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Journal articles on the topic 'System performance evaluation'

Author: Grafiati

Published: 5 June 2025

Last updated: 25 June 2025

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1

Khosravi, Maryam, and Roya Pournaghi. "Design and Construction of an Evaluation and Assessment System for the Quality of University Library Services in Iran." National Studies on Librarianship and Information Organization 29, no. 1 (2018): 163–81. https://doi.org/10.5281/zenodo.14007595.

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**Objective:** To design and construct a system utilizing the LibQual model for evaluating the quality of library services in various universities in Iran. **Methodology:** This research employed a descriptive survey method and system design. Initially, relevant literature and similar systems worldwide were reviewed. Then, using standard reverse translation methods and a committee approach, the LibQual questionnaire was translated and localized. The validity of the translated questionnaire was assessed using Cronbach's alpha coefficient. Finally, based on the findings gathered from similar systems and localization for Iranian libraries, the software infrastructure of the system was developed, and the collected data was uploaded. **Findings:** A system for evaluating and measuring the quality of library services in Iran was designed and launched, which operates online in a web environment to gather user feedback on the quality of library services over various time periods. It then analyzes this feedback and presents the results in different frameworks to policymakers, library managers, and the academic community of the country. This system is the first library service quality evaluation system established in Iran, accessible at the address raf.irandoc.ac.ir. **Conclusion:** The evaluation outcomes facilitated by this system can convey user perspectives within a scientific framework to library officials, assisting them in improving service quality and ultimately enhancing user satisfaction.

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2

McLean, G. F., B. Prescott, and R. Podhorodeski. "Teleoperated system performance evaluation." IEEE Transactions on Systems, Man, and Cybernetics 24, no. 5 (1994): 796–804. http://dx.doi.org/10.1109/21.293496.

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3

Gunawardena, Tilani, Nishara Pathirana, Medhavi Lokuhetti, Roshan Ragel, and Sampath Deegalla. "Performance Evaluation Techniques for an Automatic Question Answering System." International Journal of Machine Learning and Computing 5, no. 4 (2015): 294–300. http://dx.doi.org/10.7763/ijmlc.2015.v5.523.

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4

Zagursky, О. M. "System of evaluation of performance indicators of supply chains." Naukovij žurnal «Tehnìka ta energetika» 10, no. 3 (2019): 103–9. http://dx.doi.org/10.31548/machenergy2019.03.103.

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5

Saeed, M. Alsaif. "Effective Performance Management System: Empirical Study from Saudi Arabia." SEISENSE Journal of Management 1, no. 1 (2018): 49–63. https://doi.org/10.5281/zenodo.1218201.

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The goal of the paper is to find the characteristics which can lead to an effective performance management systems. The paper suggested a model with a set of characteristics in three critical intervals for the performance management process: when identifying performance objectives, when measuring performance, and when developing performance.

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6

Tanwir, Maryam, and Azam Chaudhry. "The Performance Evaluation System in Pakistan’s Civil Service." Africa’s Public Service Delivery and Performance Review 3, no. 2 (2015): 81. http://dx.doi.org/10.4102/apsdpr.v3i2.81.

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While achieving economic growth anddevelopment are dependent on the performance of the bureaucracy, there is a growing inability in Pakistan to objectivelyevaluate this performance. In this article, we examine performance evaluations systems that can be applied to developingcountry bureaucracies and find that the best system in the Pakistani context is the SMART performance evaluation system. We then analyze the present Pakistani system and compare it to an example of a SMART system and find that the disconnect between the actual performance of the civil service and the measurement of this performance by the performance evaluation report (PER) in Pakistan, has discouraged optimal performance. The article also looks at the perceptions of senior civil servants themselves on what they perceive as the shortcomings of the performance evaluation management system in Pakistan as well as their opinions on a potential SMART performance evaluations system. The article recommends an immediate re-evaluation of the present performance management where the re-evaluation initiatives must be tempered with the realization that the present system has been established not to optimize bureaucratic performance but rather to sustain the present system of patronage and power.

