Annual Report of the Iowa Citizen's Aide/Ombudsman, 2012

Annual report for the Iowa Citizen's Aide/Ombudsman Office.

2012 Annual Report of the Iowa Utilities Board

The IUB Annual Report contains summaries for IUB dockets that were active during the calendar year as well as IUB background information, IUB work section highlights, descriptions of IUB court cases and participation in federal proceedings, listings of IUB assessments to jurisdictional utilities, and the IUB fiscal year budget.

Annual Report of the Iowa Citizen's Aide/Ombudsman, 2013

Annual report for the Iowa Citizen's Aide/Ombudsman Office.

The Annual Condition of Education Report, 2013

The 2031 edition of the Annual Condition of Education Report provides a rich tapestry of information about Iowa's Education system. The data presented in the report examines longitudinal trends about our students, our teacher and our schools from many perspectives. Information such as demographic characteristics, assessment results, college readiness, college readiness measures, courses taken, and financial health are just a few examples, Below are highlights from the 24th edition of the report.

Genital Chlamydia trachomatis: understanding the roles of innate and adaptive immunity in vaccine research.

Chlamydia trachomatis is the leading cause of bacterial sexually transmitted disease worldwide, and despite significant advances in chlamydial research, a prophylactic vaccine has yet to be developed. This Gram-negative obligate intracellular bacterium, which often causes asymptomatic infection, may cause pelvic inflammatory disease (PID), ectopic pregnancies, scarring of the fallopian tubes, miscarriage, and infertility when left untreated. In the genital tract, Chlamydia trachomatis infects primarily epithelial cells and requires Th1 immunity for optimal clearance. This review first focuses on the immune cells important in a chlamydial infection. Second, we summarize the research and challenges associated with developing a chlamydial vaccine that elicits a protective Th1-mediated immune response without inducing adverse immunopathologies.

State of Iowa 2001 Annual Report of the Superintendent of Banking, November 30, 2001

To facilitate equity and maximize the use of available human resources, all policies, practices, and procedures of the Division of Banking are designed to ensure that recruitment, hiring selection, promotions, transfers, compensation, benefits, and training will be administered in a fair and nondiscriminatory manner.

State of Iowa 2002 Annual Report of the Superintendent of Banking, June 30, 2002

To facilitate equity and maximize the use of available human resources, all policies, practices, and procedures of the Division of Banking are designed to ensure that recruitment, hiring selection, promotions, transfers, compensation, benefits, and training will be administered in a fair and nondiscriminatory manner.

State of Iowa 2003 Annual Report of the Superintendent of Banking, June 30, 2003

To facilitate equity and maximize the use of available human resources, all policies, practices, and procedures of the Division of Banking are designed to ensure that recruitment, hiring selection, promotions, transfers, compensation, benefits, and training will be administered in a fair and nondiscriminatory manner.

State of Iowa 2004 Annual Report of the Superintendent of Banking, June 30, 2004

To facilitate equity and maximize the use of available human resources, all policies, practices, and procedures of the Division of Banking are designed to ensure that recruitment, hiring selection, promotions, transfers, compensation, benefits, and training will be administered in a fair and nondiscriminatory manner.

State of Iowa 2005 Annual Report of the Superintendent of Banking, June 30, 2005

To facilitate equity and maximize the use of available human resources, all policies, practices, and procedures of the Division of Banking are designed to ensure that recruitment, hiring selection, promotions, transfers, compensation, benefits, and training will be administered in a fair and nondiscriminatory manner.

State of Iowa 2006 Annual Report of the Superintendent of Banking, June 30, 2006

To facilitate equity and maximize the use of available human resources, all policies, practices, and procedures of the Division of Banking are designed to ensure that recruitment, hiring selection, promotions, transfers, compensation, benefits, and training will be administered in a fair and nondiscriminatory manner.

State of Iowa 2007 Annual Report of the Superintendent of Banking, June 30, 2007

To facilitate equity and maximize the use of available human resources, all policies, practices, and procedures of the Division of Banking are designed to ensure that recruitment, hiring selection, promotions, transfers, compensation, benefits, and training will be administered in a fair and nondiscriminatory manner.

State of Iowa 2008 Annual Report of the Superintendent of Banking, June 30, 2008

To facilitate equity and maximize the use of available human resources, all policies, practices, and procedures of the Division of Banking are designed to ensure that recruitment, hiring selection, promotions, transfers, compensation, benefits, and training will be administered in a fair and nondiscriminatory manner.