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Prior to the enactment of the State Children's Health Insurance Program (SCHIP), policymakers examined the need to safeguard the private insurance market from "crowd out," the substitution of public health insurance coverage for private health insurance coverage. This qualitative study examined how 18 states are addressing crowd out, the degree to which state officials perceive crowd out to be occurring, and the implications of crowd-out prevention strategies on enrollment. Data were collected through site visits and telephone interviews with a broad range of key informants in the 18 states (Alabama, California, Colorado, Connecticut, Florida, Massachusetts, Michigan, Minnesota, Mississippi, Missouri, New Jersey, New York, North Carolina, Ohio, Pennsylvania, Texas, Washington, and Wisconsin). Findings indicate that 17 states adopted policies to address crowd out. Seven types of crowd-out strategies were identified: (1) waiting periods; (2) monitoring/application questions regarding children's health insurance status; (3) verifying insurance status against databases of private coverage; (4) cost sharing; (5) subsidizing employer-based coverage; and (6) imposing obligations on employers or insurers. SCHIP and Medicaid officials, as well as other key informants, consistently reported little to no concern over crowd out. However, the pressures to increase enrollment have begun to outweigh concerns about crowd out at the state and local levels. It was concluded that although it is difficult to predict the direction that SCHIP will take, clearly the issues surrounding crowd out will continue to influence the discussion, particularly as the program reaches higher income families. (Two appendices delineate the types of policies to deter crowd out in 50 states and the District of Columbia, and list key SCHIP and Medicaid contacts in the study states. Contains 16 references.) (KB)

This article presents the results of a study intended to establish baseline information and a database relative to counselors' receipt of third party payments. This database provides information against which to measure the success of future efforts to gain recognition and benefits for counselors with insurance agencies and other third party payers. Selected individuals (N=1,000) from several professional organizations responded to a questionnaire that addressed six issues: background of the respondent; state licensure and regulations; third party payment experiences; third party payment issues and concerns; importance of third party payments to counselors in various work settings; and knowledge of terms related to third party payments. The following conclusions were drawn based on results from this study: When applying for payments counselors should use their "psychologists" credential; less than half of participants use ACA's insurance carrier; many counselors do not understand licensure or third party terminology and issues; ACA needs to support advocacy on the behalf of counselors and focus on issues of counselor recognition; and third party payments needs to be addressed at the association level. (Contains six tables and five references.) (MKA)

With reference to the literature on adult self-directed learning, a model termed the "Two-Shell Model of Motivated Self-Directed Learning" was formulated that differentiates sociohistorical environmental conditions, internal conditions, and activities related to four concepts (interest, learning strategies, control, and evaluation). The following hypothesis guided the study: interest in self-directed learning, selection of learning strategies, control of the application of those strategies, and evaluation of the results of self-directed learning are related to individual experience of autonomy, competence, and social integration. The hypothesis was tested through a survey of 194 employees of a German medical insurance company and 67 employees in the fish processing industry. It was concluded after an analysis of the responses that self-directed learning may be viewed as a dynamic interplay between interests, motivations, strategies, control, and evaluation and that self-directed learning is related to environmental conditions experienced. It was stated that self-directed learning must be differentiated and that self-directed learning is heavily influenced by perceived environmental conditions. It was recommended that companies adopt made-to-measure personnel and organizational development policies and practices in the 21st century. (Contains 28 references) (MN)

In the second phase of a two-phase study, enterprise training in Australia was examined through case studies of training at 12 Australian enterprises in 2 sectors. The six finance and insurance enterprises and six retail enterprises studied were selected to obtain a sample that was representative from the standpoints of enterprise size and geographic location. Both industry sectors were found to be operating within an intensely competitive and increasingly deregulated environment. In both sectors, the primary drivers of training were as follows: customer focus; technological change; workplace change; enterprise commitment to training; and individual decision making. Estimates of training expenditure ranged from 1.4%-5% of payroll in the finance and insurance enterprises and from 1% -4% of payroll in the retail enterprises. The case studies confirmed the overall validity of the model of enterprise training formulated during phase 1 of the study. According to that model, three groups of factors (training drivers, mediating factors, and environmental factors) affect enterprise training. The public policy implications of the case study findings were discussed. (Twenty-seven tables/figures are included. The bibliography contains 36 references. Appended are an overview of the case studies and summary of the survey questions.) (MN)

A study was done of how the College Construction Loan Insurance Association (Connie Lee) carried out its mission, particularly in its service to the 102 Historically Black Colleges and Universities (HBCU). The study interviewed officials at Connie Lee, HBCUs and other schools, the Department of Education, and representatives of the bond insurance industry. It also collected data on the colleges, universities, and teaching hospitals that were either approved or rejected for bond insurance between 1991 and 1995, and examined information on Connie Lee's financial record and profitability through 1994. The study found that from 1991 to 1995 at least 23 HBCUs requested insurance for 25 bonds of which Connie Lee offered to insure 8, declined to insure 3, and determined that 13 were rated above the category of risk that Connie Lee was authorized to insure (Connie Lee had not yet decided on one bond). The review concluded that Connie Lee itself, federal and state law, and industry practice, all limited it to insuring bonds issued by a narrow range of schools. Also some schools, including HBCUs, did not need or want to issue bonds or to insure bonds, and others found the cost or the debt incurred in issuing bonds impractical. Appendixes contain a list of HBCUs, Connie Lee financial information, methodology information, and Department of Education comments. (JB)

