Competence of clinical teachers:A survey on perception of masters of nursing specialist postgraduates, their clinical teachers, and head nurses

Objectives:To explore the current admittance situation of clinical teachers for masters of nursing specialist(MNS)postgraduates and to test the competence of clinical teachers in self-evaluation and other evaluations.Methods:In this cross-sectional study,using a random number table,we chose 80 MNS postgraduates under clinical practice,their clinical teachers,and head nurses each from six hospitals in Hunan and Guangdong.The participants were tested on the basis of the Clinical Teachers'Competence Inventory of MNS Postgraduates.The competences of clinical teachers were evaluated by the three groups of participants.Results:The aggregated scores of teacher competence as evaluated by the MNS postgraduates(181.33±24.95)were lower than those assigned by both clinical teachers(190.75±24.30)and their head nurses(198.53±18.90),with significant differences in all dimensions except for clinical managing ability.The five highest rated items from all participants focused on the teachers'clinical nursing ability,and the five lowest rated items were mainly about their clinical research ability.Conclusion:The evaluation from MNS postgraduates is obviously lower than the self-evaluation of clinical teachers,and all participants are aware of the deficiency in research ability of the teachers.Thus,the admittance and examination of clinical teachers should be controlled strictly.Training should be carried out immediately to strengthen their comprehensive abilities,especially their research ability.

师范类专业认证视阈下课程目标达成度评价体系优化——以“生态学”课程为例

课程目标达成度评价是学生学业水平及毕业要求达成情况最直接的评价依据,是师范专业认证的重要环节。文章对“生态学”四个课程目标达成度评价体系优化进行了探究。首先,确定课程目标与毕业要求的对应关系,之后依据课程性质制定教学内容和考核方式,设计课程目标达成度评价方法及评价体系,在此基础上计算生态学四个课程目标的达成度以及总达成度评价。结果反映该“生态学”课程评价方法能够较好地衡量课程目标与毕业要求之间的关系。因此,可从师范专业认证工作入手构建明确合理的课程目标及课程目标达成度评价体系,进一步推动师范教育高质量发展。

大数据与会计专业教师数智化教学能力调查与提升路径研究

为响应2024年“两会”提出加强高质量教育体系建设,全方位培养用好人才,通过对部分高职院校师生的调研,分析了大数据与会计专业教师数智化素养、数智化应用能力和数智化教学能力的现状及存在的问题。以问题为导向分析其成因,提出要激发教师数智化内在动力,应采取党建引领、深化体制改革、建立灵活机制、加大经费投入、校企合作产教融合等措施,既提升大数据与会计专业师资数智化水平,又适应财务数智化时代复合型会计人才培养的需要。

新西兰教师绩效管理政策的柔性特点

新西兰的教师绩效管理制度形成了一种相对柔性的问责制,强调学校在制定和实施教师绩效管理方面的高度灵活性。由于多方权力的博弈,新西兰的教师专业标准具有高度的弹性,并未引入教师绩效工资制度。相对于强调精确评估和高利害问责的教师问责机制,新西兰的教师绩效管理制度在实质性责任追究方面存在很大限制。这种相对柔性的问责制度反映了新西兰教育领域对引入教师问责制度的谨慎态度。中国在借鉴西方国家教师政策的经验时,需要考虑多方权力博弈对教师问责制和专业性的影响,尊重教师的专业自主权。在教育制度层面,应努力创造信任和支持的文化环境,拓展教师的专业自主空间,避免行政干预对教师的限制。

智慧教育时代高职财会教师信息素养培养策略分析

智慧教育背景下,信息技术在教育教学中具有突出优势,科学运用信息技术,有助于转变传统教学模式,适应教育信息化发展的需要,提高教学质量和效率。新时代,财会行业对信息化人才需求不断提高,教师信息素养影响着财会教学效果,进而影响信息人才的培养。因此,本文分析了高职财会教师信息素养存在的不足,研究了智慧教育时代高职财会教师信息素养培养的必要性,并提出了相应的应对策略,希望能够对相关工作提供一定帮助。

