Sex ratios in juveniles and adults of Dichroplus maculipennis (Blanchard) and Borellia bruneri (Rehn) (Orthoptera: Acrididae)

Dichroplus maculipennis and Borellia bruneri are two of the 18 grasshopper species of actual or potential economic relevance as pests in Argentina. The objective of this study was to estimate the sex ratios for adults and older nymphs of D. maculipennis and B. bruneri in the field, and analyze possible temporal variations. The study was conducted during seven seasons (2005-06 to 2011-12) in representative plant communities of the southern Pampas region. A total of 4536 individuals of D. maculipennis, and 6038 individuals of B. bruneri were collected. The sex ratio registered in older nymphs for D. maculipennis and B. bruneri did not deviate from a 1:1 ratio (p > 0.05), suggesting that these species have such a primary sex ratio. However, a significant bias in sex composition in adults of both species was observed (p < 0.05). The sex ratio in adults of D. maculipennis was different in five of the 18 sampling dates carried out. In three sampling dates it was biased toward males, while in the other two it was biased toward females. Taking into account the sex ratio by sampling season, significant differences were recorded in two seasons. In 2007-08 the sex ratio was biased toward males (1 F:2.26 M), while in 2008-09 it was biased toward females (1.35 F:1 M). The sex ratio in adults of B. bruneri was always biased toward males (p < 0.05). We conclude that results obtained in this study indicate that various factors like differential survival, dispersion, predation, among others, could have modified the primary sex ratio in these species.

Report on a special investigation of the University of Northern Iowa, Camp Adventure Youth Services program for the period April 1, 2007 through March 31, 2008

Report on a special investigation of the University of Northern Iowa, Camp Adventure Youth Services program for the period April 1, 2007 through March 31, 2008

Agreed upon procedures of the Iowa Department of Human Services, IowaCare Project for the year ended June 30, 2008

Agreed upon procedures of the Iowa Department of Human Services, IowaCare Project for the year ended June 30, 2008

B-1 Monthly Report of Medical Services Provided under Title XIX of the Social Security Act, June 2009

B-1 Medicaid Reports -- The monthly Medicaid series of eight reports provide summaries of Medicaid eligibles, recipients served, and total payments by county, category of service, and aid category. These reports may also be known as the B-1 Reports. These reports are each available as a PDF for printing or as a CSV file for data analysis. Report Report name IAMM1800-R001--Medically Needy by County - No Spenddown and With Spenddown; IAMM1800-R002--Total Medically Needy, All Other Medicaid, and Grand Total by County; IAMM2200-R002--Monthly Expenditures by Category of Service; IAMM2200-R003--Fiscal YTD Expenditures by Category of Service; IAMM3800-R001--ICF & ICF-MR Vendor Payments by County; IAMM4400-R001--Monthly Expenditures by Eligibility Program; IAMM4400-R002--Monthly Expenditures by Category of Service by Program; IAMM4600-R002--Elderly Waiver Summary by County.

Revised NEO personality inventory normative data for catalan police officer selection: preliminary study

El Servei d'Avaluació, Seguiment i Selecció de l'ISPC han elaborat un estudi sobre el perfil de personalitat dels aspirants al Curs de Formació bàsica per policies, que es va presentar a l'International Society for the Study of Individual Differences Meeting celebrat al CosmoCaixa de Barcelona i que organitzen conjuntament l’Associació Iberoamericana per a la recerca de les diferències individuals i la Universitat de Barcelona. L’estudi, titulat Revised NEO Personality Inventory Normative Data for Catalan police officer selection: A preliminary study, té com a objectiu comparar els perfils de personalitat d’una mostra d’aspirants de l’ISPC amb els resultats d’una mostra d’aspirants a policia dels EUA, publicada en una revista científica de prestigi el mes de febrer passat. Els resultats mostren que els aspirants catalans destaquen per obtenir millors puntuacions en les dimensions de responsabilitat i amabilitat, cosa que indicaria que aquest tret es valora especialment durant el procés de selecció de la policia de Catalunya; en altres característiques de la personalitat les dues mostres obtenen resultats similars. Els trets característics del perfil del policia català seria el de persones estables emocionalment, poc impulsives, amb capacitat per gestionar l’estrés, orientades a les persones, agradables, sociables, responsables, disciplinades i cauteloses. Enllaç a: International Society for the Study of Individual Differences Meeting :http://www.issid.org/conferences/ISSID2013/ISSIDconference2013.html

Report of recommendations to the Iowa Department of Education, Division of Vocational Rehabilitation Services, June 30, 2008

Report on the Iowa Department of Education, Division of Vocational Rehabilitation Services for the year ended June 30, 2008