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7

Zaeri, Naser. "Blended Learning System Performance Evaluation." International Journal of Computer Applications 76, no. 4 (2013): 33–39. http://dx.doi.org/10.5120/13237-0673.

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8

Yasin, Mamatjan, Stephan Böhm, Pascal O. Gaggero, and Andy Adler. "Evaluation of EIT system performance." Physiological Measurement 32, no. 7 (2011): 851–65. http://dx.doi.org/10.1088/0967-3334/32/7/s09.

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9

UJITA, Hiroshi, Mitsuko FUKUDA, and Ryuji KUBOTA. "Plant Operator Performance Evaluation System." Journal of Nuclear Science and Technology 26, no. 6 (1989): 591–606. http://dx.doi.org/10.1080/18811248.1989.9734354.

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10

Özbek, Aşır. "PERFORMANCE EVALUATION OF LEARNING MANAGEMENT SYSTEM." e-Journal of New World Sciences Academy 8, no. 2 (2013): 164–78. http://dx.doi.org/10.12739/nwsa.2013.8.2.1c0579.

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11

Hooda, Susheela, Vikas Lamba, and Amandeep Kaur. "Performance Evaluation of “Ga-Fc” Technique for Aspect-Oriented Software System." Indian Journal of Science and Technology 14, no. 41 (2021): 3074–81. http://dx.doi.org/10.17485/ijst/v14i41.1141.

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12

Aal, Mohammad A. M. Abd El, Mahmoud A. El Sharief, Ahmed Ezz El Deen, and Abo Bakr Nassr. "Supply chain performance evaluation: a comprehensive evaluation system." International Journal of Business Performance and Supply Chain Modelling 3, no. 2 (2011): 141. http://dx.doi.org/10.1504/ijbpscm.2011.041376.

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13

Talal, S. Almutairi, and S. Shraid Nawaf. "Teacher evaluation by different internal evaluators: Head of departments, teachers themselves, peers and students." International Journal of Evaluation and Research in Education (IJERE) 10, no. 2 (2021): 588–96. https://doi.org/10.11591/ijere.v10i2.20838.

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This study analyzed teacher evaluation in school, through involving different internal evaluators, in order to determine the extent to which they evaluate teacher performance accurately and objectively. Evaluation survey instruments are used in this study, which are designed based the criteria of existing teacher evaluation system in the context, along with other criteria for evaluating teachers. The sample of this study included teachers, heads of departments and students from high schools in four different districts in Kuwait, received responses as 100 from heads of department, 100 from teachers ‘self-evaluation’, 100 from peer and 912 from students. The findings show that there is no significant difference between teachers’ self-evaluation and heads of departments’ evaluation. On the other hand, this study finds that subjectivism and competition may have an effect on peer evaluation and students may over-evaluate their teachers’ performance as attempt to draw a better picture of their teachers in front of evaluators.

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14

Zamaniyan, M., R. Fatahi, and S. Boroomand-Nasab. "Field performance evaluation of micro irrigation systems in Iran." Soil and Water Research 9, No. 3 (2014): 135–42. http://dx.doi.org/10.17221/8/2013-swr.

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The efforts to introduce the micro irrigation system in Iran go back as far as the year 1990. The area under micro irrigation system in Iran covers about 400 000 ha and it is estimated to double (800 000 ha) during the next five years. The field performance of micro irrigation systems was studied in ten Iranian sites. Physical, chemical, and biological analyses of water samples derived from each site included pH, electrical conductivity (EC), total suspended solids (TSS), total dissolved solids (TDS), Fe, Mn, Mg, Ca, and bacterial number (BN). In this study relative emitter discharge (R), percentage of completely clogged emitters (P<sub>clog</sub>), emission uniformity (EU), absolute uniformity emission (EU<sub>a</sub>), statistical uniformity (Us), coefficient of variation due to emitter performance in the field (V<sub>pf</sub>), and sector emission uniformity (EUs) were evaluated. Results showed that performance of micro irrigation systems in Iran is low and poor. Average EU, Us, and V<sub>pf</sub> values in different sites were 52.8, 61.3, and 38.2%, respectively. Most frequent problems detected in irrigation units were: inadequate working pressure, emitters clogging, and lacking farmers&rsquo; training.