浅析“1+X”证书制度对中职会计教师团队能力发展的影响

中职“1+X”证书制度通过明确定义学历证书和职业技能证书,构建了灵活多样的证书体系,为中等职业教育提供了基础。介绍了“1+X”证书制度的基本原理、制度目标和政策支持,选取中职会计专业为例详细介绍了“1+X”证书制度在中职教育中的制度要求和实施情况,并对中职会计教师团队的组成、结构和专业能力进行了分析。讨论了“1+X”证书制度对会计教师团队能力的影响,包括其激励作用、提升教师专业水平的影响以及对团队协作和交流的促进作用。

“1+X”证书制度下中职会计教师团队建设的策略研究

着眼“1+X”证书制度与职业教育教师队伍建设必要性之间的动态相互作用及当前中职会计教师队伍建设水平的现实情况,基于“1+X”证书制度的建设和实施,深入研究中职会计教师团队建设的发展策略,旨在利用“1+X”证书制度的建设与实施和中职会计教师团队发展两者间的协同作用重塑强大的教育生态系统,探索教师教学团队能力进一步发展的路径,提高新“双师型”教师队伍建设水平,力争升学教育与职业技能教育双丰收,提升职业教育质量。

From External Accountability to Potential-Oriented Development:Quality Assurance System Building for Teacher Preparation in China

Purpose:From the perspective of performance standards-based teacher education,this article aimed to address progress and challenges of China’s teacher preparation quality assurance system.Design/Approach/Methods:This review is based on policy review and case studies.Retrieving to the existing research literature,this research sorted out the policies related to the quality assurance system for university-based teacher preparation in China.Furthermore,this research selected teacher preparation programs from five cases of teacher education colleges of varied levels and used interviews to analyze their attitudes and measures.Findings:The analysis reveals that the quality system for university-based teacher preparation in China’s educational institutions has gone through two main stages:the building stage and the improvement stage.The internal policy tension in China’s teacher preparation quality assurance system is primarily centralized in the dissociation among and segmentation between the relevant standards for teacher education.There is a distinction between“soft”and“hard”policy standards,and reforming the teacher certification testing system also brings a test-oriented bias and a separation of evaluation from education.Institutions of higher education are expected to follow the path of potential-oriented development and concentrate on cooperative partnerships between local communities and schools so as to nurture innovative,professional future educators with high quality.Originality/Value:This article provides a comprehensive and detailed policy analysis as well as empirical evidence for the quality assurance systemfor university-based teacher preparation in China.

Fair Value Disclosure, External Appraisers, and the Reliability of Fair Value Measurements

By developing an analytical model, this paper examines the role of the ＂external appraiser＂ as a tool to face the informational asymmetry issue related to fair value measurements. A comparison between such a signaling mechanism and a ＂full fair value disclosure＂ is firstly carried out, highlighting variables affecting the efficiency and the effectiveness of both information strategies. Then, recovering the traditional distinction between ＂protective disclosure＂ （hard information） and ＂informative disclosure＂ （soft information）, this paper demonstrates how the former could significantly increase the positive effects associated to an employment of an independent valuer, reaching some conclusions useful to the standard setting process.

＂Add-ons＂ to the Value-Added of ELTs

Teacher evaluations intend to cultivate quality among teachers. However, since they are traditionally dependent on observers and their reports that are likely biased, the procedures probably effectuate discords among the calling-teaching professionals. An evaluation procedure that can ascertain fairness in the decisions about teacher retentions, terminations, promotions, and sanctions can capture the accordance of all teachers and teacher facilitators. This paper identifies the possibility of such an evaluation system that is built upon the existing value-added methods. Drawing upon the observations and recommendations by Chetty, Friedman, and Rockoff （2012） on value-added methods of evaluation, and considering the uniqueness of ELTs （English Language Teachers） as it was observed by Borg （2006） and Lee （2010）, this paper describes the application of the value-added evaluation method, in gauging the quality of ELTs. The paper further explicates the vantages and conformities embodied in the procedure that could boost up the morale of ELTs as independent professionals of a creative art, and help them perform to their fullest potential

How to promote the smooth employment of accountants under the trend of Financial Sharing

It was proposed in the China Ministry Finance accounting personnel in the long-term development plan of 2010-2020, the community should fulfill their social responsibility, build accounting personnel training platform, to jointly promote the training of accounting personnel. It should be very optimistic from the scope of professional employment, but the situation is not so good and exists contradiction between supply and demand of accounting talents. There are reasons for the community and the employing unit, as well as for the education and accounting graduates themselves, with the development of economy, the financial shared service mode is more and more accepted by the enterprise, because can reduce the cost and improving efficiency,, so in this trend, accounting personnel how to achieve successful employment, this paper analyzes from the society, colleges and universities, accounting personnel itself in all aspects, in order to lead the parties to share the trend, how to use the resources to promote the smooth employment of accounting personnel, accounting personnel and the employer can provide relevant recommendations.

