We take care of our own
Des Moines University is proud to be a place where people come together to create opportunities.
As a medical and health sciences university, our commitment to employee health and wellbeing involves a holistic approach to total wellness. Employees enjoy an inclusive and diverse campus environment that allows them to develop personal and professional relationships with their peers. Our wellness programs and professional development opportunities, generous insurance, paid leave and retirement plans ensure that employees know they are a valued and integral part of DMU's success.
Full-Time Employee benefits
Employee benefits may change depending on employment status.
$0+Professional Development Stipend
No matter your role, we've got you covered. Our insurance benefits ensure you and your family are protected in an emergency.
Medical and hospitalization insurance is available through the Wellmark Blue Choice plan effective the first of the month following or coincident with the date of employment. The University pays 90% of the premium for single coverage and 75% of the premium for dependent coverage (employee plus spouse, employee plus child/ren and family coverage).
Group dental insurance is available through Delta Dental of Iowa effective the first of the month following or coincident with the date of employment. The University pays for employee coverage. Dependent coverage is paid for by the employee.
Vision Discount Plan
The University’s dental plan includes a vision discount provided by EyeMed and is available upon enrollment.
These plans allow individuals to set money aside on a pre-tax basis for medical, dental, vision, and dependent care expenses. The health care FSA allows a carryover of $550 into the following calendar year.
Basic Term Life Insurance
Basic term life insurance is provided by the University through The Hartford, and is effective the first of the month following or coincident with the date of employment. The coverage amount is equal to one times the employee’s annual base salary, according to plan provisions. DMU pays 100% of the premium.
Supplemental Life Insurance Supplemental coverage for the employee, spouse and/or child(ren) is available at the employee’s expense and the premium is age-rated.
Short-term (STD) and long-term (LTD) disability insurance is provided by the University through The Hartford and available to employees with an FTE of 80% and above. This is effective the first of the month following or coincident with the employee’s 6-month anniversary.
STD benefits are payable beginning on the 15th day of a disability and are equal to 60% of the base salary to a maximum of $2,307 per week. They are payable for up to 24 weeks or to the end of the disability, whichever comes first.
LTD benefits are payable after 180 days of disability and are equal to 60% of the base salary to a maximum of $10,000 per month. Benefits are payable to Social Security Normal Retirement Age, or a minimum of 12 months, as long as the employee continues to meet the definition of disability.
DMU pays 100% of the premium for both plans.
The University provides all benefit eligible employees with $100,000 of travel and accident life insurance coverage. This coverage is effective for travel on University approved business, but does not cover travel to high risk countries.
Faculty members who have direct patient contact and who would be in a position of liability for professional malpractice shall be supplied with medical liability and malpractice insurance by the University. A disclaimer is needed regarding the insurability of the faculty member as a prerequisite for implementing the contract. Malpractice insurance shall cover all professional services the faculty member is qualified to perform.
Other employees who provide patient care are covered by DMU’s general risk insurance policy.
DMU employees receive generous paid leave packages including paid holidays, family leave, and accruing vacation and sick time.
Employees are eligible for paid holidays effective with the date of employment (80% non-exempt staff receive six hours of pay for each holiday). The University is closed on the following holidays:
- New Year’s Day
- Martin Luther King Day
- Memorial Day
- Independence Day
- Labor Day
- Thanksgiving Day
- Friday after Thanksgiving
- Christmas Eve Day
- Christmas Day
After one year of employment, employees who have worked at least 1250 hours in the previous 12 months may be eligible for up to four work-weeks of paid family leave after the birth or adoption of a child; for the care of a parent, spouse or child with a serious health condition; or for Military Exigency, as defined by FMLA regulations. Paid Family Leave cannot be used for leave due to personal illness, except after birth. These hours will be made available upon verification of eligibility and approval of completed FMLA paperwork.
Sixteen hours of personal time is given on the date of employment and each January 1 thereafter. Use of personal hours must be approved by the supervisor and used by year-end, or be forfeited.
