176 employees of various organizations (36% women; mean tenure 12.3 yeares). Results showed that after controlling for other influencing factors (e.g., neuroticism) BJW was negatively related to self-reported work deviant behaviors and to cynical, disillusioned attitudes toward the current job. Moreover, BJW was positively related to overall job satisfaction. Consistent with our expectations, relations of BJW with deviant behaviors and with attitudes were mediated by perceptions of interactional and procedural justice. These results suggest extending models of justice and deviance by including motives such as BJW.

Iowa Natural Resources, Agency Performance Plan, FY2013

The work of the Department of Natural Resources impacts the lives of all Iowans. Iowans deserve a clean environment and quality natural areas for public use and enjoyment. This report reflects the progress made during fiscal year 2013 (FY13) toward our goals and provides information regarding the condition of our state’s natural resources and the effectiveness of our programs. In FY13, we continued to improve collaboration with other executive branch agencies. The DNR and DOT work very closely on the issuance of permits needed for road and bridge constructions, but recently we have also been working together to meet the administrative needs of the agencies. The DNR is working closely with the DOT to adopt an Electronic Records Management System used by the DOT. This system will improve accessibility to public documents and reduce the amount of paper files retained in storage. The DNR also continues to improve collaboration with other agencies, such as the Iowa Economic Development Authority as we work closely with them on business development in the state. The DNR strives to continually improve our customer service and how we can meet Iowan’s needs. As an example, the online reservation system for campground reservations has grown over the past eight years so that now 88% of the camping reservations are made online. The DNR continues to improve our online presence and accessibility. In FY13 the Iowa Legislature approved paying off the State’s bond debt used to construct Honey Creek Resort State Park. By removing this debt, the DNR will be able to focus more on the future of the Resort, rather than the past debt. Finally, in August of 2012, the DNR was faced with a tragic accident, where a seasonal parks employee died after rolling a mower into a lake. This incident has caused us to establish a Safety Program at the DNR and to review all of our departmental safety trainings, programs, and equipment. By focusing on our employee’s safety and well being, it is another way that we can demonstrate that at the DNR, our employees are our greatest asset.

Iowa Public Employees’ Retirement System Performance Plan, FY2014

Agency Performance Plan, Iowa Public Employees’ Retirement System

Public Employment Relations Board Performance Plan, FY2014

Agency Performance Plan, Public Employment Relations Board

Iowa Public Employees’ Retirement System An Annual Summary for the Fiscal Year Ended June 30, 2013, FY 2013

Report on the Iowa Public Employees’ Retirement System (IPERS) for the year ended June 30, 2013

This is YOUR Highway Commission,1968

Before the Iowa Department of Transportation (DOT) was established by legislation in July 1974, there were several state agencies that handled the tasks that are now the responsibility of an integrated, multimodal Iowa DOT. Among those agencies was the Iowa State Highway Commission (IHC). You are invited to read a brief history of the Iowa DOT here:http://www.iowadot.gov/about/organizationalhistory.htm The IHC operated as an independent state agency between 1913 and 1974. In 1968, the IHC created and released This is YOUR Highway Commission, a 24 ½- minute film that showcased the responsibilities and functions of the IHC. The narrator describes the activities of various offices and employees, and explains how those activities benefited Iowa’s citizens and motorists. The film journeys through all areas of IHC responsibility to Iowa’s roadways, including administration, planning, design, bidding, right of way, materials, construction, maintenance and facilities. As part of the Iowa DOT’s effort to preserve and archive its historical resources, the original 16mm film was professionally cleaned, restored and digitized so that it could be made available via this website. The Iowa DOT is currently researching and compiling information necessary to prepare detailed biographies of the IHC employees identified in the film. Included in each biography will be still frames taken from the film, as well as other images from the Iowa DOT’s archives. This more comprehensive description of the film will be available in the future. In the meantime, below is a list of the IHC employees who have been identified. The list is arranged in the order in which each employee first appears in the film. There remain numerous unidentified employees in the film, and the Iowa DOT would greatly appreciate any assistance in identifying them. If you recognize an IHC employee in the film who is not on this list, please contactbeth.collins@dot.iowa.gov with any information you feel would be useful. Identified employees: Joseph Coupal, Jr.—Director of Highways Harry Bradley—Commissioner Derby Thompson—Commissioner John Hansen—Commissioner Koert Voorhees—Commissioner Harold Shiel—Engineer Howard Gunnerson—Chief engineer Martha Groth—Commission Secretary Robert Barry—Commissioner Nancy Groomes—Director’s Secretary Russell Moreland—Planning C.B. Anderson—Planning Gus Anderson—Engineer Carl Schach—Deputy chief engineer Raymond Kassel—Hearings engineer (later director of Transportation) Bob Given—Deputy chief engineer Don McLean—Director of Engineering Howard Thielen—Surveying (using rod) John Huss—Surveying (using leveling transit) John “Harley” McCoy—Surveying (taking notes) Jim Smith—Right of Way Keith Davis—Contracts Sherrill P. Freed—Sign Shop Olav Smedal—Director of Public Information

Calidad de vida y necesidades de formación de las cuidadoras formales de personas mayores dependientes institucionalizadas

Objetivo: Identificar la calidad de vida, satisfacción personal y laboral de las Auxiliares de Geriatría cuidadoras de personas mayores institucionalizadas. Metodología: Estudio descriptivo realizado a partir de datos cuantitativos y datos cualitativos. El tamaño de la muestra fue de 12 Auxiliares de Geriatría que trabajan en el Centro Sociosanitario Ricard Fortuny y en la Residencia Sant Francesc de Vilafranca del Penedès. Resultados: La mayoría está satisfecha con su vida personal y tienen una buena calidad de vida. Les gusta su trabajo y están motivadas, sin embargo, manifiestan estar poco valoradas y remuneradas, piensan que la formación es importante para ofrecer unos cuidados de calidad. Conclusiones y discusión: Se necesita una formación especializada para ofrecer unos cuidados de calidad a los mayores institucionalizados, ello no sólo influye en la satisfacción laboral de las Auxiliares de Geriatría, sino también en su satisfacción personal y calidad de vida.

Calidad de vida y necesidades de formación de las cuidadoras formales de personas mayores dependientes institucionalizadas

Objetivo: Identificar la calidad de vida, satisfacción personal y laboral de las Auxiliares de Geriatría cuidadoras de personas mayores institucionalizadas. Metodología: Estudio descriptivo realizado a partir de datos cuantitativos y datos cualitativos. El tamaño de la muestra fue de 12 Auxiliares de Geriatría que trabajan en el Centro Sociosanitario Ricard Fortuny y en la Residencia Sant Francesc de Vilafranca del Penedès. Resultados: La mayoría está satisfecha con su vida personal y tienen una buena calidad de vida. Les gusta su trabajo y están motivadas, sin embargo, manifiestan estar poco valoradas y remuneradas, piensan que la formación es importante para ofrecer unos cuidados de calidad. Conclusiones y discusión: Se necesita una formación especializada para ofrecer unos cuidados de calidad a los mayores institucionalizados, ello no sólo influye en la satisfacción laboral de las Auxiliares de Geriatría, sino también en su satisfacción personal y calidad de vida.