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The majority of the studies in the past on the dust make in heading face were focused on dust transport law and treatment methods. However, there were few studies focused on the dust make mechanism and controllable indexes. Given this, the dust make mechanism and influencing factors of rock cutting using roadheaders were analyzed in detail based on the rock cutting mechanism using conical picks, and influencing factors were classified into two categories: static factors and dynamic factors. Static factors include the cone angle of picks, the attack angle and cutting speed, etc. Dynamic factors include picks wear and the change of cutting depth. The cutting depth is an important controllable dynamic factor on dust make in the process of rock cutting. It is found that dust make is also closely related with the specific cutting energy. The effects of cutting depth on dust make and specific cutting energy were then studied in detail. The results indicate that the effect laws of cutting depth on dust make and specific cutting energy are extremely similar, namely they all decrease in power function with the increase of cutting depth. Based on this, the rationality of making the rock breaking performance indexes of roadheaders at 9 mm cutting depth was discussed, it is the reasonable boundary to control dust make and energy requirement. The rock hardness indexes to evaluate roadheaders rock breaking ability may be expressed using compressive strength and specific cutting energy of the rock, whose mathematic models were established based on the mean cutting depth of roadheaders. Finally, the models of this study were applied in two engineering examples, and the results indicate that the models could be used to predict the rock breaking ability of roadheaders reasonably, and to predict their production rate satisfactorily. The conclusions of this study can provide theoretical supports for design, model selection and field application of roadheaders. [ABSTRACT FROM AUTHOR]

Copyright of Petroleum Geology & Recovery Efficiency is the property of Petroleum Geology & Recovery Efficiency and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

To address the challenges of low injection capacity， low fluid recovery rate， and low recovery in the water flooding development of low-permeability reservoirs in Shengli Oilfield， this paper proposed an oil displacement technology with new amine-ether gemini surfactants. The molecular structure was designed on the new amine-ether gemini surfactant for oil displacement， and the interfacial properties of different molecular structures were evaluated. The sample G-3 with the best interfacial properties was selected， and the emulsification and oil displacement performance were evaluated at different concentrations. The oil displacement mechanism was elucidated by combining micro etched glass models. The experimental results showed that the new amine-ether gemini surfactant with a concentration of 0.2% can reduce the interfacial tension between oil and water to 0.003 9 mN/m， forming the stable emulsion with crude oil， and the particle size of lotion drops is 12 μm. For the postflood core with a permeability of 6.966 mD， the G-3 solution of the new amine-ether gemini surfactant with a concentration of 0.2% is injected at 0.5 PV， and the recovery can increase by 9.6% and the pressure reduces by 17.4% after water flooding again. The micro oil displacement mechanisms are the reduction of the interfacial tension between oil and water and the residual oil emulsification and coalescence. A field test was conducted in the low-permeability block of Shengli Oilfield. After implementation， the injection capacity of the water wells in the block was doubled. The daily oil production of the oil wells was 5.7 t/d， and the water cut decreased by 11.0%. Up to June 2023， the cumulative oil production in the block had been 1 791 t， achieving good development effect.

Copyright of Systems Engineering & Electronics is the property of Journal of Systems Engineering & Electronics Editorial Department and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

Copyright of Modern Educational Technology is the property of Editorial Board of Modern Educational Technology, Tsinghua University and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

Artificial intelligence medical devices are rapidly evolving, and the performance evaluation methods of the products need to be standardized and innovated. With the goal of promoting industry, supporting supervision, and improving the quality of artificial intelligence medical device products, Zhejiang University, in cooperation with a number of professional institutions such as the National Institutes for Food and Drug Control, and relying on the centralized unit of artificial intelligence medical device standardization technology, led the efforts to analyze the common problems in performance evaluation and summarize related test methods of these devices. Based on the consensus of the expert group, this paper introduces various test methods and their applications in detail, and expounds the sampling of test data. The aim is to unify understanding, promote thestandardization of artificial intelligence medical device performance evaluation methods, and finally boost the high-quality development of artificial intelligence medical devices.

