Die allgemein gestiegene Nachfrage nach empirischen Qualitätsbeurteilungen von Bildungsaktivitäten hat auch in der Lehrerbildung zahlreiche Forschungsaktivitäten ausgelöst. Die zweite Phase der Lehrerbildung (sog. Vorbereitungsdienst bzw. Referendariat) - lange Zeit als der "vergessene Teil der Lehrerbildung" angesehen - ist dabei zunehmend ins Blickfeld geraten, nachdem sich der Fokus zunächst eher auf die erste, universitäre Phase bezog. <br><br> Die zweite Phase der Lehrerbildung dient vor allem dem Ziel, den angehenden Lehrerinnen und Lehrern Gelegenheit zu geben, professionsbezogene Handlungsroutinen aufzubauen, die sie in die Lage versetzen, im Alltag des Lehrberufs situationsangemessen zu arbeiten und zu reagieren. Aus diesem Anspruch ergeben sich verschiedene Qualitätsanforderungen, die an die Lehrerausbildung und hier insbesondere die zweite Phase zu stellen sind. Der vorliegende Band versucht, sich der Frage der Qualität der Lehrerausbildung aus zwei Perspektiven zu nähern: zum einen aus einer eher inhaltlich-analytischen und zum anderen aus einer eher methodologischen bzw. methodischen Perspektive. Bei der inhaltlich-analytischen Sichtweise geht es um Konzepte, Methoden, Themen und Dimensionen von Qualität, um unterschiedliche Zugänge bei der Erforschung von Qualität in der Lehrerbildung, um den Praxistransfer von Evaluationsergebnissen und - nicht zuletzt - um Untersuchungsbefunde zu verschiedenen Qualitätsbereichen, z.B. zu Stärken und Schwächen des Vorbereitungsdienstes, zu Kompetenzen von Lehramtskandidatinnen und Lehramtskandidaten oder zur Ausbildungsqualität. <br><br> Darüber hinaus stellt sich die Frage nach der "probaten" (Evaluations-) Methodologie, die für die Erfassung und Beurteilung der genannten Qualitätsparameter eingesetzt wird. Welche Qualitätsaspekte sind für die entsprechenden Einschätzungen relevant und welche Reichweite haben Aussagen, die über die Qualität des "Evaluandums zweite Ausbildungsphase" gemacht werden bzw. welchen Limitationen unterliegen diese? Beide Perspektiven des Bandes sollen dem übergeordneten Ziel dienen, die Diskussion und den Erfahrungsaustausch zu Fragen der Qualität und Evaluation in der Lehrerbildung anzuregen und grundlegende Orientierungen und Hinweise für die Qualitätssicherungs- und Evaluationsdebatte in der Lehrerbildung zu geben.<br> <hr> <br> Aus dem Inhalt dieser Ausgabe: <br><br> Wilfried Schubarth, Philipp Pohlenz: Zur Einführung; Wilfried Schubarth, Karsten Speck, Ulrike Große, Andreas Seidel, Charlotte Gemsa: Die Potsdamer LehramtskandidatInnen-Studie – ein Beispiel für Evaluation in der Lehrerbildung; Mathias Iffert, Angelika Horeth: Baustelle Studienseminar. Überlegungen zur Qualifizierung der Arbeit in der zweiten Phase der Lehrerausbildung am Staatlichen Studienseminar Potsdam; Andreas Wernet: „Man kann ja sagen, was man will: es ist ein Lehrer-Schüler-Verhältnis“. Eine fallanalytische Skizze zu Kollegialitätsproblemen im Referendariat; Wolfram Meyerhöfer, Clara Rienits: Evaluation des Referendariats im Land Brandenburg, Fachseminare Mathematik; Mathias Iffert: Zwischen Vorurteil und Urteil. Eine Replik auf: Wolfram Meyerhöfer und Clara Rienits: „Evaluation des Referendariats im Land Brandenburg, Fachseminare Mathematik“; Wolfram Meyerhöfer: Erkennen und Vorurteil. Antwort auf die Replik von Iffert; Eberhard Schröder, Ulf Kieschke: Bewältigungsmuster im Lehramtsstudium. Eine Untersuchung an den Universitäten Münster und Potsdam; Philipp Pohlenz, Elisabeth Grindel, Anne Köpke: Zur Validität von Evaluationsergebnissen. Qualitätsdimensionen der Lehrerausbildung im Lichte zentraler Testgütekriterien; G. L. Senarath Nanayakkara, Klaus D. Neumann, Philipp Pohlenz: Quality Assurance in Sri Lankan Teacher Training Evaluation Procedures for the Assessment of the Internship Period [Beitrag in englischer Sprache]; Karsten Speck: Stand und Perspektive der Evaluations- und Qualitätsdebatte in der zweiten Phase der Lehrerbildung (Referendariat)