Sick Leave accrues per pay period based on employment group. Once the maximum bank is reached, accrual stops until sick leave is used. Full-time, 80%, and part-time employees accrue as noted below:
|Bi-weekly||3.7 hrs||3.0 hrs||1.85 hrs|
|Monthly||8 hrs||6.5 hrs||4 hrs|
|Annual||96 hrs||78 hrs||48 hrs|
|Maximum bank allowed||480 hrs||384 hrs||240 hrs|
For bi-weekly employees, sick leave starts accruing with date of hire, and is available for use at the beginning of the next pay period. For monthly employees, the first accrual is available the first of the month following 30 days of employment. Sick Leave can be used for the illness of the employee or to care for a sick family member (child, spouse, or parent). It may also be used for medical or dental appointments, including routine checkups or treatment.
Vacation accrues per pay period based on employment group. Once the maximum bank is reached, accrual stops until vacation is used. Vacation time can be requested as desired; however, the University reserves the right to schedule vacations to avoid unnecessary disruption of University activities. Vacation requests are submitted to the supervisor.
Vacation accrual for full-time, 80%, and part-time faculty and staff (exempt and non-exempt) is as noted below:
Faculty and Exempt Staff (monthly/salaried employees):
|Monthly||16 hrs||13 hrs|
|Annual||192 hrs||156 hrs|
|Maximum bank allowed||192 hrs||156 hrs|
Full-time Non-exempt Staff (biweekly/hourly employees):
|Vacation||<4 years||5-9 years||10+ years|
|Bi-weekly||5.5 hrs||6.5 hrs||7.4 hrs|
|Annual||143 hrs||169 hrs||192 hrs|
|Maximum bank allowed||143 hrs||169 hrs||192 hrs|
80% Non-exempt Staff (biweekly/hourly employees):
|Vacation||<4 years||5-9 years||10+ years|
|Bi-weekly||4.4 hrs||5.2 hrs||6.0 hrs|
|Annual||114.4 hrs||135.2 hrs||156 hrs|
|Maximum bank allowed||115 hrs||136 hrs||156 hrs|
Part-time Non-exempt Staff (biweekly/hourly employees):
|Vacation||<4 years||5-9 years||10+ years|
|Bi-weekly||2.75 hrs||3.25 hrs||3.7 hrs|
|Annual||71.5 hrs||84.5 hrs||96 hrs|
|Maximum bank allowed||72 hrs||85 hrs||96 hrs|
For bi-weekly employees, vacation starts accruing with date of hire and increases with longevity. The change in accrual rates is effective during the pay period in which your anniversary date falls. It is available for use at the beginning of the next pay period. For monthly employees, the first accrual is available the first of the month following 30 days of employment.
Community Service Leave applies to all full-time, 80% and part-time benefit eligible employees. Sixteen (16) hours for full time and 80% employees and eight (8) hours for part time employees is allowed for community service activities.
A sabbatical leave may be granted to any Professor or Associate Professor who holds full academic rank after he/she has completed a minimum of six years of continuous full-time service to the University. Such leave shall be to pursue a program of professional growth by involvement in a project approved by multiple levels, including the President. Upon returning from sabbatical leave, a written report and oral presentation of activities and findings shall be required. Leave may be for a period of one year at 50 percent reduction of salary, or for six months at full salary. A faculty member granted such leave must agree to return to the University on the expiration of his/her leave and to remain in its service for at least one year thereafter. Sabbatical leave shall not be granted more often than once in seven years.
We want our employees to enjoy working in the DMU community. From flexible work arrangements to tuition assistance, the perks of working here are abundant.
DMU offers a 403(b) Defined Contribution Plan through Principal Financial. Both Pre-tax and Roth options are available. Employees may elect to contribute up to $20,500 per year, and employees age 50 or older can contribute an extra $6,500 per year for a total of $27,000. The University matches 100% of an employee’s contribution up to 10% of eligible earnings, to an annual maximum of $20,500. The match is pro-rated per pay period with a monthly maximum of $1,708.33 or $788.46 bi-weekly. Eligibility begins on the first day of employment and participants receive 100% full and immediate vesting in the matching funds.
