The measurement error (ME) of smart meters (SMs) is a key index for assessing their performance, so accurate prediction of SMs’ ME is essential. However, SMs operate in all parts of the world, and the factors that impact the SMs’ ME differ across regions. Therefore, we propose a novel and general framework to predict the SMs’ ME. Firstly, we study the influence of environment stress on SMs’ ME by the Pearson correlation coefficient (PCC) and Least squares method (LSM), select the environment stresses that have a greater impact on SMs’ ME, and clean those environment data and SMs’ ME data by the Isolated Forest and Local Outlier Factor algorithm (IFLOF). Subsequently, a new method based on the Heap-Based Optimizer of Bi-directional Long Short-Term Memory network (HBO-BiLSTM) is proposed to predict the SMs’ ME. To illustrate the framework we proposed, the framework is compared with some well-known machine learning methods with field data collected from the high altitude regions, the results indicated that the framework has excellent prediction ability, which can provide technical support for health management of SMs in typical regions.

精密时间传递是时频领域最为基础的工作之一,在科技、经济、军事和社会生活中具有重要作用.全球卫星导航系统(GNSS)因其众多优势成为精密时间传递的重要手段,尤其是近些年发展的基于高精度载波相位观测值的时间传递技术成为GNSS时频领域的研究热点.本文对GNSS载波相位精密时间传递相关的研究进行了全面总结,对其数据处理涉及的观测模型、模糊度处理方法进行了归纳阐述,对精准性、一致性、稳健性、连续性、实时性、完好性等技术进行了探讨,并指出该领域未来应该重点解决非差与差分处理模型统一性、不同机理融合时间服务统一性和天空地海地下时间服务无缝性问题.

A frequency transfer model that is suitable for short baseline links is proposed herein. Based on a GPS single-differenced (SD) observation among two stations, the initial values and the corresponding variance of the SD ambiguity can be estimated. This can form the double-differenced (DD) ambiguity while defining the reference satellite, and can be fixed to an integer value by using the integer search method. After defining the values of the SD ambiguity datum for the reference satellite, the other SD ambiguities can be recovered; then, the final time difference of the two stations can be estimated using the known and fixed SD ambiguities. Validations performed using five different baseline links show that the new method has better accuracy and stability for precise time transfer than the traditional precise point positioning method, and it can be operated in conjunction with the broadcast ephemeris data, which is more convenient for real-time application.

以国家创新体系理论为基础,以知识的生产者、扩散者和应用者为主要分析维度,结合生态学中的生态系统理论,构建了中国科技创新人才生态系统的结构,阐明了系统运行的基本原理和演进机制,分析了中国科技创新人才生态系统的演进历程、面临的问题,提出了促进系统可持续发展和高质量产出的政策建议.

高层次科技人才短缺是我国面临的最为突出的人才安全问题 人才安全是指一个国家的人才数量和质量能够满足经济和社会发展的需要,以确保国家在政治、经济、军事、科技等方面的重大利益相对处于没有危险和不受内外威胁的状态,以及保障持续安全状态的能力.人才安全问题在不同国家和不同发展阶段有不同表现.在经济由高速增长转向高质量发展的阶段,高层次科技人才短缺将始终是我国面临的最为突出的人才安全问题.今年以来,美国301调查和制裁中兴等事件给我国敲响警钟:核心关键技术受制于人,高新技术产品对外依存度高,已严重威胁到我国的产业安全和科技安全.

Due to some shortcomings in the current multiple hypothesis solution separation advanced receiver autonomous integrity monitoring（ MHSS ARAIM） algorithm,such as the weaker robustness,a number of computational subsets with the larger computational load,a method combining MHSS ARAIM with gross error detection is proposed in this paper. The gross error detection method is used to identify and eliminate the gross data in the original data first,then the MHSS ARAIM algorithm is used to deal with the data after the gross error detection. Therefore,this makes up for the weakness of the MHSS ARAIM algorithm. With the data processing and analysis from several international GNSS service（ IGS） and international GNSS monitoring and assessment system（ i GMAS） stations,the results show that this new algorithm is superior to MHSS ARAIM in the localizer performance with vertical guidance down to 200 feet service（ LPV-200） when using GPS and BDS measure data. Under the assumption of a single-faulty satellite,the effective monitoring threshold（ EMT） is improved about 22.47% and 9.63%,and the vertical protection level（ VPL） is improved about 32. 28% and 12. 98% for GPS and BDS observations,respectively.Moreover,under the assumption of double-faulty satellites,the EMT is improved about 80. 85% and 29. 88%,and the VPL is improved about 49.66% and 18.24% for GPS and BDS observations,respectively.