The purpose of this study was to construct an instrument which would enable administrators and teachers to evaluate selected parts of vocational education programs in post-primary schools in Israel. The study also involved ascertaining the extent to which administrators perceived the proposed instrument as differentiating between effective and ineffective vocational education programs.The evaluation instrument was constructed by using several checklists employed at the time of the study by accrediting agencies in the United States for evaluating vocational education. In order to ascertain how administrators in Israel perceived the proposed instrument, a questionnaire based on the proposed instrument was prepared and administered.The total population was defined as administrators in post-primary vocational schools in Israel employed during the school year 1981-82.From among the administrators who responded, a sample of sixty administrators was randomly selected. This sample included twenty supervisors, twenty principals and twenty heads of vocational departments.Major findings of the study were as follows:1. Seventeen out of the twenty-three statements in parts I to V of the questionnaire were identified by more than 70 percent of the respondents as differentiating between effective and ineffective vocational education programs.Review of the data led to the following conclusions:1. At least those items that have been identified as differentiating by over seventy percent of the respondents may be included in an evaluation instrument for use in Israel.2. The statements that were identified as differentiating by no fewer than eighty percent of the respondents seem to show the most important indicators of effective vocational education programs.3. Humanities are not perceived by many administrators in vocational education as an integral part of a comprehensive vocational education program.Depending on the ranking of the statements and on comments and suggestions by respondents a modified instrument has been prepared.

In the current dissertation, the relationship between police officer selection procedures and officer performance during the first year of employment was investigated within a metropolitan law enforcement agency. Ninety-two officers were followed during their first year of employment including the hiring process, academy and field training, and yearly evaluations. Data on education, aptitude, physical agility, personality, academy performance, supervisor ratings, and terminations were collected. The results reveal that the psychologists' recommendations predict whether or not an individual will leave the department before the completion of their first year as an officer. In addition, the aptitude test administered by the municipal human resources department accounted for the most variance in academy scores. Weak predictions were demonstrated for field training ratings and yearly evaluations. / Thesis (Ph.D.)--Wichita State University, College of College of Liberal Arts and Sciences, Dept. of Psychology. / "December 2006." / Includes bibliographic references (leaves 72-77)

Measurement of the copper to superconductor ratio (Cu/SC) in composite superconducting wires is necessary for process control, quality assurance, and characterization of the final wire properties. A comparison has been made of three techniques for measuring the Cu/SC ratio on a set of commercial wires produced for the Superconducting SuperCollider (SSC) Laboratory. The simplest and most straightforward technique, chemical etching, was found to display the best reproducibility, while the electrical resistivity technique shows the most variation and sensitivity to measurement errors, as well as being the most difficult to perform. The image analysis technique is fast and fairly reproducible, and is capable of providing much more information on the wire parameters than either of the other techniques. / Graduation date: 1993

<p> The inclusion of college preparation programs promote and forecast academic success in postsecondary studies among individual at-risk, African American urban high school students. Past research has shown ongoing, college acceptance, performance, and graduation gaps between at-risk, African American urban high school students when compared to affluent, Caucasian suburban high school students. The College Summit program is designed to help close this gap. </p><p> The study compared two models of the College Summit Program in one urban school setting. The study evaluated the effect that pre-college preparation activities had on these dependent variables: completion of postsecondary planning activities, end-of-year GPA, awards of individual scholarships, and acceptance at their initial top-three choice colleges. The evaluation focused on two groups of students, College Summit Program students who received academic credit for the program through calculating a student's grade based on percentage and College Summit Advisory students whose grade was determined as either a pass or fail. In addition, the study focused on a third group of students who were not enrolled in the College Summit Program known as the Non-Program Students (NPS). </p><p> This study analyzed the relationship between the independent variables, College Summit Program Graded Model, College Summit Advisory Pass/Fail Model, and the Non-Program Students (NPS) Model and the dependent variables mentioned previously. <i>Z</i>-tests determined if any of the independent variables predicted college-readiness outcomes of at-risk, African American students. <i>Z</i>-tests for difference in means and proportions determined if any differences in measurement of dependent variables were significant. <i> Z</i>-Tests for difference in means determined significant difference when comparing the CSP model to the CSA model for the dependent variables progression towards completion of postsecondary planning milestones, cumulative grade point averages, individual scholarship awards, and acknowledgements of initial top-three top choice colleges. <i>Z</i>-tests for difference in proportions determined significant difference when comparing the CSP model to the CSA model for the dependent variables full completion of postsecondary milestones and acceptance at the student's initial top-three choice colleges when testing the difference in proportions. </p><p> The study found that the graded College Summit Program is more effective when preparing at-risk, African American urban high school students for college. </p>

Information security has always been a topic of concern in the world as an emphasis on new techniques to secure the identity of a legitimate user is regarded as top priority. To counter such an issue, we have a traditional way of authentication factors “what you have” and “what you know” in the form of smart cards or passwords respectively. But biometrics is based on the factor “who are you” by analyzing human physical or behavioral characteristics. Biometrics has always been an efficient way of authorization and is now considered as a $1500 million industry where fingerprints dominate the biometrics while iris is quickly emerging as the most desirable form of biometric technique.The main goal of this thesis is to compare and evaluate different biometrics techniques in terms of their purpose, recognition mechanism, market value and their application areas. Since there are no defined evaluating criteria, my method of evaluation was based on a literature survey from internet, books, IEEE papers and technical surveys. Chapter 3 is focused on different biometrics techniques where I discuss them briefly but in chapter 4, I go deeper into Iris, fingerprints, facial techniques which are prominent in biometrics world. Lastly, I had a general assessment of the biometrics, their future growth and suggested specific techniques for different environment like access controls, e-commerce, national ids, and surveillance.