Presented is a report of the CIPHER (College and Industry--Partners in the Handicapped Employment Role) program which involved statewide (New York) conference/workshops and a survey to expose industry and community college groups to the work capabilities, aspirations, and educational needs of disabled students. Information is provided on the three phases of the program involving careers in banking and insurance, health careers, and careers in technology. Summarized in the section on the banking and insurance conference/workshops are typical comments of such persons as bank and insurance representatives, college placement officers, and disabled students regarding personnel needs and requirements. Considered in the section on health careers are such topics as an overview of the job market, technological impact, the impact of government, the perceptions of personnel directors, and the job interview. Described next are the conference workshops and questionnaire responses concerning careers in technology including such aspects as the symbiotic relationship between the community college and industry, on-the-job training and cooperative programs, the advocacy role of the job placement officer, sensitizing the college community to the needs of the disabled, and college programs appropriate for the disabled. Summarized are evaluation results of all three phases of the program which were generally positive with such recommendations as increased emphasis on handicaps other than the "wheelchair bound". Appended are the questionnaires and program agendas. (DB)

Relationships among two measures of job satisfaction and one of organizational climate, among seven production and turnover indices of organizational effectiveness, and between the two sets of measures were investigated in 50 life insurance agencies (N=522). It was shown that: (1) climate and satisfaction measures are correlated for some people but not for others; (2) people agree more on the climate of their agency than they do on their satisfaction; (3) production and retention are uncorrelated but size is positively related to the former and negatively related to the latter; (4) ratings of agency effectiveness are highly related to gross agency size; and (5) satisfaction, but not climate, is correlated with retention. Implications of these data for research on climate and satisfaction as well as organizational change are discussed. (Author)

The benefits of clustering organizations into types were discussed, and a method for clustering life insurance agencies by climate profiles was presented. Clusters of life insurance agencies were identified on the basis of manager, assistant manager, and already-employed ("old") agents' climate perceptions. Agency success, including production of old agents, production ranking of agencies, and success probability (turnover and production) of newly contracted agents were examined in the different clusters. The effects of climate as a moderator of new agent aptitude--new agent performance relationships were also explored. For each agency success variable and in the moderator variable analyses, some differences between agency clusters were found. Implications of these results for a taxonomic approach to defining organizations, for research on organizational climate and for personnel selection practices were discussed. (A five-page list of references is included.) (Author)

In considering the success outcomes associated with a new life insurance agent entering an agency which fits his climate expectations and preferences, data were compiled from 914 of a possible 1,125 respondents. The agents completed an Agency Climate Questionnaire (ACQ) on managerial support, managerial structure, new employee concern, intra-agency conflict, agent independence, and general satisfaction. The fit between the expectations and preferences and the realities of the climate of the agencies was correlated with new agent success (tenure and sales) one year after hire. The correlations were essentially zero. It was concluded that the degree of fit of a new agent to his agency did not predict success. The practice of informing a person what to expect on a job or in a job situation appears to enhance the person's probability of success only when the organization is a basically positive one to begin with. (A 32-item list of references is included.) (AG)

The evaluation report is one of seven produced for the Occupational Exploration Program (OEP), a series of simulated occupational experiences designed for junior high school students. Describing the pilot testing of the simulation dealing with the insurance field, the report contains sections describing the simulation context, evaluation procedures, results, and a Reviser's Information Summary (RIS). In the simulation, students operated an automobile insurance company, processing the claim resulting from a "client's" automobile accident. Occupational roles included agent, client, reviewer, inspector, underwriter, witness, rater, claims adjustor, claims examiner, and actuary. The experimental design involved two Colorado schools, with a total of four experimental and four control groups involving 79 eighth and ninth graders. Instrumentation included knowledge and affective testing, student and teacher questionnaires, and a panel review. Analysis of variance and other descriptive statistics were employed, and reliability estimates were calculated. Analysis of variance results revealed that the simulation had a positive impact on student occupational knowledge and preferences. The RIS records and extrapolates trends related to the strengths, weaknesses, and recommendations from all data sources. Appended materials include the evaluation instruments used and an observer form. (MW)

Provided are guidelines for physical education and recreation personnel regarding liability insurance. It is noted that recent trends toward including handicapped persons in community recreation, sports, and regular physical education programs have raised concerns among involved personnel. Brief sections cover the following topics: definition of liability insurance and an explanation of what it does, practicalities of program coverage, choosing an insurance company, review of risks for which the company may look (with a listing of companies known to insure programs involving handicapped participants), a description of group insurance plans, and insurance for volunteers. (IM)