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15

Antara, Thakur, Nithin Alishetty, K. Sreekala Dr., and N. Musrat Sultana Ms. "Holistic Evaluation of Academic Performance: A Comprehensive Approach." Advancement in Image Processing and Pattern Recognition 7, no. 2 (2024): 109–13. https://doi.org/10.5281/zenodo.12542055.

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<em>The "Holistic Evaluation of Academic Performance" project aims to design and implement a systematic and inclusive assessment strategy to measure various facets of students' achievements and progress. The primary objective is to move beyond traditional examination-centric evaluations and incorporate diverse criteria such as project performance, class participation, and self-assessment. This multifaceted approach seeks to provide a more accurate representation of a student's capabilities and areas for improvement.</em> <em>The education system has undergone numerous changes to stand unhindered during the COVID-19 pandemic. All over the world, the educational system has changed its teaching and learning methods. One of its important aspects, evaluating the students’ overall performance has become a complex task with these changing patterns. The traditional evaluation approach may not be the best fit anymore since multiple factors are required to <strong>make</strong> an all-inclusive, multifaceted decision to keep up with the upgrades in evaluation schemes and patterns.</em> <em>Hence, we have proposed, designed, and implemented a solution, a fuzzy logic-based model. This model, while showing the difference between the traditional approach and the inference system, will enable educational institutes not only to evaluate a student’s performance but also to understand the students comprehensively.</em>

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16

Eizentals, Peteris, Alexei Katashev, Alexander Oks, and Zane Pavare. "DAid pressure socks system: Performance evaluation." Gait & Posture 84 (February 2021): 368–76. http://dx.doi.org/10.1016/j.gaitpost.2021.01.007.

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17

Yadav, Anamika, Avinash Kumar, and Sudipto Sarkar. "Performance evaluation of venturi aeration system." Aquacultural Engineering 93 (May 2021): 102156. http://dx.doi.org/10.1016/j.aquaeng.2021.102156.

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18

Pradeep, Surve Aishwarya. "Performance Evaluation of Micro Sprinkler System." International Journal of Current Microbiology and Applied Sciences 10, no. 01 (2021): 1630–35. http://dx.doi.org/10.20546/ijcmas.2021.1001.190.

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19

Palia, Nivedita, Shri Kant, and Amita Dev. "Performance evaluation of speaker recognition system." Journal of Discrete Mathematical Sciences and Cryptography 22, no. 2 (2019): 203–18. http://dx.doi.org/10.1080/09720529.2019.1582868.

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20

Hadi, Mohammad, Haniye Sajjadi, Sara Baratpour, and Ali Toghiani. "Performance Evaluation of the Suggestion System." Medical Archives 67, no. 2 (2013): 131. http://dx.doi.org/10.5455/medarh.2013.67.131-133.

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21

Shaikh, Er Parvin, and Sonali Patil. "Performance Evaluation of Hybrid Cryptography System." International Journal of Engineering Trends and Technology 54, no. 4 (2017): 255–63. http://dx.doi.org/10.14445/22315381/ijett-v54p235.

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22

Kuchar, James K. "Methodology for alerting-system performance evaluation." Journal of Guidance, Control, and Dynamics 19, no. 2 (1996): 438–44. http://dx.doi.org/10.2514/3.21637.

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23

Chauhan, B., Manvendra Singh, V. Sharma, and P. Pandey. "Auto-video Tracking System: Performance Evaluation." Defence Science Journal 58, no. 4 (2008): 565–72. http://dx.doi.org/10.14429/dsj.58.1678.

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24

王, 若楠. "Enterprise Performance Evaluation System Construction Strategy." Modern Management 14, no. 09 (2024): 2237–42. http://dx.doi.org/10.12677/mm.2024.149261.