Copyright of Journal of Southeast University / Dongnan Daxue Xuebao is the property of Journal of Southeast University Editorial Office and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

General practitioners are the gatekeepers when it comes to residents' healthcare. This means that the quality and quantity of their services will play a key role in improving basic medical services. The most appropriate incentive mechanism for general practitioners can improve their ability, minimize the desire to leave, and promote the stability of teams. Currently, China lacks a comprehensive and flawless practice system, and the exploration of incentives for general practitioners is still in its infancy, and there is a lack of a complete and effective practice system. This study highlights the critical importance of incentives and incentive mechanisms. It summarizes the experience of the United Kingdom, Australia, the United States, Shenzhen, Xiamen, and Shanghai with relatively mature incentive mechanisms in China and abroad. Additionally, to summarise the current problems that still exist in the incentive mechanism for general practitioners in China (single incentive approach, lack of career attraction due to the lack of obvious incentive effect, poor science of incentives leads to uneven allocation across regions, different incentive policies across regions and slow implementation) . As part of this strategy, together with the strategy of "Healthy China", innovative ideas are put forward in terms of enrolling general practice in national key clinical specialty, establishing authoritative professional academic institutions and regulatory institutions, developing a unified performance appraisal system, improving the diversified material and non-material incentive mechanisms, improving the competition and punishment mechanisms by means of information, and forming an efficient general practitioner service teams. In order to provide new research methods for investigating the incentive system of primary general practitioners in China.

As main health service providers in primary care, general practitioners (GPs) undertake the responsibility of gatekeepers for residents' health. Vigorously training GPs will contribute to the transformation of the healthcare delivery model, and the addressing of the issue related to difficult and high cost of getting medical treatment in China. However, the number of qualified GPs is insufficient in China, and low income is a major factor associated with the willingness of medical students to work as a GP. How to take actions to recruit, retain and appropriately employ GPs in primary care is a problem that needs to be addressed urgently in the development of China's primary care workforce. To provide evidence for the improvement of China's payment system for GPs, we collected the information related to the payment for GPs in the United Kingdom, the United States, Australia, and China by reviewing relevant studies and relevant official websites of the four countries, and performed an inter-county comparative analysis of the information in terms of income source, income level, payment methods, payment composition, and performance appraisal. We found that the four countries have the following aspects in common: all of them own a payment system for GPs and an assessment system for service quality and effectiveness of GPs, adopt a mixed payment method for GPs, and use financial incentives to promote GPs to improve the quality of their performance. In addition, the United States and China have explored methods to decentralize the management of medical insurance funds, so that the primary healthcare institutions can independently redistribute the surplus funds which has improved the proactivity of GPs at work. And Australia has set up the "coefficient of difference" and scholarships/subsidies for GPs, and carried out free trainings for improving the service capacities of GPs working in remote areas, to increase the attractiveness of working as a GP.

Copyright of Bulletin of the Chinese Ceramic Society is the property of Bulletin of the Chinese Ceramic Society Editorial Office and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