基于服务单元叠加法的病种成本核算与管理研究

医疗成本核算改革和医院薪酬绩效改革是推动公立医院高质量发展的重要举措。结合绩效考核指标优化医疗成本核算方法,是薪酬绩效改革落地实施的前提条件。本文以样本医院剖宫产等5个病种为例,梳理应用服务单元叠加法的病种成本核算及分析流程,探讨服务单元划分方法,提供病种成本融入绩效考核体系的具体思路。

审查、规制、监察、惩处:美国教师职业行为督责机制及其启示

美国佛罗里达州有健全的教师职业行为督责机制,法规准则齐全,督责主体明确,职前审查、职后督责机制完善,在教师职业行为审查、规制、监察、问责等方面,积累了较为丰富的经验。美国的有效做法,对新时代加强和改进我国高校师德师风建设具有一定的借鉴价值,启示我们,要建立完善的教师入职筛选机制、制定具体的教师职业行为规定、编制法制化的教师职业行为问题审查处置程序。

高职财会类专业1+X证书制度与“三教”改革的协同推进路径研究

“1+X”证书制度是提升职业教育人才培养质量的重大制度创新,“三教”改革是高职院校当前施行的重要教学改革。二者存在着时间节点、逻辑起点、价值取向和实践路径等内生和外在两大耦合逻辑。为推动职业教育高质量发展,在系统设计人才培养方案、重构书证融通课程体系、建设产教融合实训基地、推进“三教”改革、建立多元评价改进机制方面提供路径参考,以此更好地培养高素质高职财会专业技术技能人才。

教师工作量核算统计系统的设计与研究

在高科技飞速发展的AI时代,高校建设适合自己科研业务管理的信息化平台成为提高高校工作效率、优化管理水平的必然选择。在上述背景下,一个采用JSP和数据库SQL Server技术,基于B/S模式的教师工作量核算系统被设计和开发,该系统实现了教师信息管理、课程信息管理、教师课程审核以及工作量核算统计等主要功能。本系统功能齐全,界面简单实用,不仅方便了教师查询核实自己的工作量,而且提高了高校对教师工作量管理的效率,因此,具有一定的实用性和推广价值。

校企融合“三维一体”应用型会计人才培养模式探讨

产教融合是深化教育改革的重要原则之一。原有校企合作项目大多存在功能单一、流于形式、质量评价机制不健全等问题,应构建以能力培养为核心的校企共建课程、以校企联合培养为重心的“双师型”教师队伍、以项目为载体的多元化校企合作平台,探索建立全过程评价、注重实效、分类评分的校企项目质量评价体系,实现课程融合、师资融合、项目融合“三维一体”校企协同育人、优势互补。

创新创业教育背景下班主任班级管理路径探索——以财会专业群为例

在“大众创业、万众创新”的时代背景下,高职院校毕业生是创新创业主力军。班主任作为“公司式”班级管理模式的先行者,在创新创业教育中发挥积极的调节、推动作用。班主任通过提高自身责任意识、群众意识和学习意识,不断提升创新创业教育水平,同时打造出一条创新创业教育背景下班主任班级管理新路径。

问责时代的教师教育:兴起、危机与突破

在全球教育治理背景下,越来越多的国际大规模测验结果与研究表明,教师质量既是影响学生学校表现的重要因素之一,也是一个国家基础教育质量的决定性因素。当前,随着知识经济的全球挑战、教师教育的平庸表现以及教师教育研究的知识陷阱,展开教师教育问责已经成为各个国家和地区改善教师质量的有力政策工具与补救措施。已有研究表明,教师教育问责的改革不仅没有带来实质性的进步,而且导致了宏观层面上教师教育政策的同质化、中观研究的工具化以及教师微观发展上的技术化。从而,在不损害教师专业精神发展和研究自治的情况下加强教师质量管理和扩大教师教育政策空间成为一种可能的突破方向:一是在政策话语上进行基于国家教师教育现实的情境构建;二是在研究证据方面构建开放的立体方法论;三是在教师专业文化上形成自下而上的内部问责。