8A.412 Merit system — applicability — exceptions.
The merit system shall apply to all employees of the state and to all positions in state government now existing or hereafter
established. In addition, the director shall negotiate an agreement with the director of the department for the blind concerning
the applicability of the merit system to the professional employees of the department for the blind. However, the merit system
shall not apply to the following:
1. The general assembly, employees of the general assembly, other officers elected by popular vote, and persons appointed to
fill vacancies in elective offices.
2. All judicial officers and court employees.
3. The staff of the governor.
4. All board members and commissioners whose appointments are provided for by the Code.
5. All presidents, deans, directors, teachers, professional and scientific personnel, and student employees under the jurisdiction
of the state board of regents. The state board of regents shall adopt rules not inconsistent with the objectives of this subchapter for all of its employees not cited specifically in this subsection. The rules are subject to approval by the director. If at any time the director determines that the state board of regents
merit system rules do not comply with the intent of this subchapter, the director may direct the board to correct the rules. The rules of the board are not in compliance until the corrections
are made.
6. All appointments which are by law made by the governor.
7. All personnel of the armed services under state jurisdiction.
8. Persons who are paid a fee on a contract-for-services basis.
9. Seasonal employees appointed during a state agency’s designated six-month seasonal employment period during the same annual
twelve-month period, as approved by the director.
10. Residents, patients, or inmates working in state institutions, or persons on parole working in work experience programs.
11. Professional employees under the supervision of the attorney general, the state public defender, the secretary of state, the
auditor of state, and the treasurer of state.
12. Production and engineering personnel under the jurisdiction of the Iowa public broadcasting board.
13. Members of the state patrol and other peace officers employed by the department of public safety. The commissioner of public
safety shall adopt rules not inconsistent with the objectives of this subchapter for the persons described in this subsection.
14. The chief deputy administrative officer and each division administrator of each state agency not otherwise specifically provided
for in this section, and physicians not otherwise specifically provided for in this section. As used in this subsection, “division administrator” means a principal administrative or policymaking position designated by a chief administrative officer and approved by the
director or as specified by law.
15. All confidential employees.
16. Other employees specifically exempted by law.
17. The superintendent and deputy superintendent of the credit union division of the department of insurance and financial services,
all members of the credit union review board, and all employees of the credit union division.
18. The superintendent of the banking division of the department of insurance and financial services, all members of the state
banking council, and all employees of the banking division.
19. Chief deputy industrial commissioners.
20. The appointee serving as the coordinator of the office of renewable fuels and coproducts, as provided in section 159A.3.
21. All employees of the Iowa state fair authority.
22. Up to six nonprofessional employees designated at the discretion of each statewide elected official.
23. The position classifications of employees of statewide elected officials that were exempt from the merit system as of June
30, 1994, shall remain exempt and any employees subsequently hired to fill any exempt position vacancies shall be classified
as exempt employees.
2003 Acts, ch 145, §60; 2004 Acts, ch 1101, §9; 2004 Acts, ch 1141, §1; 2005 Acts, ch 35, §31; 2006 Acts, ch 1177, §31; 2009 Acts, ch 57, §2; 2016 Acts, ch 1059, §1; 2023 Acts, ch 19, §1721, 2046, 2073, 2076, 2705; 2024 Acts, ch 1170, §127
8A.413 State human resource management — rules.
The department shall adopt rules for the administration of
this subchapter pursuant to
chapter 17A. Rulemaking shall be carried out with due regard to the terms of collective bargaining agreements. A rule shall not supersede
a provision of a collective bargaining agreement negotiated under
chapter 20. Notwithstanding any provisions to the contrary, a rule or regulation shall not be adopted by the department which would
deprive the state of Iowa, or any of its agencies or institutions, of federal grants or other forms of financial assistance.
The rules shall provide:
1. For the preparation, maintenance, and revision of a job classification plan that encompasses each job in the executive branch,
excluding job classifications under the state board of regents, based upon assigned duties and responsibilities, so that the
same general qualifications may reasonably be required for and the same pay plan may be equitably applied to all jobs in the
same job classification. The director shall classify the position of every employee in the executive branch, excluding employees
of the state board of regents, into one of the classes in the plan. An appointing authority or employee adversely affected
by a classification or reclassification decision may file an appeal with the director. Appeals of a classification or reclassification
decision shall be exempt from the provisions of section 17A.11 and shall be heard by a committee appointed by the director. The classification or reclassification of a position that would
cause the expenditure of additional salary funds shall not become effective if the expenditure of funds would be in excess
of the total amount budgeted for the department of the appointing authority until budgetary approval has been obtained from
the director of the department of management.