本研究藉由文件分析法探討日本近來在推動能力主義之人事制度下，國立大學法人及相關機構將績效和薪資掛勾相關之改革策略與成效。本研究首先說明國內之人事和彈性薪資制度，其次探討日本國立大學法人，自2004年推動法人化制度後，每6年一期，2013年開始提出 人事薪資改革政策，2022年已進入第四期的人事改革階段。在論述其推動背景及歷程下，分析人事及薪資管理改革之重要內涵，包含整體「改革方向和重點」、「年薪制」、「績效薪資」和「交叉聘用制」之改革具體內容、改革成效和問題等，並和國內制度做比較探討。最後，提出研究結論包含：一、在改革定位上，此薪資制度改革為法人化整體系統化改革下的一環。二、改革乃為協助落實國立大學法人定位轉型而努力。三、績效評鑑與待遇的反應機制激發教師的積極性動機和努力成果。四、外部資金供作薪資和交叉聘用制的推動，確保「年輕教師就業」和「人才的多元性及流動性」。並於分析改革問題後，對國內提出人事及薪酬制度改革應在思考高等教育機構之定位下出發、推動績效主義的薪酬制度應有配套措施，及欲借鑑日本經驗需做進一步評估等相關建議。 Due to globalization, competition and exchanges between countries around the world have increased. The quality of higher education maintained a key role enhancing national competitiveness and accelerating social development. An robust system was an important foundation for governance, and without a strong institutional foundation, developing modern governance capabilities and establishing or supporting world-class universities and first-class disciplines for a long time were challenging. The governance of higher education institutions should a focus for empowering higher education institutions. Therefore, all countries were committed to reforming the governance of higher education institutions to ensure that higher education was of high quality. In Japan, because society has increasingly high expectations of universities, the requirements for universities have increased. To realize the basic mission of higher education institutions, national university corporations and institutions have strengthened education (teaching) and research capacity and implemented substantial governance reforms. Reaching consensus regarding the vision of each institution and the standards required for membership through dialogue was necessary; the importance of maintaining and enhancing the positive attitude of each faculty member should be emphasized. Therefore, the Ministry of Education, Culture, Sports, Science and Technology (MEXT) has systematically disclosed its intention to implement reforms in various documents and has continued to promote reforms in personnel and salary management. Regarding the personnel system and salaries in universities, the MEXT proposed “a new personnel system based on competency and performanceism [sic]” in the “Policies for the Structural Reform of Universities (National Universities)” in June 2001. Since then, the MEXT has focused on the personnel system as the main policy area to strengthen the enthusiasm and ability of the teaching staff, especially by implementing an attractive salary system, changing the age structure of teachers, and recruiting more young scholars, among others; these measures could help attract diverse and outstanding talents. The system was focused on improving the overall outcomes of Japanese university education and research. Subsequently, reforms in personnel and salary management in universities were intensely promoted in the “Basic Policy on Economic and Fiscal Management and Reform 2018,” “Future Investment Strategy 2018,” “Integrated Innovation Strategy,” and other decision-making documents released by the Cabinet Secretariat. In February 2019, the MEXT officially issued the “Guidelines for Reform Management of Personnel Affairs and Salaries for National University Corporations” to provide relevant guidelines for compensation management in national university corporations to improve their personnel management systems. Reforms in personnel and salary management include strengthening the evaluation system, reflecting the results of the regular appraisal of salaries, and improving the promotion and bonus systems for performance-based and differentiated treatment. The MEXT recommended that universities adjust the allocation ratio of “fixed salary” (basic salary) and “variable salary” (performance salary) in the salary structure, decrease the fixed salary, and increase the ratio of the variable salary per the new “annual salary system” measures. It made the performance evaluations twice a year were emphasized more strongly than before, and the evaluation results correspond to differences in the salaries of university teachers, thereby leading to a salary system that offers “different pay for different performance.” The MEXT has emphasized continuous reforms in personnel management to enable national university corporations to better satisfy societal expectations and fulfil their responsibilities and functions and to further strengthen their governance systems; the reforms included performance evaluations, the introduction of an annual salary system, cross appointments, a double-track contract system, and lifetime employment. According to a 2021 report by the Directorate General of Budget, Accounting and Statistics of the Executive Yuan, more than 60% of full-time teachers in higher education institutions in Taiwan were older than 50, and only 8.5% of teachers were younger than 39. The identity of the full-time teachers in Taiwan University was unclear, the rights and interests of the project teachers were different, the evaluation result of the flexible salary system was unclear, and the system of industry-academia cooperation was not sufficiently flexible. These problems how to solve should be addressed. With the increase in global competition, talent recruitment and retention were no longer local issues, and competition for talented individuals from other countries was common in the world. In 2010, the Ministry of Education and Ministry of Science and Technology of Taiwan announced “The Ministry of Education Recruits and Retains Special Talents from Colleges and Universities to Implement Flexible Salary Plans,” with the aim of improving the academic environment of colleges and universities and increasing the incentives for retaining and recruiting talents. In 2013, the Department of Higher Education attempted to relax the requirements of personnel management for higher education institutions through “Measures for Unwinding the Higher Education System,” including “releasing the teacher promotion system,” “relaxing the employment of university supervisors,” “relaxing the school affairs fund,” and “recruitment flexibility.” In the following year, the Department of Higher Education proposed the Taiwan Talent Promotion Program to emphasize the goals of “attracting international outstanding talents,” “building an international talent cooperation network,” and “strengthening international academic influence and visibility.” These reforms were different from the reform policies in Japan. This study explored the literature and documents on the strategies and effects of innovations aimed at promoting a meritocratic personnel and merit pay system in national university corporations in Japan. First, in this paper, the current personnel and merit pay system in Taiwan and the problems associated with it were described. The study analyzed the background and procedure of innovation in the personnel and pay system of national university corporations in Japan. The system of national university corporation has been implemented since 2004, with every six years considered a period. When entering the fourth period, a performance-linked pay system was emphasized. Next, in this paper, the goals and key points, situation, problems and resolutions, strategies, and effects of the innovations in the personnel system were discussed. The recent reforms in the personnel and pay systems were compared between Taiwan and Japan. The findings of this study could be summarized as follows: 1. Innovations in the personnel and merit pay system of national university corporations in Japan constituted a part of the reforms in the national university corporation. 2. Innovations in the personnel and merit pay system of the national university corporations have enabled them to transform their new positions and optimize their organizational structures. 3. The linkage between performance assessment and treatment has increased teachers’ dedication and their motivation to work hard. 4. The flow of external funds and the system of cross appointment has ensured the “employment of young teachers” and the “diversity and mobility of talents.” The suggestions of this study were as follows: 1. Innovations in the personnel and pay system in higher education institutions in Taiwan should be implemented based on the position of higher education institutions. 2. Related measures should be adopted after implementing a pay system based on performance. 3. It was needed to be estimated when taking Japan as an example.

