生物学实验课的评价浅析

在生物学实验课的评价中,还没有建立一套可供操作的评价体系。国内外学者在生物学实验的评价方面,进行了大量的尝试,取得了一些有益的经验,这些经验对当前我国生物实验课的评价改革有许多可借鉴之处。     

公安绩效网上考核模式浅探

为了有效解决警务效能和公安行政管理中的老大难问题,借助现代科技的先进手段,网上考核应运而生。文章以网上考核的特点为切入点,探讨了网上绩效考核的软件工程设计思路,并对网上绩效考核的体系设置和运行机制进行了有益的探索,以期对公安管理的创新提供一定的参考。     

对我国城市规划进行环境评价的必要性及其技术思路的探讨

本文通过对国内外城市规划的发展及其对环境的影响分析,阐述了城市规划与可持续发展的关系,以及对城市规划进行战略环境评价的重要性.文中介绍了几个发达国家开展城市规划环境评价的情况,探讨了中国城市规划战略环境评价的技术路线及工作重点并提出了相应的建议.     

国际无形资产的管理探析

无形资产是没有实物形态的资产,是企业五大类资产之一,包括专利权、商标权、著作权(版权)、专营权、土地使用权、专有技术(非专利技术)、商誉等。根据取得无形资产的渠道、有无法律保护、是否可确指、是否有固定的生效期分8类。鉴定无形资产的存在、类型、有效期、价值、科学性、可靠性迫在眉睫,利国利民。无形资产有6大特性,即依附性、持续性、排他性、非流动性、增值性、社会性。分析了增加企业、事业单位和个人无形资产的有效途径和手段。     

新世纪我国领导人才素质研究

当前,领导人才素质研究已经成为我国一个方兴未艾的课题。就现有研究而言,已经形成了多方面、很有意义的成果,但也存在着明显的不足。新世纪,适应社会经济环境变化的需要,我国领导人才素质的变革与发展将是前所未有的。新世纪我国领导人才素质的变革与发展可以概括为五个方面的基本特点:驾驭市场的能力增强,知识化要求越来越高,创新性才能作用凸现,战略性思维至关重要,人格魅力举足轻重。为进一步加强新世纪复杂的时代背景下的我国领导人才素质研究,需要构建一个全面的理论框架来加以指导。这一理论框架从总体上分为两大块:一是新世纪领导人才素质变革与发展研究,二是新世纪领导人才素质测评研究。     

An Assessment of a Drastically Changed Federal Workplace in the United States

Abstract

Written by four experienced government employees, this article discusses many alarming changes that have been forced on the Federal government workplace over the past 20 years. The article identifies actions by elected and appointed officials that have greatly changed and weakened a workplace that was a model for America. Several attributes of the Federal workplace of the past and of the present are compared and contrasted.     

Inter-rater reliability of dynamic risk assessment with sexual offenders

Abstract

This paper describes the inter-rater reliability of the Structured Assessment of Risk and Need (SARN, formerly known as Structured Risk Assessment). The SARN is a structured framework for identifying sexual offenders’ dynamic risk factors. The SARN comprises 16 dynamic risk factors, categorized into four domains: Sexual Interests, Distorted Attitudes, Socio-Affective Functioning and Self-Management. Two studies, utilizing three samples, are reported. Study 1 examined the inter-rater reliability of four SARN cases with a sample of seven expert raters. Results indicated high inter-rater reliability amongst these participants. Study 2 examined the reliability of SARN with two samples who had received training before supplying inter-rater data (N=88). Results provided some support for the reliability of SARN. However, strength of reliability was dependent upon the method of analysis applied (percentage agreement, Cohen's Kappa, intra-class correlation coefficients). These results are discussed in terms of their clinical and methodological implications.     

ASSESSING OFFENDER READINESS TO CHANGE PROBLEMS WITH ANGER

It is widely acknowledged that offender rehabilitation outcomes can be improved by attending to responsivity issues, including the readiness and motivation of offenders to undertake and engage in treatment. The measurement of responsivity, readiness and motivation in offenders, however, has received relatively little research attention. In this paper we focus on anger management programmes and evaluate the utility and psychometric properties of a measure of stages of change in relation to changing anger – the Anger Readiness to Change Questionnaire (ARCQ). Using data from a large sample of offenders undergoing anger management interventions, we investigated the construct validity, convergent validity and predictive validity of the ARCQ. We conclude the ARCQ may have utility as a measure for selecting offenders who are suitable for anger management interventions.     

大学英语任务型教学与过程性评价的整合——以高职高专大学英语教学为例

高职高专大学英语教学方向逐渐从传统的英语＂人文精神＂素质教学转向＂职场交际＂工具教学。任务型教学是以具体的任务为载体、以完成任务为动力、以任务成果方式展现教学成果的教学方式。过程性评价是在＂教＂＂学＂过程中进行的,建构教学者教学活动价值和学习者学习活动价值,促进教学者与学习者不断改进和发展＂教＂＂学＂活动,二者具有整合的基础,可以在教学形式和教学任务实施的过程中整合。     

创新绩效考核机制凸显激励功能

边检队伍要主动适应经济社会建设的发展形势,实现边检工作跨越式发展,就有必要从反省既已存在的不足入手,仔细分析新形势、新任务,认真总结和查摆,大刀阔斧地改革现有体制中跟不上形势、不利于队伍发展的陈旧条例,充分考虑、利用起绩效考核机制本身的激励作用,制定一套切实、有效、可行的绩效考核机制,从而推动各个机构更和谐地运作,整个队伍沿着良性的轨道不断发展.为了让考评对每个人都能起到激励效果,发挥其最大的作用,在考评过程中必须注意制定科学的考评标准,设置正确的考评方法.