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25

Dansena, Gamni, and Dr BL Sinha. "Hydraulic performance evaluation of drip system." International Journal of Advanced Biochemistry Research 8, no. 9S (2024): 901–3. http://dx.doi.org/10.33545/26174693.2024.v8.i9sk.2215.

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26

Song, Dae Hee. "KOREA PUBLIC ENTERPRISE PERFORMANCE EVALUATION SYSTEM." Asian Economic Journal 2, no. 2 (1988): 106–38. http://dx.doi.org/10.1111/j.1467-8381.1988.tb00129.x.

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27

Hou, Weiyan, Heiko Adamczyk, Christos Koulamas, and Lutz Rauchhaupt. "Performance evaluation of the RFieldbus system." IFAC Proceedings Volumes 36, no. 13 (2003): 117–23. http://dx.doi.org/10.1016/s1474-6670(17)32473-4.

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28

Chan, M. Y., and W. K. Chow. "Car park ventilation system: performance evaluation." Building and Environment 39, no. 6 (2004): 635–43. http://dx.doi.org/10.1016/j.buildenv.2003.10.009.

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29

Mussivand, Tofy, John A. Miller, Paul J. Santerre, et al. "Transcutaneous Energy Transfer System Performance Evaluation." Artificial Organs 17, no. 11 (2008): 940–47. http://dx.doi.org/10.1111/j.1525-1594.1993.tb00407.x.

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30

Hisdal, Bjarne. "Evaluation of TV System Colorimetric Performance." SMPTE Journal 98, no. 5 (1989): 371–75. http://dx.doi.org/10.5594/j02760.

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31

Gao Fei, Liu Hua-Feng, and Shi Peng-Cheng. "Performance evaluation of the microPET system." Acta Physica Sinica 56, no. 7 (2007): 4229. http://dx.doi.org/10.7498/aps.56.4229.

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32

Prasad, R., R. Joshi, and J. H. Bons. "Performance evaluation of a teletext system." IEEE Transactions on Broadcasting 38, no. 1 (1992): 48–54. http://dx.doi.org/10.1109/11.127427.

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33

Billinton, R. "Distribution system reliability performance and evaluation." International Journal of Electrical Power & Energy Systems 10, no. 3 (1988): 190–200. http://dx.doi.org/10.1016/0142-0615(88)90035-x.

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34

Zucker, Robert M., and Owen Price. "Evaluation of confocal microscopy system performance." Cytometry 44, no. 4 (2001): 273–94. http://dx.doi.org/10.1002/1097-0320(20010801)44:4<273::aid-cyto1120>3.0.co;2-n.

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35

Mirzabekova, Nargiza Rakhmatovna. "THE CURRENT TEACHER EVALUATION SYSTEM IS THE KPI SYSTEM." Multidisciplinary Journal of Science and Technology 4, no. 11 (2024): 451–55. https://doi.org/10.5281/zenodo.14357802.

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The Key Performance Indicator (KPI) system is widely used in various sectors, including education, to assess and measure the performance of employees. In the context of teaching, the KPI system offers a structured approach to evaluate the effectiveness of teachers, ensuring that educational standards are maintained and enhanced. This system focuses on quantifiable indicators that reflect the teacher's contribution to students' academic progress, professional development, and overall performance. The KPI system in education not only aims to monitor teachers' individual achievements but also supports institutional development by providing data-driven insights. This paper explores the current use of the KPI system in assessing teachers, discusses its benefits and challenges, and suggests improvements for its effective implementation in educational institutions. By evaluating teachers through KPIs, schools and universities can align educational goals with performance expectations and improve the quality of teaching.

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36

Tommy, Uduak Ime, Victor. A. Umoh, Daniel Osemudiamen Inegbedion, and Nsikan Efiok *John. "Effective Performance Management Systems and Employee Productivity: Evidence from Multichoice Company, Nigeria." International Journal of Management Sciences and Business Research 4, no. 5 (2015): 39–51. https://doi.org/10.5281/zenodo.3460039.