Copyright of Experimental Technology & Management is the property of Experimental Technology & Management Editorial Office and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

Copyright of Engineering Mechanics / Gongcheng Lixue is the property of Engineering Mechanics Editorial Department and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

Referring to constructive theory and situational cognition theory, and based on the principles of reverse design and negotiation construction, this paper focuses on the theoretical and practical framework of the application of performance assessment in the ideological and political education of physical education curriculum, which fully shows the composite functions of diagnosis, feedback, promoting reform and decision-making, as well as the integrated characteristics of the process of performance assessment, namely the teaching process. Taking the gymnastics course of physical education as an example, this paper analyzes its application process, and takes clarifying evaluation objectives, creating problem situations, refining ideological and political elements, setting expressive tasks, developing scoring rules, implementing evaluation and feedback as the mainline of action. It is characterized by the creation of problem situations in the field of physical education, the key is to refine the ideological and political elements of physical education curriculum, the key is to complete the expressive tasks through negotiation, and the difficulty is to develop the evaluation criteria for the effect of ideological and political education in the physical education curriculum. The purpose is to enrich the evaluation theory, and method path of the ideological and political education of physical education curriculum, and also to provide theoretical reference for expanding the practical application of performance assessment in this physical education curriculum. [ABSTRACT FROM AUTHOR]

Copyright of Ordnance Industry Automation is the property of Editorial Board for Ordnance Industry Automation and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

In order to study the time-dependent seismic performance of bridge under near-field pulse-like ground motions, a conventional continuous bridge considering chloride attack was taken as an example. In order to consider the vary uncertainty factors in the model, Latin hypercube sampling method was adopted to establish time-dependent model samples at different times. Then the time-dependent seismic performance of the bridge from the aspects such as capacity, demand and collapsed in the earthquake were studied and evaluated with incremental dynamic analysis. The results show that the seismic demand of structure in near-field pulse-like pulse earthquake is obviously greater than that in far field earthquake. As the mechanical properties of reinforcement changed after corrosion due to chloride attack, the constraint ability of stirrup to core concrete is weakened and yield strength and ultimate tensile strain of longitudinal reinforcement are reduced, which led to decline of the deformation ability of pier. Compared with the uncertainty of ground motion, the uncertainty of model parameters has little influence on the mean value and discreteness of seismic demand. With the extension of service time and the increment of corrosion of the steel, the probability of collapse of bridge pier increases. [ABSTRACT FROM AUTHOR]

Copyright of Journal of Engineering for Thermal Energy & Power / Reneng Dongli Gongcheng is the property of Journal of Engineering for Thermal Energy & Power and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

Hospital systems are recognized as strategic buildings in hazardous events and play a key role in disaster emergency rescues. To promote the construction of safe hospitals and the evaluation of hospital performance in China, the evaluation method based on safety indexes proposed by World Health Organization and Pan American Health Organization is introduced in this paper. The investigation forms of hospital safety indexes include basic information, potential risk information, structural safety information, non-structural safety information, and disaster emergency management information. The forms contain 151 indicators, each of which has three safety rating levels: high, average and low. Each index of the hospital is evaluated by the expert group through field investigation, and the final hospital safety index is obtained by calcu lating the weighted index scores using importance factors. The safety index can provide a basis to quickly discover their weak links in disaster prevention and emergency management, facilitate the upgrading procedures, improve their safety levels, and ensure the normal functioning of the hospital in emergency. [ABSTRACT FROM AUTHOR]

