Research on the Internal Talent Training Path and Performance Evaluation Mechanism of New R&D Institutions in Zhejiang Province

New research and development(R&D)institutions are an important part of the national innovation system,playing an important role in promoting the transformation of scientific and technological achievements.In recent years,new R&D institutions have gradually become the driving force of innovation-driven development in China.Taking new R&D institutions in Zhejiang Province as the research object,this paper studies the internal talent training path and performance evaluation mechanism of new R&D institutions in Zhejiang Province by using the literature research method,comparison method,case verification method,and other methods.The investigation results show that there are problems such as lack of material and spiritual support and neglect of the absorption of local talents in the internal talent training,and there are problems such as unclear standards,insufficient data,and opaque processes in the performance evaluation mechanism,which greatly affect the establishment and improvement of the performance evaluation mechanism.Given the above problems,this paper puts forward a forward-looking,oriented,flexible,and compatible talent training path and performance evaluation mechanism,hoping to optimize the effective internal talent training path of new R&D institutions,improve the evaluation performance,and promote healthy development of new R&D institutions in Zhejiang Province.

Selection of Third-party Logistics Provider for Agricultural Products Based on System Comprehensive Evaluation

Through the analysis on the meanings and features as well as the ad- vantages of the third-party logistics for agricultural products, the quantization index system for the selection of third-party logistics providers for agricultural products was constructed based on the system comprehensive evaluation theory. Analytic hierar- chy process （AHP） was used to determine the weight of the index system of each level, and AHP and fuzzy comprehensive evaluation method were used to determine the selection steps for the third-party logistics providers for agricultural products. The method was proved to be scientific and reasonable through calculation examples.

Google Scholar University Ranking Algorithm to Evaluate the Quality of Institutional Research

Education quality has undoubtedly become an important local and international benchmark for education,and an institute’s ranking is assessed based on the quality of education,research projects,theses,and dissertations,which has always been controversial.Hence,this research paper is influenced by the institutes ranking all over the world.The data of institutes are obtained through Google Scholar(GS),as input to investigate the United Kingdom’s Research Excellence Framework(UK-REF)process.For this purpose,the current research used a Bespoke Program to evaluate the institutes’ranking based on their source.The bespoke program requires changes to improve the results by addressing these methodological issues:Firstly,Redundant profiles,which increased their citation and rank to produce false results.Secondly,the exclusion of theses and dissertation documents to retrieve the actual publications to count for citations.Thirdly,the elimination of falsely owned articles from scholars’profiles.To accomplish this task,the experimental design referred to collecting data from 120 UK-REF institutes and GS for the present year to enhance its correlation analysis in this new evaluation.The data extracted from GS is processed into structured data,and afterward,it is utilized to generate statistical computations of citations’analysis that contribute to the ranking based on their citations.The research promoted the predictive approach of correlational research.Furthermore,experimental evaluation reported encouraging results in comparison to the previous modi-fication made by the proposed taxonomy.This paper discussed the limitations of the current evaluation and suggested the potential paths to improve the research impact algorithm.

A Sentiment Analysis Based Model for Recruitment by Higher Institutions

The traditional roles of a university are teaching and research with the aim of developing society and contributing positively to the national economic development by producing skilled and well-tutored graduates. However, recruitments by these higher institutions are too reliant on the eligibility provided by Resumes of candidates, while neglecting their suitability drawn from their research activity and publications online. This study identifies insights in recruitment trends in higher institutions of learning and uses Artificial Intelligence to produce a more rounded and balanced decision-making process that caters for both eligibility and suitability. The methodology employs the machine learning process using the Multinomial Naïve Bayes for training the model as well as the Vader sentiment analyzer for accuracy and testing. The datasets used contained Resume instances as well as author publication information. The results show a score of 83.9% for the model as well as a sentiment analysis score of 1, indicating an overall positive score. The results show that sentiment analysis can help educational institutions in improving their recruitment models and attracting more suitable candidates for such roles.

Analysis of Problems and Policy Recommendations for the Third-party Evaluation in the Present Poverty Alleviation

The introduction of third-party evaluation system and the implementation of third-party evaluation system in poverty alleviation is a major innovation in the targeted poverty alleviation work in China.In order to improve the third-party evaluation mechanism,further improve the efficiency of third-party evaluation,and enhance the effectiveness of targeted poverty alleviation,this paper analyzes and summarizes the main problems existing in the current third-party evaluation practice.In view of the related problems,this paper puts forward the corresponding policy recommendations,which are believed to play a positive role in further promoting the development and improvement of the third-party evaluation of getting rid of poverty.

