This article examines the attributes of a successful contracting model for the financing and support of nonprofit organizations. It describes how, through government initiative, a program can be built in which transaction costs are minimized through a cooperative approach to contracting based on mutual trust. It shows how investment in a long-term, trust-based, cooperative relationship underlined by professional standards and a continuous focus on a common mission by all levels of actors within and without governmentcan provide the impetus for a system in which high standards of service are maintained, accountability is organic, and organizations feel supported in their mission but not controlled. The example presented is a provincial government program for the prevention of family violence in Manitoba, Canada, but the features that make it successful can be applied widely.

Conservation contracts, Conservation easements, Land preservation, Multi-unit auction, Uniform price auction, Valuation,

We examine whether a sex-based salary gap identified at the University of Manitoba in 1993 and 2003 persists in 2013. We apply decomposition techniques to analyze the factors contributing to the salary gap in each year and to its changes across the two decades. We find that a smaller but substantial 12 percent gap persists in 2013. In contrast to previous years, the 2013 gap is completely explained by sex differences in faculty, experience, and, more important, type of appointment and rank. The distribution of values of these control variables changed considerably between the earlier years and 2013 in ways that influenced the gap.

This paper examines salaries at the University of Manitoba to determine whether a 1994 remedy, paid in response to a 1993 salary study that demonstrated a gap between the salaries of males and females, has eliminated these differences. We use 1993 and 2003 data to approximate the earlier analysis, and apply a Blinder-Oaxaca decomposition to examine the evolution in the wage gap between time periods. Our results indicate that the gap remains largely unchanged in magnitude, but its determinants have shifted somewhat. Women's overrepresentation at lower-paying ranks and underrepresentation at the highest-paying ranks, as well as differences in highest degree and experience explain much of the wage gap.

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