This report on the profitability of the property/casualty insurance industry and in particular of the medical malpractice insurance line was prepared at the request of Representatives Henry A. Waxman and James J. Florio and Senators Paul Simon, Daniel K. Inouye, Albert Gore, Jr., and Jay D. Rockefeller. Four different estimates of medical malpractice and general liability profitability are provided using different assumptions about reserve adequacies and discounting. These estimates show that over the 11-year period from 1975 to 1985 the medical malpractice line incurred losses when the reserved were valued at their full estimated payout, but was profitable when the reserves were discounted to present values. It was further found that the general liability line was profitable over this 11-year period under all but one of the estimating assumptions. In that estimate, it was assumed that the reserved were not discounted to present values and that they were 20 percent deficient. The report concludes that despite incurring substantial underwriting lossses over the period from 1976 through 1985 the property/casualty insurance industry has more than offset those aggregate losses with investment gains. The report estimates the industry had an $81 billion profit during this period but notes that the industry estimates profit at $54 billion. An explanation of scope and methodology, data tables, and a glossary are appended. (ABL)

To test the argument that writing instructors should not teach word processing skills in computer-assisted composition classes, two qualitative studies were conducted. In the first study, three basic writers, two native speakers and one non-native speaker in a word processing/composition class at The Ohio State University were each extensively observed completing an assigned essay. Data included all drafts of each assigned essay; as well as observations of students writing in their classroom, dormitories, and computer lab, and taped and written interviews with the subjects and their instructors. Results showed that the students, who were given little guidance in integrating the computer into their composing processes, overlooked almost half of the important word processing options available. The fact that basic writers do little prewriting or rewriting and may have limited short term memories probably interfered with their fuller use of the word processor. Yet, results of a five-month participant-observation in industry also show a counterproductive ignorance of word processing options. In order to instill and evaluate the important benefits of computer-assisted composition classes, teachers may need to give "hands-on" instruction throughout the term. In industry, user groups may greatly improve writing efficiency. (One table is included and 10 references are attached.) (ARH)

This paper summarizes a comparative study of the impact of market and technological changes on human resources in banks and insurance companies in five countries: France, Germany, Japan, Sweden, and the United States. The research was organized around case studies of changes in 12 firms--9 banks and 3 insurance carriers. The paper discusses the findings by focusing on what they might tell about: (1) the changing nature of employer-based training; (2) the distributional implications of the emergence of core-periphery employment structures within firms for those who may benefit or fail to benefit from employer-based training; and (3) the alleged lack of competitiveness of U.S. firms in world markets. Following the introduction, the paper is divided into four major sections. The first section describes the origins and nature of recent market changes as well as the connection between those changes and technological changes. In the second section, the effect of change on the kind of human resources needed by firms is described, emphasizing the emergence of a new matrix of needed skills. The third section reviews how firms are adjusting to these new needs both by altering the training of their own workers and by reshaping their relationship to the external labor market. The fourth section concludes with a review of current policies and trends that provide lessons for the United States. (KC)

This document contains four papers from a symposium on the performance evaluation process and human resource development (HRD). "Assessing the Effectiveness of OJT (On the Job Training): A Case Study Approach" (Julie Furst-Bowe, Debra Gates) is a case study of the effectiveness of OJT in one of a high-tech manufacturing company's product lines. Two studies of the nature and extent of insurance industry training of property/casualty and life/health agents are examined in "Linking HRD to Agents' Performance in the Insurance Industry" (Teresa M. Palmer, Kenneth J. Crepas). "Total Quality Metrics: The Revision of an Instrument to Measure the Performance Improvement in Teams" (Jan Streumer, Ton Hendriks, Marije Vermeulen) reports on the design and adjustments of a measurement instrument called Total Quality Metrics that was used to evaluate the performance gains of employees in Polaroid Corporation's division in the Netherlands. A study of the types of evaluation practices being used to evaluate technical training programs in the United States and reasons given by organizations for not evaluating technical training is presented in "Technical Training Program Evaluation: Present Practices in the U.S." (Skip Twitchell, James W. Trott, Jr.). (MN)

This document contains four papers from a symposium on strategic human resource development (HRD). "The GEICO Challenge Session: A Model for Integrating Human Resource Development and Strategic Planning" (Clyde T. Conine, Jr., Bill P. Criswell) reports on a study that delineated the nature of the integration of HRD into the strategic planning process of GEICO, a nationwide insurance corporation. "Strategic Alignment and Performance" (Steven W. Semler) develops a model of strategic alignment that is based on earlier theoretical perspectives on organizational alignment and describes the relationships between the elements of strategy, structure, culture, and performance. A definitional context for scenario and strategic planning and a model illustrating the use of scenario planning as a means to leverage three key roles in strategy formation and implementation are presented in "The Role of Scenarios in Business Strategy and Human Resource Development" (Susan A. Lynham, Joanne Provo, Wendy E.A. Ruona). "Strategic HRD Aligning and HRD Effectiveness" (Ida A.A.M. Wognum, Roel J. Bosker) reports on a study that examined the relationship between strategic HRD alignment and HRD effectiveness in companies from two sectors: industry and financial and commercial services. (MN)