Relocation Assistance and Advisory Services, March 24, 2009

This brochure provides general information about relocation assistance provided by the Iowa Department of Transportation (DOT) for those individuals who may be required to move as a result of a highway project. It is not intended to be a legal document that comprehensively explains every right or obligation you have as established by Chapter 316, Code of Iowa; Federal Public Laws 91-646 and 100-17; and 49 CFR. Your relocation adviser will provide the assistance you need to successfully relocate to a suitable replacement property. Your first contact with your relocation adviser will usually occur during the early stages of the appraisal process, and he or she will continue to work with you until you have moved and become established at a new location. Do not hesitate to ask questions so you are sure you understand the process, your rights and the benefits available to you. Please let your DOT relocation adviser know your needs and preferences. If your relocation adviser is unable to help you with a specific problem or concern, he or she may know of another person or an organization that can help you. DO NOT MOVE UNTIL YOU HAVE CONTACTED YOUR DOT RELOCATION ADVISER. Only then will you be sure you are not jeopardizing your potential rights and benefits under this program. No person who lawfully occupies real property will be required by DOT to move without being notified in writing at least 90 days in advance.

Report on the Iowa Department of Human Services – Central Distribution Center for the year ended June 30, 2008

Report on the Iowa Department of Human Services – Central Distribution Center for the year ended June 30, 2008

Report on the Iowa Department of Administrative Services for the year ended June 30, 2008

Report on the Iowa Department of Administrative Services for the year ended June 30, 2008

B-1 Monthly Report of Medical Services Provided under Title XIX of the Social Security Act, July 2009

B-1 Medicaid Reports -- The monthly Medicaid series of eight reports provide summaries of Medicaid eligibles, recipients served, and total payments by county, category of service, and aid category. These reports may also be known as the B-1 Reports. These reports are each available as a PDF for printing or as a CSV file for data analysis. Report Report name IAMM1800-R001--Medically Needy by County - No Spenddown and With Spenddown; IAMM1800-R002--Total Medically Needy, All Other Medicaid, and Grand Total by County; IAMM2200-R002--Monthly Expenditures by Category of Service; IAMM2200-R003--Fiscal YTD Expenditures by Category of Service; IAMM3800-R001--ICF & ICF-MR Vendor Payments by County; IAMM4400-R001--Monthly Expenditures by Eligibility Program; IAMM4400-R002--Monthly Expenditures by Category of Service by Program; IAMM4600-R002--Elderly Waiver Summary by County.

State of Iowa Department of Administrative Services Human Resource Enterprise: Review of State Hiring Practices, April 30, 2007

The State of Iowa and the Hiring Practices Working Group commissioned this review of the State’s hiring practices in response to recent concerns about these practices involving racial discrimination claims against the Departments of Human Services, Transportation, and Iowa Workforce Development. The State of Iowa should be commended for undertaking this review. The State has a longstanding Affirmative Action Program and commitment to diversity – they instituted their Affirmative Action Program in 1973, and continue their commitment to its success by making the changes necessary to ensure the program is viable and sustainable. Iowa Department of Administrative Services In July 2003, the State created the Iowa Department of Administrative Services (DAS) as a way to manage and coordinate the major resources of state government. DAS provides human resource services through an entrepreneurial management model. Entrepreneurial management is a customer-focused approach to delivering services. The customer departments have input about what services and products they want from DAS and in turn DAS is funded by the customer departments through purchases of DAS services and products. DAS looks to offer new and additional services (for example recruitment support and coordination) to various customers on a fee-for-service basis. A customer council is charged with approving the DAS business plan, establishing the rate for services, and reviewing service delivery and complaints. Under this entrepreneurial model, human resource services are provided by DAS-HRE (Human Resources Enterprise) central staff, 12 DAS-HRE Personnel Officers located at the customer departments, and customer agency staff. The majority of the recruitment and hiring functions are done by the customer (hiring) departments and their staff. Applications for employment are submitted using the BrassRing system with applicants being qualified by DAS-HRE employees. Since the creation of Human Resources Enterprise, DAS-HRE has strived to provide human resource tools to the departments. The Screening Manual and the Supervisor’s Manual are just two examples of the resources created for the hiring departments. They also provide Supervisor Training for newly appointed supervisors. Larger departments have dedicated staff assigned to human resource activities. The staff at the departmental level may or may not have a human resources background. Iowa Population and Workforce The 2000 U.S. Census indicated that Iowa’s population was 2,926,324. According to this census, 92.6 percent of Iowa’s population identified their race as white (alone). The nonwhite alone or minority population (including Black or African American, Asian, Native Hawaiian or Pacific Islander, Hispanic or Latino, American Indian or Alaska Native, two or more races, or some other race) was 7.4 percent.

Report on the Iowa Department of Human Services for the year ended June 30, 2008

Report on the Iowa Department of Human Services for the year ended June 30, 2008

Libtech International 96 : networked periodical services

Annikki Hyvärinen