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This paper proposed implementation strategy of an effective performance management system capable of ensuring workers productivity. Multichoice Nigeria was the organization under focus; the study population comprises all the 617 staff of the organisation. Simple random sampling technique was used to draw fifty (50) respondents from the population space. Structured questionnaire was used as instrument of data collection while frequency distribution and percentages were used in analyzing the data. Major findings showed that most employees were unaware of the prevailing model of performance management system in the organization. Employees feel that the company’s performance management system has failed to give a proper assessment of their contribution to the organization. Workers are generally not satisfied with the staff performance review system of Multichoice limited. This study recommends the adoption of a 360 degree system of performance management for its ability to facilitate prompt achievement of the company objective and enhance productivity

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37

Rodelio O Dela Fuente and Romel O Dela Fuente. "Faculty performance evaluation system with application of data analytics." South Asian Journal of Engineering and Technology 12, no. 1 (2022): 24–31. http://dx.doi.org/10.26524/sajet.2022.12.05.

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   The current system starts with the student form evaluation, Students receive a printed page of the evaluation questions answered in Likert-scaled form. The human resource department normally is responsible in monitoring the attendance and punctuality of the employees. Classroom observation is normally conducted by the college dean with a minimum of two classes handled by each faculty member. The overall performance based on classroom and administrative evaluations which include the grades submission or records management, committee involvement, attendance and punctuality, etc. are manually computed. Identifying the top or outstanding faculty requires time and effort. There is bulk in evaluation forms being distributed to students during the evaluation period. The current process is also prone to human errors and records confidentiality, integrity and availability could possibly be compromised. In summary, it is a complex and paper heavy system. There are many points of failure. Department coordinators may fail to inform the instructors that require evaluations. Evaluation answer sheets can be miscoded. Evaluations may end up unreturned or undistributed. Classes are interrupted. Computing and producing result documents are time intensive and tedious work. Space also is a concern because of archiving the results for a period of time. The proponents’ reason in conducting the study is to design and develop a performance evaluation system with the application of data analytics capable of catering the needs of colleges and universities in doing faculty evaluation. The researcher has the desire to find a better approach or to innovate the way to evaluate, monitor and identify the strengths, potentials and weaknesses of teachers with regard their performance to help them become more competent in their field with the help of Data Analytics application. The study utilized the descriptive and developmental method of research. Since the present study was concerned with the design and development of performance evaluation system with application of data analytics, these methods were the most appropriate. The respondents of the study were the faculty members and school administrators of the College of Computer Studies Department of the institution that were involved in the survey. The study used the purposive sampling to define the target respondents for the evaluation. There were 31 faculty members and five school administrators, a total of 36 respondents. A questionnaire was used to determine the response of the respondents towards the developed system over the concept being deliberated. To evaluate the feedback of the respondents, Likert scale was used. Data were gathered through the use of normative survey, library and internet research. Observations and informal interviews were also conducted to get the views of related individuals in the study to help in formulating the conceptual framework, designing the proposed system and other areas of the study. The statistical tool used in the interpretation of data was the arithmetic mean. It was used in determining the average responses of the five options in each item of the questionnaires. Ranking the data was also used in the mean results Based on the data gathered, findings revealed that: The respondents’ rate of an average mean of 4.33, the evaluation showed that the majority of the respondents assessed the developed system as “Highly Accepted” in terms of functionality, reliability, usability, efficiency, maintainability and portability. With the usefulness index as another set of evaluation, the respondents showed that the application of data analytics in the developed faculty performance evaluation system is “Moderately Useful” with an overall mean of 4.41.  

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38

Fuente, Rodelio O. Dela. "Faculty performance evaluation system with application of data analytics." South Asian Journal of Engineering and Technology 12, no. 1 (2022): 15–18. http://dx.doi.org/10.26524/sajet.2022.12.5.