The Influence of Third-party Evaluation on the Development of Detergent Products in China

The development and function of the third-party testing platform and the evaluation of detergent products by domestic professional third-party evaluation organizations were summarized. The evaluation methods and indexes of hand washing dish detergent and fabric detergent by different third-party evaluation organizations were also concluded. The influence of third-party evaluation on the development of detergent products in China is presented.

Validation of the Chinese system for cardiac operative risk evaluation (SinoSCORE):the experience from Guangdong Cardiovascular Institute

Objective To validate of the Chinese system for cardiac operative risk evaluation (SinoSCORE) in Cantonese surgery patients. Methods Data from Guangdong Cardiovascular Institute in the period January 2004 through December 2008 were analyzed on 2462 Cantonese heart surgery patients. First,compared risk factors of this series and database of SinoSCORE,and then calculated

边界与弹性:新时代教育评价改革的制度逻辑

新时代教育评价改革需要强化制度层面的认知与执行的双向路径,这正好切合于新制度主义理论关于制度研究主要关注的两个维度,一是属认知的制度分析、二是属实践的制度变迁。故此,在新制度主义理论的基础上,新时代教育评价改革需要依循制度“认知-执行”双向路径对应的“边界-弹性”的双层逻辑框架。认知层上,通过制度分析的相关理论分析,发现新时代教育评价改革的制度认知要基于边界逻辑,即执行主体要理清制度价值层面的“多元”价值边界、主体层面的“规范”权责边界、技术层面的“有限”技术边界,以塑造对制度的理性认知;实践层上,通过制度变迁的相关理论分析,发现新时代教育评价改革的制度执行要基于弹性逻辑,即在制度执行前秉持弹性理念、执行中开展弹性实践以及执行后进行弹性评价,以促使新时代教育评价改革充分落地。

高校创新创业教育“赛创融合”评价机制构建

普通高校创新创业教育具有综合性、实践性、创造性等显著特征,既是大学生学习效能提高的重要途径与方法,同时也是中国式现代化建设人才所应具备的核心素养和关键能力的终极性表达。“赛创融合”是提升创新创业教育实施质量的重要路径,也是构建其长效激励机制的有效手段。化结果导向型为过程激励型的评价改革,是促进这一激励机制长效化的关键。高校和教师在“赛创融合”中不仅要能够甄别大学生在创新创业教育中的学习缺陷,还要为学生提供更好的学习指导,将大学生创新创业教育落实落细落长远,最终实现学生终身学习能力的培养。通过开发设计用于过程激励型评价的奖励函数,并以问卷获得学生状态的转移概率矩阵,基于最大化学生可能获得奖励的方式进行仿真,修正和改进评价指标,能够实现创新创业教育长效激励机制严密科学可操作,提升其过程激励型评价效能。

面向全流程的科研机构知识管理能力评价指标框架研究——以沈阳市12家国家级重点实验室为例

识别及提升知识管理能力是科研机构评价活动的核心任务,但由于不同科研机构之间存在着研究领域和管理体系的差异,跨机构的评价和经验共享存在诸多障碍。现有的知识管理能力评价体系多以科研成果或行政流程为主要指标,存在一些不容忽视的隐患。为此,基于资源基础观和动态能力理论,将知识作为核心管理资源,并将知识资源的相关管理流程作为评价知识管理能力的指标,通过系统文献综述及德尔菲方法梳理出一套包含6个环节、30项要素的全流程知识能力评价指标框架,采用该指标框架对沈阳市12家国家级重点实验室的知识管理能力进行横向评价,根据评价结果给出有针对性的管理及政策建议。研究表明:该指标框架既能从一个更完整、动态的角度了解科研机构的知识管理能力,还能为科研机构之间的横向比较、评估和政策指导提供便利;12家实验室在知识收集、存档、阐述和应用方面表现良好,但在知识的保留、分享、协作、创新以及转化方面存在较大改良空间。为此,应建立全面公正的评估机制,通过定期审计和评估来确保实验室达到预定的知识管理标准。

新型研发机构绩效评价的国内外实践与启示

新型研发机构改变了科技成果转化范式,是推动科技与产业融合的重要力量。分析国际典型应用型、创新型研究机构的绩效评价实践,对推动我国新型研发机构健康可持续发展意义重大。本文研究梳理了德国、美国、英国和日本典型应用型、创新型研发机构发展绩效评价指标体系,重点分析了典型发达国家在应用型、创新型研发机构发展培育中的评价指标体系以及评价理念等方面的差异和特点,旨在对我国新型研发机构绩效评价提供启示,推动我国新型研发机构评价体系与国际接轨,以促进我国新型研发机构的健康发展和国际竞争力的提升。