随着国家不断加大对科技硬条件和人才支持的投入,我国科研硬环境已经大为改善,但科研软环境对科技人才创新的制约仍比较严重.为深入了解相关问题,2015年6月,我们对400余位高层次的海外归国科研人员(以下简称“海外归国人员”)开展了一次问卷调查活动,旨在让他们通过国内外学习工作亲身经历和感受,进行比较分析,对我国的科研环境做出评价和提出改革建议.

近日,两则科技新闻颇受关注:屠呦呦研究员在瑞典领取了诺贝尔生理学或医学奖;SCI数据库将被汤森路透出售.这两则看似无关的新闻, 却有着内在的联系——论文. 屠呦呦较少发表论文,是否就等同于论文考核评价科研人员的机制一无是处? 而其中最核心的问题是:究竟什么样的评价机制,才是符合科学技术发展规律的机制,才是能够最大程度调动起科技人员创新积极性的机制? 本文对这些问题进行了讨论,并提出改进我国科研人员评价机制的政策建议.

政府应引导用人单位逐步建立起以创新为导向、以能力素质为核心的人才评价机制. 科技人才评价是科技人才工作的重要抓手,是选拔、使用和培养科技人才的重要手段.近年来,我国科技人才工作受到广泛重视,科技人才队伍发展迅速,但科技人才评价机制长期以来却缺乏创新,严重束缚了科技人才作用的更好发挥,成为制约创新驱动发展战略的重要瓶颈.

为了解海外归国人员对我国科研环境的评价和需求,进一步改善我国的科研环境,本文基于对海外高层次归国人员的实地访谈和问卷调查,分析他们对我国科研基础设施条件及科研软环境问题的看法.分析结果显示:更好的发展机会和引才政策是吸引海外高层次归国人员回国的重要原因.高层次归国人员普遍认为,近年来我国的科研硬件环境显著改善,但科研软环境仍然亟待提升.在此基础上,文章提出完善科技资源配置方式、科技评价机制、科研经费管理方式等科研软环境的政策建议.

本文简要介绍了政府购买科技公共服务的内容、方式以及当前面临的机遇和问题,重点总结和分析了浙江科技创新服务平台建设在解决上述三个问题上的经验和仍需继续探索的问题,并在此基础上提出了相关的政策建议。

This paper reviews the evolution of the National Institute of Biological Science,Beijing(NIBS) for the past seven years,summarizes the major practices to innovate institutions,and proposes enlightenments and policy suggestions on developing China's basic research.The paper believes that the success of NIBS largely attributes to its pursuit of"a world-class institute without repeat".Its management system is in line with international standards.The government provides more support instead of intervention.As a basic research institution,it should identify a"world-class"development goal,boldly take reform of the management system,and recruit worldwide.It attracts first-class talents,equips with first-class facilities and its management methods are brought in line with international practice,so that the excellent professionals can be easily-imported,well-recruited and long-term-stayed.It should seize the opportunities in the context of international financial crisis and accelerate the introduction of foreign high-end professionals.

The impact of Science and Technology(S&T) development to social development has always been a concern of Chinese government. Since reform and opening up,the focus of government work of S&T development has been transforned from economic development to both economic and social development.Now a policy framework has been built up,which consists of S&T development guidelines,technological policies versions,government S&T programs and major projects,special S&T initiatives,experimental zones,demonstrative projects and pilot projects.The main fields for policy intervention includes resources and environment,population and health,urbanization and urban development,disaster prevention and reduction and public security,building of a new countryside and eradication of social inequality.The paper also suggests that the government should try to ensure that the public can fairly share the benefit of S&T development,and pay specific attention to the social risks related to S&T development.