Copyright of Journal of Shanghai Physical Education Institute / Shanghai Tiyu Xueyuan Xuebao is the property of Shanghai Physical Education Institute and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

Copyright of Experimental Technology & Management is the property of Experimental Technology & Management Editorial Office and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

A performance assessment approach based on change-point detection for network moving target defence was proposed.Directed to the problem of network resource graph not being able to present the effect of network resource vulnerabilities to network nodes,a conversion relationship between resource vulnerability changes and node security states was established by defining the concept of a hierarchical network resource graph and the efficiency of resource graph construction and updating were improved.Furthermore,directed to the problem of static detection algorithm not being able to precisely measure the dynamic change of network moving target defense,a change-point detection algorithm and standard degree measurement algorithm was designed.The security cost and benefit of network moving target defense in real-time and dynamically on the basis of unified metrics were defected and measured,which improved the evaluation accuracy.The analysis result of typical examples has proved the feasibility and the effectiveness of the proposed approach.

In recent years as the PPP model is widely used in China an appropriate performance evaluation system of PPP projects is particularly important. The paper first introduces the concepts and main features of the performance evaluation system related to PPP projects and then builds a performance evaluation system with 16 indicators in four dimensions based on the balanced scorecard. The analytic hierarchy process method is used to assign weights to the identified indicators and the results are weighted by the comprehensive index method. Finally the Wuhan Qingshui River Project was introduced for empirical research. It provides reference for PPP project performance evaluation from the theoretical and practical levels.. [ABSTRACT FROM AUTHOR]

The three-row hydrogenation tail gas treatment unit of Suining Longwangmiao Purification Plant, which belongs to Chongqing Natural Gas Purification Plant General of PetroChina Southwest Oil & Gasfield Company, was built and put into operation successfully. After more than half a year's trial operation, it passed the performance evaluation smoothly. Combining with the trial operation stage and current production status of the unit, the optimal process control parameters of the tail gas treatment unit were summarized, analyzed and optimized as follows; the mass ratio of fuel gas to low pressure steam in the online combustion furnace was 1 : 2, the hydrogen volume fraction in the quench tower outlet was 0. 5% — 2%, the pH value of acid water at the quench tower outlet was 6. 5 — 7. 5, the inlet temperature of the reactor was 210 — 230 °C , and the absorber inlet temperature of the feed gas was lower of 1 — 2 °C than that of the lean liquid. The top temperature of the regenerator was about 110 °C. The suggestions and measures were put forward to ensure the safe and stable operation of the hydrogenation tail gas treatment unit in Longwangmiao Purification Plant. [ABSTRACT FROM AUTHOR]

Copyright of Journal of Food Safety & Quality is the property of Journal of Food Safety & Quality Editorial Department and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

Experimental teachers are the important constitutions of universities teacher team, and their performance assessment will influence the overall progress of performance salary reformation in universities. In order to scientifically and reasonably process the performance assessment, the present study quantify the performance evaluation of experimental teachers in universities from the following aspects: Daily management, teaching work and research work. The results showed thatthe workload of performance assessment of evaluated affiliations was measured basing on the workload unit of lab teachers’ specificposition and adaption index of overall lab system in university. Togetherwith the results of performance assessment, the salary of performance assessment was calculated, and then as an important evidence, issued to experimental teachers. The current finding involved in preliminary investigation of the mechanism of performance assessment of experimental teachers in universities will provide technical support for the reformation of performance assessmentin universities nationally. [ABSTRACT FROM AUTHOR]

Copyright of Journal of Engineering for Thermal Energy & Power / Reneng Dongli Gongcheng is the property of Journal of Engineering for Thermal Energy & Power and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

Copyright of Cotton Textile Technology is the property of Cotton Textile Technology Editorial Office and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