An adoption model was proposed to examine the influence of four types of organizational factors- organizational capacity, organizational structure, operating environment and grantmaking orientation- on the adoption of four effectiveness best practices, formal evaluation, knowledge management, leadership development and operating grants in philanthropic foundations. Data were collected from a national survey of foundations and the Foundation Center database. The results indicate that the grantmaking orientation of a foundation is the greatest indicator of adoptive behavior. Furthermore, capacity constraints are most relevant to the adoption decision when the adopting practice requires significant investments of time, money and expertise. Given the social and political context in which the effectiveness best practices are associated, this dissertation research has broad relevance for the ways in which foundation behavior is perceived and the means by which that behavior is shaped through policy and practice.

Whether or not the employees have demonstrated all their abilities, or whether the separation is rising. These are all questions that the manager will have to confront.A high separation is a lost of company. Document research showed that employees who have higher performance evaluation have a lower turnover intension to resign. This research discussed the variables that affected organizational commitment. It surveyed Chinese and Taiwanese employees in Taiwanese-owned companies in evaluation (three branches: result evaluation, award evaluation, and improvement valuation) as independent variables to regression analysis Taiwanese business¡¦s performance management and its effects on Chinese employees¡¦ turnover intension. Most of the specialists of organization behavior put personal values and personal character as one of the variables that affect turnover intension. Thus, this research set personal values and personal character as the adjusting factors. The results were that some personal values and personal character interacted with each other and lower the employees¡¦ turnover intension.The interaction between promotional, salary justice, and adjusting factors were most explicit, and had the lower effect on employees¡¦ turnover intension.

The purposes of this research were to explore the application situation and the implementation difficulty of the consumers' perspective on the evaluation of elementary school in Kaohsiung, and to know the different background personnel¡¦s comments about the consumers' perspective on the evaluation of elementary school. Finally , according to the findings, this research proposed the concrete suggestions, providing references to the educational administration institute and the elementary schools. In order to achieve the research goals, the literature review was conducted to understand the contents, meanings and current practice of elementary school evaluation. Next, a questionnaire was designed by the researcher to collect and analyze local elementary school educators¡¦ views about the whole as well as each domain of school evaluation. A sample of 800 educators of elementary schools in Kaohsiung were randomly chosen to fill in the questionnaires. 557 questionnaires were effective. Statistical methods including percentage, mean, t-test, one-way ANOVA and Scheff&#x00E8; were adopted. Last, semi-structured interviews were given to six academic supervisors of elementary school educators. Based on analysis of the data obtained, conclusions of the study were as follows: 1. The whole application situation of the consumers' perspective on the evaluation of elementary School in Kaohsiung was good, especially in the stage on need-appraisal, but the stage of meta-evaluation was low. 2. Members of the evaluation committee were not able to understand the situation thoroughly of the school affairs and the present developing situation. 3. School personnels were worried about the result report of the evaluation, that might cause the effect of ¡§labelling¡¨. 4.The result utilization and the accuracy and feasibility of the present school evaluation were met low-degree application of the connotation on the consumers' perspective on the evaluation. 5.The agreement degree level of the administrative teachers was higher than non-administrative teachers on the stages of school- management, need-appraisal,process-evaluation,and feedback-mechanism. 6. The personnels of the small-scale schools expressed the anxiety that they had insufficient professional ability on self-evaluation. 7. The opinions of administrative teachers emphasized that school evaluation always focused on document examination, unable to achieve effectively the evaluation goals. 8.During the evaluation, the interview was unable to reflect the opinions of the all.

Presently, the competitions between enterprises and cooperation are very intense. Being able to ensure and exploit human resources is one of the main promises to success. However, the question of how to ensure human resources is also one of the hardest problems faced by cooperation. Whether or not the employees have demonstrated all their abilities, or whether the separation is rising. These are all questions that the manager will have to confront. A high separation is a lost of the company. Document research showed that employees who have higher organizational commitment have a lower tendency to resign. This research discussed the variables that affected organizational commitment. It surveyed Chinese and Taiwanese employees in Taiwanese-owned companies in Guang-Dong Province. Using promotional justice, salary justice, and performance evaluation (three branches: result evaluation, award evaluation, and improvement evaluation) as independent variables to regression analysis Taiwanese business¡¦s performance management and its effects on Chinese employees¡¦ organizational commitment. Most of the specialists of organizational behavior put personal values and personal character as one of the variables that affect organizational commitment. Thus, this research set personal values and personal character as the adjusting factors. The results were that some personal values and personal character interacted with each other and raised the employees¡¦ organizational commitment. The interactions between promotional justice, salary justice, and adjusting factors were most explicit, and had the greatest effect on employees¡¦ organizational commitment.