Holistic specifications for robust programs

Functional specifications describe what program components can do: the sufficient conditions to invoke components' operations. They allow us to reason about the use of components in a closed world setting, where components interact with known client code, and where the client code must establish the appropriate pre-conditions before calling into a component. Sufficient conditions are not enough to reason about the use of components in an \emph{open world} setting, where components interact with external code, possibly of unknown provenance, and where components may evolve over time. In this open world setting, we must also consider the possible external code. \emph{necessary} conditions, i.e, what are the conditions without which an effect will not happen. In this paper we propose the Chainmail specification language for writing {holistic specifications that focus on necessary conditions (as well as sufficient conditions). We give a formal semantics for \Chainmail, and discuss several examples. The core of \Chainmail has been mechanised in the Coq proof assistant

ARGOS policy brief on semantic interoperability

Semantic interoperability requires the use of standards, not only for Electronic Health Record (EHR) data to be transferred and structurally mapped into a receiving repository, but also for the clinical content of the EHR to be interpreted in conformity with the original meanings intended by its authors. Accurate and complete clinical documentation, faithful to the patient’s situation, and interoperability between systems, require widespread and dependable access to published and maintained collections of coherent and quality-assured semantic resources, including models such as archetypes and templates that would (1) provide clinical context, (2) be mapped to interoperability standards for EHR data, (3) be linked to well specified, multi-lingual terminology value sets, and (4) be derived from high quality ontologies. Wide-scale engagement with professional bodies, globally, is needed to develop these clinical information standards

State Abstinence Education Programs and Teen Fertility in the U.S.

Title V, section 510 of the Social Security Act, passed in 1996 and implemented in 1998, appropriates funding to states for the purpose of educating minors on the benefits of abstinence before marriage. Despite considerable research on the impact of abstinence education on teen fertility outcomes, good quality population-level studies on state abstinence education using panel data are absent. This paper uses state-level data to analyze the impact of abstinence education on the birth rates for teens 15-17 years by evaluating the Title V, section 510 State Abstinence Education (SAE) program. For an average state, increasing spending by $50,000 per year on SAE can help avoid approximately four births to teenagers.

Knowledge management : why do we need it for corporates

This article gives a brief introduction about Knowledge Management (KM), its need, definition, components, KM assets, challenges and processes of KM initiative at any organisation. It also provides a narration on how the KM initiative has been adopted at ICICI OneSource, to support the achievement of its Business Process Outsourcing objectives. Both knowledge sharing as well as reuse need to be encouraged and recognized at the individual employee level as well as the company level. This is best done by measuring and rewarding knowledgeperformance. Sustained strategic commitment and a corporate culture that is conducive to knowledge-performance are vital for success in Knowledge Management. The paper concludes with suggestions for the implication for policy and future practices

Age-Biased Technological and Organizational Change: Firm-Level Evidence and Management Implications

This paper examines the question, whether the growing use of new technologies and decentralized forms of work organization affects the age structure of workforces within firms. The initial idea behind this relationship is that technological and organizational change may not only be skill-biased, but also age-biased. Based on human capital theoretical explanations that mainly focus on skill obsolescence in association with the need to acquire new skills, the hypothesis of an age-biased technological and organizational change (ABTOC) is derived and tested econometrically using German firm-level data. The empirical results show that the adoption of technological and organizational innovations decreases the firms’ demand for older workers and increases the demand for younger workers. Hence, ABTOC is found to be at the expense of older workers. Since ABTOC does not fit to the current development in terms of age-specific labor supply, this paper also suggests human resource management practices that encourage firms to combine the use of new technologies and organizational forms with an ageing workforce.Ageing workforces, new technologies, decentralized work organization, skill obsolescence, skill adaptation, productivity-wage-differentials