<正>1999年,几个研究人员为了完成国际人类基因组计划,脱离国有科研机构创办了华大基因研究所。12年来先后经历从国有到民营、民营到国有、再由国有到民营的三次"脱胎换骨"式变革,科研人员由不足10人,增加到2012年的近4000人;在《自然》、《科学》、《细胞》等国际一流期刊上发表的论文由"十五"期间的5年1篇,增加到2011年的每月1篇,2012年前4个月已达到了每月2篇,论文数及引用率列国内第7位,测序能力稳居世界第一位。华大基因的经历为我国科技发展与改革提供了深刻启示。1三次"脱胎换骨"式变革

杰出科学家和科学技术人才群体,是国家科技事业发展的决定性因素.科技发展关键在创新.重点在人才,没有一支规模宏大、结构合理、素质优良的科技人才队伍,我们就没有力量抢占新一轮经济技术竞争的战略制高点,也无法培育并不断巩固国际竞争优势.培养科技人才,前提和关键是培育科技人才成长的土壤.只有在丰沃的土壤中才能培养世界一流的科技创新人才,才能够把我国从人口大国转变成人力资源大国,进而成为人力资源强国.因此,人才重要,培育人才成长的土壤更重要.

对企业科技人才培养的意义、现状、相关政策、主要问题进行分析阐述,并提出政策建议.促进企业科技人才发展是提高我国自主创新能力、建设创新型国家的关键.近年来,尽管政府采取了多项政策措施,支持引导企业加强创新活动和人才培养,但企业依然是我国科技人才队伍建设的薄弱环节,对科技创新人才缺乏足够吸引力.因此应确定企业科技人才优先发展的原则,国家人才政策和计划向企业倾斜,加大投入,深入推进相关改革,促进人才向企业流动.

In June 2010,Outline of National Medium-and Long-term Program for Talent Development(2010-2020) was issued,emphasizing on training and bring up innovative sci-tech talents.In order to reach the grand objective of construction a large number of innovative sci-tech talents,multiple measures are needed to be implemented in the future decade.The key tasks are as the followings.First is to improve management system and mechanism,to ensure good system for the development of innovative sci-tech talents.Second is to implement important policies,to build good environment for innovative sci-tech talents to do innovative work,which include the policy to enhance cooperation among industry,academia and research for innovative talents training,the policy to encourage innovative talents to do research work with great concentration,etc.Thirdly,is to implement the major projects for talent development,to offer important carrier for the construction of innovative sci-tech talents,including the innovative talents propelling plan and overseas high-level talents introducing plan.

In June 2010, Outline of National Medium- and Long-term Program for Talent Development (2010-2020) was issued, emphasizing on training and bring up innovative sci-tech talents. In order to reach the grand objective of construction a large number of innovative sci-tech talents, multiple measures are needed to be implemented in the future decade. The key tasks are as the followings. First is to improve management system and mechanism, to ensure good system for the development of innovative sci-tech talents. Second is to implement important policies, to build good environment for innovative sci-tech talents to do innovative work, which include the policy to enhance cooperation among industry, academia and research for innovative talents training, the policy to encourage innovative talents to do research work with great concentration, etc. Thirdly, is to implement the major projects for talent development, to offer important carrier for the construction of innovative sci-tech talents, including the innovative talents propelling plan and overseas high-level talents introducing plan.

非营利科研机构是德国科研体系的重要组成部分,是近年来许多国家重构和改革科研组织体系的参考模式。本文以弗朗霍夫应用研究促进协会为例,较为详细地介绍了德国非营利科研机构的组织结构、经费管理和评估体系等。同时提出了非营利科研机构管理模式对完善我国科研管理体制的几点启示。

调整和改革对公共研究机构的经费资助政策是发达国家对公共科研体系和科研机构改革的重要内容之一,本文主要介绍了OECD国家公共科研机构的经费资助模式、改革趋势,并对其改革经验和相关问题进行了总结和分析,同时针对我国公共科研机构的投入和经费管理提出了几点启示和借鉴意见。