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The current system starts with the student form evaluation, Students receive a printed page of the evaluation questions answered in Likert-scaled form. The human resource department normally is responsible in monitoring the attendance and punctuality of the employees. Classroom observation is normally conducted by the college dean with a minimum of two classes handled by each faculty member. The overall performance based on classroom and administrative evaluations which include the grades submission or records management, committee involvement, attendance and punctuality, etc. are manually computed. Identifying the top or outstanding faculty requires time and effort. There is bulk in evaluation forms being distributed to students during the evaluation period. The current process is also prone to human errors and records confidentiality, integrity and availability could possibly be compromised. In summary, it is a complex and paper heavy system. There are many points of failure. Department coordinators may fail to inform the instructors that require evaluations. Evaluation answer sheets can be miscoded. Evaluations may end up unreturned or undistributed. Classes are interrupted. Computing and producing result documents are time intensive and tedious work. Space also is a concern because of archiving the results for a period of time. The proponents’ reason in conducting the study is to design and develop a performance evaluation system with the application of data analytics capable of catering the needs of colleges and universities in doing faculty evaluation. The researcher has the desire to find a better approach or to innovate the way to evaluate, monitor and identify the strengths, potentials and weaknesses of teachers with regard their performance to help them become more competent in their field with the help of Data Analytics application. The study utilized the descriptive and developmental method of research. Since the present study was concerned with the design and development of performance evaluation system with application of data analytics, these methods were the most appropriate. The respondents of the study were the faculty members and school administrators of the College of Computer Studies Department of the institution that were involved in the survey. The study used the purposive sampling to define the target respondents for the evaluation. There were 31 faculty members and five school administrators, a total of 36 respondents. A questionnaire was used to determine the response of the respondents towards the developed system over the concept being deliberated. To evaluate the feedback of the respondents, Likert scale was used. Data were gathered through the use of normative survey, library and internet research. Observations and informal interviews were also conducted to get the views of related individuals in the study to help in formulating the conceptual framework, designing the proposed system and other areas of the study. The statistical tool used in the interpretation of data was the arithmetic mean. It was used in determining the average responses of the five options in each item of the questionnaires. Ranking the data was also used in the mean results Based on the data gathered, findings revealed that: The respondents’ rate of an average mean of 4.33, the evaluation showed that the majority of the respondents assessed the developed system as “Highly Accepted” in terms of functionality, reliability, usability, efficiency, maintainability and portability. With the usefulness index as another set of evaluation, the respondents showed that the application of data analytics in the developed faculty performance evaluation system is “Moderately Useful” with an overall mean of 4.41.

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39

Althonayan, Mona, and Abraham Althonayan. "E-government system evaluation." Transforming Government: People, Process and Policy 11, no. 3 (2017): 306–42. http://dx.doi.org/10.1108/tg-11-2015-0045.

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Purpose Enterprise resource planning (ERP) systems are complex and comprehensive software designed to integrate business processes and functions. Despite the difficulties and risk, the adoption of ERP systems is expanding rapidly. Universities make large investments in information systems and expect positive impacts. However, universities are facing serious challenges in implementing new technology. Therefore, this research aims to evaluate the impact of ERP systems on higher education (HE) from the perspective of stakeholders’ performance. Design/methodology/approach This research paper conducted a case study of an ERP system in a Saudi university to explore the impact of ERP system on the performance of the system’s stakeholders among the university’s employees. Findings The system quality factors (flexibility, compatibility, availability of right data, availability of currency, ease of use and timeliness) were found to affect performance positively, as were service quality factors (tangibility, reliability, responsiveness and assurance). This research further found that factors from pre-implementation, implementation and post-implementation phases had a direct effect on stakeholders’ performance. Research limitations/implications Future research would be useful during the maturity phase to include all stakeholders in several Saudi universities. In addition, more research can be beneficial to test the applicability of the impact of the ERP system on stakeholders’ performance in other public sector organisations and in the private sector. Practical implications The results suggest that organisations in general and HE institutions in particular should focus on the early stages and the implementation phase if they wish to achieve high standards of stakeholder performance. Originality/value This research makes a novel contribution by attempting to evaluate the impact of service quality on stakeholder performance in the ERP environment. The contribution uses service quality as a dimension consisting of four factors – reliability, assurance, tangibility and responsiveness. All four factors were found to be significant on ERP stakeholders’ performance.