平衡计分卡联合层次分析法研究农业科研单位预算绩效评价

【目的】首次联合运用平衡计分卡和层次分析法,建立普遍适用于农业科研单位预算绩效评价方法,旨在进一步提高农业科研单位预算绩效评价管理水平。【方法】基于平衡计分卡理论,运用财务、内部运营、产出效益、学习与成长4个维度,构建农业科研单位预算绩效管理评价指标体系;利用层次分析法对构建的绩效管理评价指标的重要程度计分,构建判断矩阵确定相应的权重,最后计算综合得分。【结果】对研究对象A单位连续4年的数据计算分析发现,A单位的财务和产出效益2个维度所占权重较大,分别为47.63%和38.51%,而内部运营、学习与成长2个维度所占权重较低,分别为19.15%和13.47%。权重分布显示A单位对科研经费和科研产出较为重视。研究结果进一步显示,A单位2023年发展情况较好,但还需要强化经费预算执行率、科研创新平台、专利、科技服务、新品种培育等,才能更好实现科技投入的效率和质量。【结论】与传统的绩效评价方法相比,本文基于平衡计分卡理论和层次分析法建立的农业科研单位预算绩效评价方法,不仅融入了非财务指标维度,还将定量与定性指标相结合,能够多角度、全方位、个性化对目标对象开展更加科学的预算绩效评价,使科技投入效能和资金管理水平进一步提升。

2016—2020年长江科学院发表的科技论文被SCI、EI和CPCI收录情况分析

利用SCI、EI和CPCI三大索引数据库对2016—2020年长江科学院所发表论文进行检索统计,运用文献计量法,从所收录论文的数量、专业、著者、作者群分布情况包括作者群年龄、学历、职称等方面进行统计、归纳和分析,并与前5 a统计数据比较,从产出论文这一侧面了解和反映长江科学院近几年来科研、专业和人才结构情况:科研实力和国际影响力得到较大增强,在保持传统专业科研实力的同时,新兴专业的科研实力也迅速提升,对外合作加强,拥有较高层次的科研人才队伍且趋于年轻化。研究结果可为长江科学院学科建设和科研绩效评估提供数据参考。

国家医保谈判药品在我院遴选评价的转化应用探索

目的:积极推进国家医保谈判药品的常态化落地,提升国家医保谈判药品的供应保障水平及透明化程度,促进药品回归临床价值。方法:依据2022年5月河北省卫生健康委员会组织制定下发的《河北省三级公立医疗机构用药(化学药品)目录遴选评价表(试行)》中的评价体系,针对拟遴选入院的61个国家医保谈判药品,从有效性、药学特性、安全性、经济性、其他属性5个维度进行综合评价。结果:47个国家医保谈判西药中,29个药品前3项评分≥50分;34个药品前4项评分≥60分;39个药品总分≥60分;24个药品前3项评分≥50分、前4项评分≥60分、总分≥70分;7个药品前3项评分<50分、前4项评分<60分、总分<70分。14个国家医保谈判中药中,同时满足前3项评分≥50分、前4项评分≥60分、总分≥70分的药品数量与同时满足前3项评分<50分、前4项评分<60分、总分<70分的药品数量均为6个。结论:本研究运用量化评价体系对国家医保谈判药品的有效性、药学特性、安全性、经济性等指标进行全方位评价,赋予量化分值,构建满足医疗机构需求的国家医保谈判药品综合评价数据库,通过综合分数来提取出“优”的国家医保谈判药品,过程快速、科学、公正、透明。

医院专科评价的文献计量分析

目的对国内医疗机构专科评价相关文献可视化分析,探讨专科评价的研究进展与热点主题。方法采用大数据文本挖掘技术,检索中国知网、万方数据知识服务平台、维普网及中国生物医学文献服务系统建库至2023年12月发表的关于专科评价的文献,运用计量学工具CiteSpace对文献的发文量、来源、作者、机构、关键词等进行分析。结果共纳入相关文献882篇,自2016年以来专科评价研究文献数量显著增加,发文量>10篇的期刊共10种;发文量最高的作者是王伟、郭金玲,各发文7篇;发文最高的机构是郑州大学,发文量16篇;文献作者和机构间合作较为分散,高频关键词包括专科建设、学科建设、医院管理、重点专科、指标体系等,纳入文献的关键词共聚为9类,突现强度排名前3位的关键词为专科建设、公立医院、德尔菲法。结论在医院专科评价研究领域,相关文献发文量呈波动上升趋势;尚未形成稳定的核心作者群体和研究机构,研究者应加强专科评价方面的合作及交流;评价指标体系是专科评价研究领域的重要内容。