2. For notification of the governor when the public interest requires a decrease or increase of employees in any position or
type of employment not otherwise provided by law, or the creation or abolishment of any position or type of employment, as
determined by the director, acting in good faith. Thereafter, the position or type of employment shall stand abolished or
created and the number of employees therein reduced or increased.
3. For pay plans covering all employees in the executive branch, excluding employees of the state board of regents, after consultation
with the governor and appointing authorities, and consistent with the terms of collective bargaining agreements negotiated
under chapter 20.
4. For examinations to determine the relative fitness of applicants for employment. a. Such examinations shall be practical in character and shall relate to such matters as will fairly assess the ability of the
applicant to discharge the duties of the position to which appointment is sought.
b. Where the Code of Iowa establishes certification, registration, or licensing provisions, such documents shall be considered
prima facie evidence of basic skills accomplishment and such persons shall be exempt from further basic skills examination.
5. For the public announcement of vacancies at least ten days in advance of the date fixed for the filing of applications for
the vacancies, and the advertisement of the vacancies through the communications media. The director may, however, in the
director’s discretion, continue to receive applications and examine candidates for a period adequate to assure a sufficient
number of eligibles to meet the needs of the system, and may add the names of successful candidates to existing eligible lists.
6. For an applicant for employment in the executive branch to disclose in the application for employment whether the applicant
has filed a registration statement pursuant to the federal Foreign Agents Registration Act of 1938, as amended, 22 U.S.C. §611 et seq.
7. For promotions which shall give appropriate consideration to the applicant’s qualifications, record of performance, and conduct.
A promotion means a change in the status of an employee from a position in one class to a position in another class having
a higher pay grade.
8. For the establishment of lists for appointment and promotion, upon which lists shall be placed the names of successful candidates.
9. For the rejection of applicants who fail to meet reasonable requirements.
10. For the appointment by the appointing authority of a person on the appropriate list to fill a vacancy.
11. For a probation period of six months, excluding educational or training leave, before appointment may be made complete, and
during which period a probationer may be discharged or reduced in class or pay. If the employee’s services are unsatisfactory,
the employee shall be dropped from the payroll on or before the expiration of the probation period. If satisfactory, the appointment
shall be deemed permanent. The determination of the appointing authority shall be final and conclusive.
12. For temporary employment for not more than seven hundred eighty hours in a fiscal year.
13. For provisional employment when there is no appropriate list available. Such provisional employment shall not continue longer
than one hundred eighty calendar days.
14. For transfer from a position in one state agency to a similar position in the same state agency or another state agency involving
similar qualifications, duties, responsibilities, and salary ranges. Whenever an employee transfers or is transferred from
one state agency to another state agency, the employee’s seniority rights, any accumulated sick leave, and accumulated vacation
time, as provided in the law, shall be transferred to the new place of employment and credited to the employee. Employees
who are subject to contracts negotiated under chapter 20 which include transfer provisions shall be governed by the contract provisions.
15. For reinstatement of persons who have attained permanent status and who resign in good standing or who are laid off from their
positions without fault or delinquency on their part.
16. For establishing in cooperation with the appointing authorities a performance management system for all employees in the executive
branch, excluding employees of the state board of regents, which shall be considered in determining salary increases; as a
factor in promotions; as a factor in determining the order of layoffs and in reinstatement; as a factor in demotions, discharges,
and transfers; and for the regular evaluation, at least annually, of the qualifications and performance of those employees.
17. For layoffs by reason of lack of funds or work, or reorganization, and for the recall of employees so laid off, giving consideration
in layoffs to the employee’s performance record and length of service. An employee who has been laid off may be on a recall
list for one year, which list shall be exhausted by the organizational unit enforcing the layoff before selection of an employee
may be made from the promotional or nonpromotional list in the employee’s classification. Employees who are subject to contracts
negotiated under chapter 20 which include layoff and recall provisions shall be governed by the contract provisions.
18. For imposition, as a disciplinary measure, of a suspension from service without pay.
19. a. For discharge, suspension, or reduction in job classification or pay grade for any of the following causes: (1) Failure to perform assigned duties.
