The Solution

Last updated: April 6, 2026

The Record documents a decade of actions that moved Iowa’s public workforce toward privatization. The Trajectory traces what the contract framework makes possible. The Impact shows what it costs Iowa communities—in pension dollars, tax revenue, and local economic activity. The Contract breaks down what was signed. The analysis tools let any affected employee see their personal financial impact, calculated from official records.

This site does not tell you what to think. It does not endorse a political position. It does not organize protests, collect signatures, or advocate for specific legislation. It does not tell you who to blame.

Because the goal is for the facts to speak for themselves. When the documented record is laid out clearly, when the contract language is analyzed transparently, when the economic math is calculated honestly—the information is available for readers to evaluate on their own terms. The moment a site like this tells you what to conclude, it becomes dismissible as advocacy. The moment it stays disciplined and factual, it becomes something harder to dismiss: evidence.

The documented record is public. The contract language is public. The economic data is public. All of it is cited, sourced, and verifiable. What you do with it—whether you share it, use it in conversation, bring it to a legislator, write about it, or simply keep it in mind—is not this site’s decision. It is yours.

The price has been calculated. The record is documented. The trajectory is visible. What happens next has not been written yet.

About This Project

This project is an independent public-interest analysis of the financial, contractual, and policy effects of Iowa state outsourcing decisions. It is built from public records, disclosed methodology, and source-linked analysis. Its purpose is to help readers understand what the documents say, what the numbers indicate, and where uncertainty remains.

It was created by a current Iowa state employee with direct familiarity with the public-sector employment systems described here. The creator’s identity is not disclosed in order to reduce the risk of professional repercussions. This is an independent personal project—it is not funded or sponsored by any union, political organization, or outside advocacy group.

The analysis is intended to stand or fall on the evidence presented. Every data source is cited, every calculation is documented on the Methodology page, and corrections are welcome via the contact channels below.

Questions to Ask Before You Decide

If you are an affected employee, the decisions ahead are personal and consequential. The following questions are organized by who can answer them. They are not advice—they are starting points for the conversations that matter.

Ask Your Union Representative

  • What is my separation classification under the current collective bargaining agreement?
  • What grievance or appeal rights apply if my position is eliminated?
  • Does the contract include any recall, transfer, or preferential hiring provisions?
  • Are there any non-compete or restrictive-covenant clauses that affect my options?
  • What has the union’s position been on the outsourcing timeline, and what actions are planned?

Ask DAS Human Resources

  • How will my separation be classified—layoff, reduction in force, or voluntary resignation?
  • What is the payout policy for my accrued vacation leave balance?
  • What happens to my accrued sick leave at separation?
  • Am I eligible for unemployment benefits under this separation classification?
  • What is the effective date of my last day of state employment and benefits coverage?

Ask IPERS

  • Am I vested in IPERS, and what is my current vesting status?
  • What happens to my employer contributions if I leave before full vesting?
  • How does early separation affect my projected retirement benefit amount?
  • What are my options for my IPERS account if I leave state employment—refund, rollover, or deferred benefit?
  • How many additional years of service would change my benefit tier or multiplier?

Ask a Benefits or COBRA Contact

  • When does my state health insurance coverage end after separation?
  • What are my COBRA continuation options, and what will the full premium cost be?
  • Does my SLIP (Sick Leave Insurance Program) balance transfer or pay out at separation?
  • What dental, vision, or supplemental coverages end at separation?
  • Are there any transition provisions for employees moving to CGI Federal coverage?

Note: COBRA elections are time-sensitive. The standard election window is 60 days from the date of the qualifying event or the date of the COBRA notice, whichever is later. Verify your specific deadline with your benefits administrator promptly after separation.

Ask an Employment Attorney

  • Does my separation trigger any legal protections under Iowa or federal employment law?
  • Should I sign any separation agreement or release without legal review?
  • Are there age discrimination or disparate impact considerations in how positions were selected?
  • What is the statute of limitations for filing a claim if I believe the separation was improper?
  • Do I have any rights related to the transition process itself—notice periods, severance, or re-employment preference?

This section is general informational guidance. It is not legal, financial, or benefits advice for your specific situation. Consult the appropriate professionals for answers that apply to your circumstances.

Get in Touch

Media Inquiries

Reporters seeking source clarification, document validation, or comment may use the project contact channel. Verified press inquiries will receive a response within 48 hours.

General Contact

For questions, corrections, or information submissions.