党委和政府教育工作评价的体制机制创新——基于“结构-功能-行动”的分析框架

一个好的教育评价体系能够把准教育发展的方向,为教育强国提供发展动力。以塔尔科特·帕森斯的社会行动理论及其AGIL社会行动结构模型为框架,分析认为党委和政府教育工作评价体制机制创新的整体结构应当包括坚持党对教育工作评价领导的全面性、系统性和整体性。在评价过程中,党委和政府应当充分发挥评价的适应功能、目标实现功能、整合功能和潜在模式维持功能。党委和政府教育工作评价的体制机制创新应从把握正确方向、厘清科学性质、整合数据资源、回归本体功能等方面形成合力,营造引领教育改革发展方向的良好生态。

基层疾病预防控制机构复合型人才评价指标体系构建

目的 构建基层疾病预防控制机构复合型人才评价指标体系,为基层疾控机构评价复合型人才提供参考。方法 根据冰山模型理论、德尔菲法和层次分析法,对甄选的专家进行咨询和问卷调查,计算各评价指标的权重并排序,建立基层疾控机构复合型人才评价指标体系。结果 共进行两轮专家咨询,协调系数分别为0.633和0.743,建立7个一级指标、17个二级指标在内的基层疾控机构复合型人才评价指标体系,符合一致性检验要求。一级指标分别为人员基本情况、学识水平、专业知识与技能、学习与创新能力、组织力与执行力、沟通协作能力、抗压能力与特殊成就,权重分别为0.083 01、0.089 03、0.093 79、0.125 30、0.223 08、0.205 30和0.180 49。其中二级指标位列前3位为处理疫情及重大事件能力、团队意识及协作能力、现任岗位工作能力。结论 基层疾控机构复合型人才评价工作中评价权重应向组织力与执行力指标倾斜,沟通协作能力指标也应给予重视;研究指标具有一定的科学性和实用性,为基层疾病预防控制机构选拔人才提供参考。

文化教育类校外培训机构传染病防控能力评价指标体系构建

目的:构建文化教育类校外培训机构传染病防控能力评价指标体系,为相关部门提升传染病防控能力和开展管理工作提供参考依据。方法:在日常防控工作经验的基础上,结合既往文献研究和参考幼托机构、中小学校相关传染病管理要求,通过小组讨论和深入个人访谈等方法形成评价指标体系初步框架,通过两轮德尔菲法专家咨询对指标的重要性和可操作性进行判定。结果:邀请19名传染病防控领域专家开展两轮专家咨询,专家积极系数分别为1.00和0.95,专家权威系数为0.87,指标变异系数均<25%;第二轮专家咨询三级指标重要性协调系数为0.22,可操作性协调系数为0.27。从文化教育类校外培训机构基本情况、保障体系、日常防控措施、异常情况应对和防病检查指导5个维度,将机构资质、选址与规模、人员配备、设施设备、制度建设、物资配备、清洁与消毒、健康管理、缺课追踪、现场处置、登记与报告、复课管理和防病检查指导等各方面指标纳入评价指标体系,构建5个一级指标、14个二级指标、44个三级指标的评价指标体系。结论:构建的指标体系具有一定的科学性和合理性,可应用于文化教育类校外培训机构传染病防控能力的评价。

高校教师学术评价制度的历史流变、现实逻辑与改革图景

学术评价制度是高校学术管理的关键性制度,其从回归学术到“破五维”的嬗变过程体现了与国家宏观政策紧密耦合的特征。作为一种嵌入式的制度架构,教师学术评价是学术管理制度矩阵的核心要素,高校的分层发展格局、学科建设竞争、教师个体的职级晋升等多重逻辑的叠加效应,使教师学术评价制度呈现出异化现象。教师学术评价制度是高等教育管理制度体系的下位制度,其改革受到宏观制度“深层结构”的外生性动力影响,学术评价与资源的过度绑定、政府主导下的高校管理科层制、既定的学术评价制度产生的路径依赖,形塑着高校教师的学术偏好和学术秩序的重构过程。随着“破五维”改革推进,应从多个层面对教师学术评价制度进行优化:强化高校教师学术评价的多元主体治理,以科教融合为抓手增强高校教师学术评价制度的社会性导向,关注学科差异,实现“激励相容”。通过教师学术评价制度的供给侧结构性改革,引领高等教育高质量发展。