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40

Zhou, Jing Kun. "Research on Diversified Subjects of Environmental Performance Evaluation for Local Party and Government Leaders." Advanced Materials Research 255-260 (May 2011): 2824–28. http://dx.doi.org/10.4028/www.scientific.net/amr.255-260.2824.

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This paper is about how diversification of evaluation subjects promotes reform of evaluation means of environmental performances of local Party and government leaders, completes evaluation index system, improves transparency and scientificalness of the evaluation and strengthens democratic supervision to the evaluations; besides, it suggests a series of measures, which are about building independent evaluation committee for environmental performances of Party and government leaders, setting diversified evaluation subjects and weight system in a scientific way, completing legislative work attended by diversified subjects, enhancing trainings for diversified evaluation subjects, cultivating performance management culture participated by diversified evaluation subjects, etc.

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41

Tun, Myat Thida. "Implementation and Performance Evaluation of Neural Network for English Alphabet Recognition System." International Journal of Trend in Scientific Research and Development Volume-2, Issue-5 (2018): 474–78. http://dx.doi.org/10.31142/ijtsrd15863.

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42

Xu, Qingguo, Hongbo Li, Guoqiang Hao, and Yefei Ding. "Study on Several Influencing Factors of Performance Evaluation Index of Photovoltaic System." Journal of Clean Energy Technologies 4, no. 6 (2016): 424–29. http://dx.doi.org/10.18178/jocet.2016.4.6.325.

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43

Shin, Yong Eun. "Performance Evaluation of Quasi-Public Bus System: Publicness and Efficiency - Case: Busan -." Journal of the Korean Society of Civil Engineers 34, no. 1 (2014): 251. http://dx.doi.org/10.12652/ksce.2014.34.1.0251.

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44

Poornima, B. V., S. Srinath, S. Rashmi, and R. Rakshitha. "Performance Evaluation of Feature Fusion Approaches for Indian Sign Language Recognition System." Indian Journal Of Science And Technology 16, no. 41 (2023): 3691–703. http://dx.doi.org/10.17485/ijst/v16i41.1767.

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45

McGuire, Martha, and Rochelle Zorzi. "Evaluator Competencies and Performance Development." Canadian Journal of Program Evaluation 20, no. 2 (2005): 73–99. http://dx.doi.org/10.3138/cjpe.20.005.

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Abstract: Supporting professional development in evaluators can be challenging because evaluators come from varied backgrounds and conduct many different types of evaluations. Evaluation competencies are a means of determining the developmental needs of individual evaluators, and can be used as the foundation for a comprehensive performance development system within organizations that do evaluations. This article defines professional development in the context of strategic human resource development and outlines the elements of a human resource development system, showing how evaluation competencies can be used as a basis for the system. The article gives an example of the system’s application, provides samples of tools that can be used for self-reflection and assessment, and outlines the benefits of a human resource development system.

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Król, Dariusz, and Michał Zelmozer. "Structural Performance Evaluation of Multi-Agent Systems." JUCS - Journal of Universal Computer Science 14, no. (7) (2008): 1154–78. https://doi.org/10.3217/jucs-014-07-1154.

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This paper is dedicated to the issue of structural performance of multi-agent platforms. Due to the wide range of all available architectures, we have concentrated only on Java RMI implementations. The main goal of this paper consists of two parts. The first one is to investigate and develop the performance metrics to enable evaluation of distributed systems without reorganization of the running system. The second part is the programming verification of two considered Java RMI multi-agent solutions: Aglets and Jade. We have examined the defined metrics in many experiments with different network and environment configurations to provide experimental evidence that these metrics are adequate in variety of conditions.

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Florinda, Tarusha, and Kristo Ema. "New Approaches to Evaluating Teacher Performance." Beder Journal of Educational Sciences Volume 26(1), Special Issue (2023): 144–66. https://doi.org/10.5281/zenodo.8159272.