Objective To verify and evaluate the performances of Sysmex X N - 9000 hematology analyzer under body fluid mode when used for peritoneal and pleural fluids detection. Methods According to the guidance of ICSH, Sysmex X N - 9000 hematology analyzer under body fluid mode had its performances verified on background counting, carryover, precision, linear range and etc of RBC- BF and TC- BF, and then was compared with microscopy on RBC- BF, TC- BF, PM N%, M N%, N%, L%, M% and E%. Results The RBC- BF and TC- BF had the background counting being 0.00, carryover being 0.00% and 0.07% respectively, coefficients of variation (CV) of within- run precision being from 0.96% to 17.89% as well as from 2.19% to 10.33% respectively, CV of between- run precision being from 3.34% to 4.73% as well as from 8.33% to 10.75% resptctively, and the linear ranges being (0~5) x1012/L and (0~20) x109/L respectively. There was a high correlation between Sysmex XN- 9000 hematology analyzer and microscopy when detecting R BC- BF, TC- BF, PM N%, M N%, N%, L%, M% and E%. The Spearman rank correlation coefficients (「s) were 0.977, 0.995, 0.863, 0.929, 0.926, 0.949, 0.965 and 0.816 (P<0.05), and there were statistical significances between the correlations. Bland- Altman bias analysis on the analyzer and microscopy showed that RBC- BF had the bias (4.6%) Iowerthan that (5.6%) of TC- BF; M N% had the bias (- 2.0%) Iower than that (4.2%) of PMN%; L%, N%, M% and E% had the bias being - 0.5%, 4.4%, - 5.9% and - 1.6% respectively, which were all met the requirements of the manufacturer. Conclusion Sysmex X N - 9000 hematology analyzer under body fluid mode proves its performances for routine detection of peritoneal and pleural fluids. [ABSTRACT FROM AUTHOR]

Copyright of Journal of Food Safety & Quality is the property of Journal of Food Safety & Quality Editorial Department and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

This paper assesses the navigation and positioning performance of BeiDou Navigation Satellite System at Zhongshan station, Antarctic, after it is officially announced in operation. The availability of satellites, position dilution of precision, pseudorange data quality, precision of ionosphere model and positioning accuracy are analyzed by real data. The results show that:1)BeiDou is currently capable of providing basic navigation and positioning services through all day at Zhongshan Antarctic station. The overall availability and quality of pseudorange measurements of BeiDou is as good as that of GPS. However, there are some problems, such as uneven distributed satellites over the sky, low elevation of GEO satellites, and the low accuracy of ionosphere model, which would reduce the positioning performance. 2)The precision of BeiDou-only positioning is much worse than that of GPS-only solutions; for single-frequency point positioning, we can only expect accuracies higher than 22 m, 9 m and 25 m in the north, east and up component, respectively; for single-frequency pseudorange differential positioning, the accuracies are 3.6 m, 2.3 m and 3.3 m in the north, east and up component, respectively. 3)The combined system of GPS and BeiDou provides increased reliability and improves the 3D precision of GPS by approximately 10 percent, 22 percent for single-frequency point positioning and single-frequency pseudorange differential positioning, respectively. [ABSTRACT FROM AUTHOR]

Self-centering dual system (SCDS) is composed of an occupancy subsystem (primary system) and a damage controlling subsystem (secondary system). The occupancy subsystem supports normal occupancy function, sustains a majority of seismic response and entire structural gravity, and can be implemented by conventional frame structures, while the damage controlling subsystem provides self-centering and energy dissipation mechanisms, sustains the rest of seismic response and reduces drift concentration along the height of the structure, and can be implemented by secondary self-centering energy dissipation frames. Based on a stiffness demand design method, three SCDSs, which employ no energy dissipation devices, BRBs and self-centering dampers as energy dissipation mechanisms, respectively, were designed. Employing maximum and residual inter-story drift ratios as random variables, the performance of the three SCDSs and the uncontrolled structure were assessed by utilizing joint probability density functions. Analyzing the joint probability density function, fragility curves and drift concentration factors, some conclusions are drawn: the proposed system can effectively reduce the amplitude of maximum and residual inter-story drift ratios and their deviation; among the three SCDSs, the one equipped with self-centering dampers performs best; the SCDSs can effectively reduce the fragility probability contributed from residual drift; the drift concentration factor can be effectively controlled by the SCDSs, which leads to the likelihood reduction of weak-story failure mode. [ABSTRACT FROM AUTHOR]