DMU recognizes the value of flexible work options and will consider flexible work arrangements that allow staff to balance work and personal commitments, while ensuring the operational/business needs of the university are met. Flexible work options include:
- Flexible Working Schedule (Flextime) - Fluctuating starting and ending times during the workday or workweek.
- Compressed Workweek - Working the equivalent of a full-time week in less than 5 days.
- Occasional Telework– Working from home or another assigned work location on a full-time basis.
- Regular Telework - Working from home or another assigned work location off campus with a regular schedule.
- Remote Work - Working exclusively from an off-campus location.
Staff interested in being considered for a flexible work arrangement should review the policy and discuss the options with their manager.
Professional Development funds are available to assist employees in developing skills for success. These funds may be used to pay fees for professional licenses, certifications or exam, membership in professional organizations, and to attend seminars, conferences, and meetings which are job-related. Prior approval must be obtained from the employee’s budget officer. Approval is based upon justification and the availability of funds. Employees shall be given sufficient leave for the purpose of attending pre-approved Professional Development activities. (Post-doctoral trainees and positions funded by grant money are not eligible for this benefit unless provided in the grant).
- Faculty – up to $3,000 per fiscal year
- Exempt Staff – up to $2,000 per fiscal year
- Non-exempt Staff – based on funds budgeted by the department/supervisor
Tuition Assistance Policy
After six months of regular employment, employees are eligible to request Tuition Assistance for pre-approved course work and required textbooks. Upon approval, DMU will pay 75% of eligible fees up to $6000 per fiscal year. (The employee will remain responsible for 25%). Full or partial reimbursement from the employee may be required if the course is not successfully completed, if the employee does not follow the procedures in the policy, or if the employee voluntarily terminates employment within 12 months of completing a course. Tuition Assistance benefits may be taxable income to the employee. (Post-doctoral trainees and positions funded by grant money are not eligible for this benefit).
Tuition Discount Policy
Spouses and children of eligible employees receive a 50% reduction in the cost of tuition at the University. This tuition discount applies only to the basic tuition. There are no discounts for any academic remediation (e.g. tutorials, repeated course, re-evals, etc.) or any other fees. Eligible employees must complete one full year of employment prior to the start date of the first term that the initial discount will apply. The spouse or child and the family relationship must be established at least 60 days prior to the start date of the first term that the initial discount will apply. The waived fee (discount) represents economic value to the employee, so the monetary equivalent is taxable to the employee. (Post-doctoral trainees and positions funded by grant money are not eligible for this benefit).
Tuition Waiver Policy
After one year of regular employment, benefit eligible employees may receive Tuition Waiver for up to 9 credit hours of University coursework per fiscal year. Waivers are available only in programs permitting part-time study (Health Care Administration and Public Health). The waived tuition represents economic value to the employee, so the monetary equivalent is taxable to the employee. Employees will be required to reimburse DMU tuition costs for failure to complete or pass a course, or if employment with DMU is terminated prior to completion of the course(s), unless termination is due to layoff or other contractual arrangements. (Post-doctoral trainees and positions funded by grant money are not eligible for this benefit.)
DMU recognizes the importance of providing a confidential resource to help you deal with life’s challenges. You or any eligible family member can call the EAP for any personal concern (relationship, work, emotional, legal, financial, elder care, alcohol, drugs, etc.). EAP services are confidential and available at no cost 24/7/365. Services are provided by Employee and Family Resources at 800-327-4692, or you can call the number on the back of your employee ID.
This wellness incentive plan rewards participants for improving, achieving, or maintaining a variety of healthy lifestyle behaviors. A bonus is earned as participants work toward a variety of goals including: Preventive/Educational, Physical Activity, Clinical Measures, and Emotional/Mental Wellness. The more goals achieved, the greater the rewards. In addition to improved health, participants are rewarded financially.