(2) Inadequacy in performing assigned duties.
(3) Negligence.
(4) Inefficiency.
(5) Incompetence.
(6) Insubordination.
(7) Unrehabilitated alcoholism or narcotics addiction.
(8) Dishonesty.
(9) Unlawful discrimination.
(10) Failure to maintain a license, certificate, or qualification necessary for a job classification or position.
(11) Any act or conduct which adversely affects the employee’s performance or the employing agency.
(12) Any other good cause for discharge, suspension, or reduction.
b. The person discharged, suspended, or reduced shall be given a written statement of the reasons for the discharge, suspension,
or reduction within twenty-four hours after the discharge, suspension, or reduction.
c. All persons concerned with the administration of this subchapter shall use their best efforts to ensure that this subchapter and the rules adopted pursuant to this subchapter shall not be a means of protecting or retaining unqualified or unsatisfactory employees, and shall discharge, suspend, or
reduce in job classification or pay grade all employees who should be discharged, suspended, or reduced for any of the causes
stated in this subsection.
20. For establishment of a uniform plan for resolving employee grievances and complaints. Employees who are subject to contracts
negotiated under chapter 20 which include grievance and complaint provisions shall be governed by the contract provisions.
21. For attendance regulations, and special leaves of absence, with or without pay, or reduced pay, in the various classes of
positions in the executive branch, excluding positions under the state board of regents. a. Employees who are subject to contracts negotiated under chapter 20 which include leave of absence provisions shall be governed by the contract provisions.
b. Annual sick leave and vacation time shall be granted in accordance with section 70A.1.
22. For the development and operation of programs to improve the work effectiveness and morale of employees in the executive branch,
excluding employees of the state board of regents, including training, safety, health, welfare, counseling, recreation, and
employee relations.
23. For veterans preference through a provision that veterans, as defined in section 35.1, shall have five points added to the grade or score attained in qualifying examinations for appointment to jobs. a. Veterans who have a service-connected disability or are receiving compensation, disability benefits, or pension under laws
administered by the United States department of veterans affairs shall have ten points added to the grades attained in qualifying
examinations.
b. A veteran who has been awarded the purple heart for disabilities incurred in action shall be considered to have a service-connected
disability.
24. For acceptance of the qualifications, requirements, regulations, and general provisions established under other sections of
the Code pertaining to professional registration, certification, and licensing.
25. For the development and operation of programs to promote job sharing, telecommuting, and flex-time opportunities for employment
within the executive branch.
2003 Acts, ch 145, §61; 2008 Acts, ch 1031, §77; 2009 Acts, ch 26, §1; 2010 Acts, ch 1031, §61; 2018 Acts, ch 1061, §6
8A.416 Discrimination, political activity, use of official influence prohibited.
1. A person shall not be appointed or promoted to, or demoted or discharged from, any position in the merit system, or in any
way favored or discriminated against with respect to employment in the merit system because of the person’s political or religious
opinions or affiliations or race or national origin or sex, or age.
2. A person holding a position in the classified service shall not, during the person’s working hours or when performing the
person’s duties or when using state equipment or at any time on state property, take part in any way in soliciting any contribution
for any political party or any person seeking political office, and such employee shall not engage in any political activity
that will impair the employee’s efficiency during working hours or cause the employee to be tardy or absent from work. This section does not preclude any employee from holding any office for which no pay is received or any office for which only token pay
is received.
3. A person shall not seek or attempt to use any political endorsement in connection with any appointment to a position in the
merit system.
4. A person shall not use or promise to use, directly or indirectly, any official authority or influence, whether possessed or
anticipated, to secure or attempt to secure for any person an appointment or advantage in appointment to a position in the
merit system, or an increase in pay or other advantage in employment in any such position, for the purpose of influencing
the vote or political action of any person or for any consideration.
5. An employee shall not use the employee’s official authority or influence for the purpose of interfering with an election or
affecting the results thereof.
6. Any officer or employee who violates this section shall be subject to suspension, dismissal, or demotion subject to the right of appeal provided in this subchapter.
7. The director shall adopt any rules necessary for further restricting political activities of employees in the executive branch,
but only to the extent necessary to comply with federal standards. Employees retain the right to vote as they please and to
express their opinions on all subjects.