Personnel performance appraisal system in college laboratory is an important part of the laboratory construction and experiment reform. To some degree, it not only reflects the standard of education and research, but also is one of the marks for the strength of a university. At present, many personnel performance appraisal methods are proposed, but some of them apply to appraisals for academical teachers. For the appraisal work of experimental teachers, it only exists a general file regulation, or completely references the appraisal way of academical teachers. In this paper, an effective performance appraisal system of laboratory is designed and implemented adopting the technologies of asp. net and C# in order to solve the problems such as the characteristics of many more basic data and lots of manual inspection work. This system is designed to achieve the information management of performancing evaluation process for the experimental teaching staffs. The main modules of the system is composed of personnel information management, staff attendance management, year-end assessment, super performance data calculation, open data query and statistics of scientific research and teaching and other supporting modules. [ABSTRACT FROM AUTHOR]

In order to improve the utilization benefit of fixed-assets in public colleges it is necessary to construct the new mode of fixed-assets management. There are some problems in current management such as the out-dated mode, deficient benefit concept, thin propert concapt serious loss of assets, imperfect management, system, undefined responsibility main body, incommensurate management rules, inadequate assets supervision, wasted repeated purchasing, low utilization efficiency, unscientific management method and nonstandard evaluation system. Managing efficiently the fixed-assets in public colleges requires innovate the management philosophy, perfect the manageent framework,define the management responsibility, construct the innovation management mode, allocate the resoures reasonably, enhance the utilization efficiency, conduct the whole process control and establish the performance appraisal system. [ABSTRACT FROM AUTHOR]

Our university has had a system for large-scale open sharing instruments and equipment management, and it was used for a few years. The users could query the instrument, and make an appointment through the system. Because the system existed some problems that it was also not very convenient for the use of users. Recently, we have upgraded the management system. Because the new large-scale open sharing instrument management system has achieved the sharing of information and collaborative work with other systems, it is more convenient for users. This paper introduces the construction of large-scale open sharing instrument equipment management system which is built based on the coordination theory, and describes the collaborative work with other systems in detail, it also provides a reference for the construction of open sharing instrument equipment management system of other universities. [ABSTRACT FROM AUTHOR]

Aiming at the problem that parallel robot exists the lack of movement precision, the zero calibration and performance assessment for a 6-DOF parallel platform used for wave simulation were completed. The inverse kinematics was acquired by using homogeneous coordinates method so as to establish the motion control model of the platform, and the workspace of certain posture was obtained by using boundary search method based on inverse kinematics. The motion control of the platform was realized, the design of control system was done by choosing PC and motion controller as the control mode. The motion performance was improved, vector derivation method was adopted to build the zero point error model,and zero calibration was implemented with the help of laser tracker. Finally, the platform was used to simulate a certain wave spectrum and the tracking performance was analyzed according to the experimental results. The results indicate that the calibrated platform has a good simulation performance. [ABSTRACT FROM AUTHOR]

To choose the suitable benchmark data for data-driven controller performance monitoring from data based on kinds of multiple mode in the history database, a new method based on multiple variables classification is proposed. First the method provides a combined similarity factor to measure the similarity between realtime acquisition data and data from some mode in the history database, and then it determines the mode that realtime data belongs to, finally it assesses the controller performance. Simulation study demonstrates the efficiency of the proposed approach. [ABSTRACT FROM AUTHOR]

Ratee organizations subject to pubic service assessment would formulate their strategies in accordance with their own characteristics and focus on purposes, which ultimately leads to various performance levels. The empirical results show that a prospector stance contributes to higher responsiveness, a defender stance is positively associated with citizen satisfaction, and a reactor stance was positively related with citizens' trust in government. Taking this evidence into account would warrant better examination on the relations between strategies and performance, and thus delivering more accurate messages to ratee organizations by adjusting performance measures and other approaches. [ABSTRACT FROM AUTHOR]

Because of their importance and the interactive and close relationship between them, value orientation which is the soul of performance assessment and indicator system which can be titled as the body of performance assessment have been paid a lot attention to by scholars during the recent years. From the present research of the value orientation part and indicator system part of local government performance assessment both home and abroad, this thesis will discuss how to combine both of them better during the design process, and by introducing value orientation into the indicator design model to establish a set of local government performance assessment indicator system prototype in which the value orientation and the indicator system combine with each other closely. [ABSTRACT FROM AUTHOR]