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<strong>Abstract</strong> In recent years, in the framework of educational reform, the reform of the teaching profession has been undertaken. Education reform has focused on four areas: legal, administrative, curricular, teaching technology and human resources. Human resource reform aims to improve the quality of education sector staff, in particular improving the quality of teachers. The competency-based approach developed within the professional training of teachers has led to a significant modification of the assessment system. Education continues to face issues such as evaluation of teacher performance. The teacher's performance is regulated by a set of legal documents and administrative instructions. In this context, the evaluation of teachers' performance will be discussed in the light of new modalities, which will allow us in this paper to compare and evaluate the complexity of this process. The paper undertakes to answer the research question: New approaches to assessment place teachers in active and professional roles. Is this really happening? Methodology used in the realization of this paper includes reviews of published documents and research on the situation of teacher performance evaluation; interviews and surveys with teachers, principals and education specialists; analysis of professional development and teacher evaluation models in the world in order to identify the most successful models that can be used or adapted in Albania. Objectives of the research paper are as following: to analyze teacher evaluation practices from a comparative perspective; to describe teacher performance evaluation practices, the extent to which these practices promote this process; and to identify the strengths and weaknesses of current practices for evaluating teacher performance as well as the effect of these practices. One of the main findings of the paper is that evaluating teacher performance should take into consideration the fact that teacher effectiveness and developmental needs may change over the years, and this view is conveyed to school leaders that they should be responsible for helping their teachers to grow professionally. School leaders cultivate a performance-focused culture, and this is achieved through the constant observation of teachers. Another finding of the paper is that in teacher evaluations the main emphasis should be placed on improving the quality of teaching, precisely on those evaluation methods that have the potential to improve the quality of teaching. The paper brings recommendations to influence the improvement of the teacher performance evaluation system based on the best experiences.

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Li, Han, Tianzhen Hong, Sang Hoon Lee, and Marina Sofos. "System-level key performance indicators for building performance evaluation." Energy and Buildings 209 (February 2020): 109703. http://dx.doi.org/10.1016/j.enbuild.2019.109703.

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Goel, Supriya, Michael Rosenberg, Juan Gonzalez, and Jérémy Lerond. "Total System Performance Ratio—A Systems Based Approach for Evaluating HVAC System Efficiency." Energies 14, no. 16 (2021): 5108. http://dx.doi.org/10.3390/en14165108.

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The prescriptive path is the most widely used approach for commercial code compliance in the United States. Though easy to implement, prescriptive approaches do not typically discriminate between minimally compliant, high-performing and poorly performing HVAC system configurations. Hence, to meet aggressive energy and carbon reduction goals, it is clear that energy codes will need to transition from prescriptive to performance-based approaches, a transition that is riddled with several challenges. This paper discusses a new HVAC system-based performance approach (HVAC System Performance) which provides a simpler solution to HVAV system evaluation compared to whole building performance, while keeping tradeoffs limited to specific building systems. The Total System Performance Ratio (TSPR) is a metric for evaluation of overall system efficiency instead of individual component efficiency, a solution which could also eventually facilitate the transition to a 100% performance-based code structure. TSPR is a ratio that compares the annual heating and cooling load of a building to the annual energy consumed by the building’s HVAC system. A calculation software tool has been developed for determining a building’s TSPR. Already incorporated into the 2018 Washington State Energy Code, this approach is also being evaluated by ASHRAE Standard 90.l Project Committee and has the potential to provide a comprehensive performance-based approach for HVAC system evaluation and analysis.

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OUACHANI, Taha, Rachid JAHIDI, and Bouchra LEBZAR. "Information System Performance and Evaluation: A Theoretical Review." International Journal of Business Management and Technology 7, no. 1 (2023): 890–99. https://doi.org/10.5281/zenodo.7694425.

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The need to evaluate the performance of Information Systems has arisen due to the significance of Information Technology in enhancing the productivity and efficiency of an organization's operations. This has resulted in a rapid increase in demands for better performance from Information System resources. The purpose of this theoretical study is to thoroughly examine the topic of companies adopting information systems and assessing their effectiveness. A spotlight is shone on the performance of these systems and how companies utilize technology. Our analysis leads us to propose the following central hypothesis: “The intention to use and user satisfaction contribute to information system performance

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