| Summary | Managers within the state agency focused on market squid |
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| Project | SESMAD |
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| Subtype | Government Agency |
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| Sector | Fisheries (Stock-specific) |
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| Interest Heterogeneity | Low (1) |
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| Explanation | CPS/HMS Project Staff follow same rules and work toward same goals. Guided by same Fishery Management Plan and overarching federal goals (Magnuson Stevens Act). Some are focused more on scientific efforts, and others logistical. CPS and HMS have slightly different interests, but are generally same concerns and direction of activities. |
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| Costs Of Exit | No |
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| Explanation | No costs to leaving |
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| Proportionality (Of Costs And Benefits) | No |
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| Explanation | More benefits (pay and career) than costs. |
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| Actor Group Coordination | Both formal and informal |
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| Explanation | Formal meetings, but close community. |
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| Leadership | [""] |
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| Explanation | Formal: Senior Environmental Scientists are leaders |
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| Leadership Accountability | Low (1) |
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| Explanation | While leaders could be held accountable, this is rare. Professionally held accountable. |
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| Leadership Authority | High (3) |
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| Explanation | Senior scientists have a lot of say in management decisions. Many reports are team created, but often decisions are shaped by leaders. |
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| Actor Group Trust | High (3) |
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| Explanation | Appear to be on same level. |
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| Past Collaboration | High (3) |
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| Explanation | Highly collaborate together. Frequent meetings, roles require frequent collaboration. CPS and HMS are on same team. |
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| Personal Communication | More than once a year (5) |
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| Explanation | Work in same office, frequent meetings |
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| Remote Communication | More than once a year (5) |
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| Explanation | Communicate daily/weekly. |
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