Making the Health Insurance Flexibility and Accountability (HIFA) waiver work through collaborative governance

This paper argues that collaborative governance should be an essential component in any HIFA waiver proposal, due to the fact that the health care system is moving away from a federal and hierarchical program design and implementation towards a more local, collaborative approach. As several current collaborative projects demonstrate, collaboration may overcome barriers to health expansion program success, such as stakeholder buy-in, notice, and state access to private health coverage information. Furthermore, collaboration within the context of the HIFA waiver process may maximize the strengths of current collaborations, such as providing: (a) access to greater and more stable funding sources; (b) access to a facilitator that can collect and distribute data; and (c) an avenue for accountability. Multiple challenges in ensuring collaborative governance are reviewed. Ms. Zabawa argues that these challenges are not insurmountable if states adopt a truly collaborative approach to designing and implementing programs under the HIFA waiver; there may be hope in expanding and improving health coverage, since collaboration is the most appropriate mechanism to address the complexity of health system reform.     

Commercial contracts and human connectedness

She is author of The Madam as Entrepreneurand has published articles in the fields of the sociology of deviance and the sociology of law. Her recent research and publications have been on the legal impact of federal legislation in the education of handicapped children.     

Salient factor score and releasee behavior: Three validation samples

This paper provides an opportunity to observe the application of an actuarial device, used by the United States Parole Commission as an aid in parole selection, to three separate validation samples—each exceeding 1000 cases. Follow-up data for this study were provided through the cooperation of the Federal Bureau of Investigation. In addition, evidence is presented which may shed light on the conflict in the literature regarding whether or not the rate of unfavorable outcome of released prisoners at risk actually declines substantially after the first year (i.e., whether or not the first year after release is really the most critical).Adapted from Report Fifteen, United States Parole Commission Research Unit, August 1977.     

Is there empirical evidence of a David E. carkut trend towards “managerialism”? A longitudinal study of six countries

Abstract: In the past decade, there has been a considerable amount written about the development of “managerialism” and the “new public management” (NPM) in the Western, primarily Westminster-type, democracies. There has even been some concern expressed that the trend towards managerialism, with its lack of emphasis on the acquisition of technical competence, may be undermining policy capacity and the career public service itself. This paper addresses the question of whether there has been a trend towards managerialism over time. Specifically, this paper looks at whether changes in three objective measures of “managerialism” - mobility, education, and management type - indicate a shift towards managerialism in the senior levels of selected departments in Australia, Britain, Canada, New Zealand, the United States and Mauritius, during the period between 1971 and 1991. There is little evidence of such a trend. There has been, however, a slight shift in the “management type” of senior bureaucrats towards administrative rather than towards technical expertise and an increase in the number of administratively managed departments. If there is a large scale shift towards managerialism, it must be manifested in improved management skills on the part of technical managers or in improved technical knowledge and skills on the part of administrative managers. Sommaire: Au cours de la dernière décennie, de nombreux auteurs ont examiné la montée du nouveau management public et des préoccupations de gestion dans les démocracies occidentales, surtout celles du type Westminster. Certains se sont dit inquiétés par la possibilité que cette tendance, qui met moins l'accent sur l'acquisition de compétences techniques, risque de miner la capacité de formuler des politiques et la Fonction publique de carrière. Dans cet article, on se demande si effectivement cette tendance s'est matérialisée au fil des années. Plus précisément, on y examine si l'évolution des trois mesures objectives du nouveau management public que sont la mobilité, la formation et le type de gestion, indique un changementaux niveaux supérieurs de certains ministères choisis, de 1971 à 1991, dans les pays suivants: Australie, Grande-Bretagne, Canada, Nouvelle-Zélande, États-Unis et l'lle Maurice. Selon l'auteur, une telle tendance ne semble pas avoir eu lieu. Cependant, il y a eu un léger glissement du «type de gestionnaire» supérieur vers la compétence administrative plutôt que technique, ainsi qu'une augmentation du nombre de ministères gérés suivant les principes du nouveau management public. Un déplacement massif vers ce dernier doit se manifester soit par de meilleures capacités de management chez les gestionnaires techniques, soit par de meilleures connaissances et aptitudes techniques chez les gestionnaires administratifs.