Automatic signal range selector for metering devices Patent

Voltage range selection apparatus for sensing and applying voltages to electronic instruments without loading signal sourc

Can the ischemic penumbra be identified on noncontrast CT of acute stroke?

<p><b>Background and Purpose:</b> Early ischemic changes on noncontrast CT in acute stroke include both hypoattenuation and brain swelling, which may have different pathophysiological significance.</p> <p><b>Methods:</b> Noncontrast CT and CT perfusion brain scans from patients with suspected acute stroke <6 hours after onset were reviewed. Five raters independently scored noncontrast CTs blind to clinical data using the Alberta Stroke Program Early CT Score (ASPECTS). Each ASPECTS region was scored as hypodense or swollen. A separate reviewer measured time to peak and cerebral blood volume in each ASPECTS region on CT perfusion. Time to peak and cerebral blood volume were compared for each region categorized as normal, hypodense, or isodense and swollen.</p> <p><b>Results:</b> Scans of 32 subjects a median 155 minutes after onset yielded 228 regions with both CT perfusion and noncontrast CT data. Isodense swelling was associated with significantly higher cerebral blood volume (P=0.016) and with penumbral perfusion (posttest:pretest likelihood ratio 1.44 [95% CI: 0.68 to 2.90]), whereas hypodensity was associated with more severe time to peak delay and with core perfusion (likelihood ratio 3.47 [95% CI: 1.87 to 6.34]). Neither isodense swelling nor hypodensity was sensitive for prediction of perfusion pattern, but appearances were highly specific (87.2% and 91.0% for penumbra and core, respectively). Intrarater agreement was good or excellent, but interrater agreement for both hypodensity and swelling was poor.</p> <p><b>Conclusions:</b> Regions exhibiting hypoattenuation are likely to represent the infarct core, whereas regions that are isodense and swollen have increased cerebral blood volume and are more likely to signify penumbral perfusion. Although noncontrast CT is not sensitive for detection of core and penumbra, appearances are specific. Some information on tissue viability can therefore be obtained from noncontrast CT.</p&gt

Wildlife conservation : a 4-H club activity

Cooperative Extension Work in Agriculture and Home Economics, University of Missouri, College of Agriculture and the United States Department of Agriculture cooperating."January, 1941."Title from cover.Form at end: Annual report and record of 4-H Club Wildlife Activities. Original, folded in back of book, is 21 x 28 cm

Development and evaluation of lessons for class and group situations in grade one

Thesis (Ed.M.)--Boston Universit

SAM-2 ground-truth plan: Correlative measurements for the Stratospheric Aerosol Measurement-2 (SAM 2) sensor on the Nimbus G satellite

The SAM-2 will fly aboard the Nimbus-G satellite for launch in the fall of 1978 and measure stratospheric vertical profiles of aerosol extinction in high latitude bands. The plan gives details of the location and times for the simultaneous satellite/correlative measurements for the nominal launch time, the rationale and choice of the correlative sensors, their characteristics and expected accuracies, and the conversion of their data to extinction profiles. The SAM-2 expected instrument performance and data inversion results are presented. Various atmospheric models representative of polar stratospheric aerosols are used in the SAM-2 and correlative sensor analyses

Gay Leathermen in South Africa : an exploratory study

Abstract: There are vibrant gay leathermen subcultures worldwide. Leathermen appropriate the iconography (but not the behaviour) associated with motorcycle, military and police protocols, and are an easily recognisable community. They have been studied as examples of resistance to both heteronormativity and hegemonic forms of gay male culture. This exploratory study on gay leathermen in South Africa is the first of its kind. Leathermen only became publicly visible in 2009, with the establishment of the SA Leathermen Facebook page (SALM). This article presents selected findings about the leathermen subculture in South Africa, drawing from signifying texts and images posted on the SALM Facebook page (2009-2015). It argues that in being aligned with the broader gay and lesbian community, there is an unstable ‘fit’ between the ‘ethos’ of the leathermen subculture and the ‘public face’ of homosexuality in South Africa

Prevalence of baseline polymorphisms for potential resistance to NS5A inhibitors in drug-naive individuals infected with hepatitis C genotypes 1–4

Background: The non-structural 5A (NS5A) protein of HCV is a multifunctional phosphoprotein involved in regulation of viral replication and virion assembly. NS5A inhibitors targeting domain I of NS5A protein have demonstrated high potency and pan-genotypic antiviral activity, however they possess a low genetic barrier to resistance. At present, only genotype 1, the most prevalent HCV genotype has been studied in detail for resistant variants. Methods: Utilising a panel of genotypic-specific resistance assays, population sequencing was performed on plasma derived viral RNA isolated from 138 patients infected with HCV genotypes 1-4 and not treated with directly acting anti-viral agents (DAAs). Amino acid changes in HCV NS5A domain I at codon positions 28, 30, 31, 32 and 93, reported to confer reduced susceptibility to certain NS5A inhibitors were examined. Additionally, genotypic outcome based on NS5A sequences were compared with LiPA and Abbott® real time. Results: Amino acid substitutions associated with moderate to high level resistance to NS5A inhibitors were detected in 2/42 (4.76%) HCV-1a, 3/23 (13.04%) HCV-1b, 4/26 ( 15.38% ) HCV-2, 1/24 (4.17%) HCV-3 and 1/23 (4.35%) HCV-4 infected patients who had not been treated with NS5A inhibitors. Genotype prediction based on NS5A sequences were concordant with LiPA and/or Abbott® real-time for 97.10% of cases. Conclusion: Primary resistance mutations associated with resistance to first generation NS5A inhibitors such as Daclatasvir (DCV) were observed in all genotypes, albeit at low frequencies. An excellent correlation based on NS5A genotyping and LiPA or Abbott® real-time was achieved

The Law and Policy of People Analytics

(Excerpt) Recently, leading technology companies such as Google and IBM have started experimenting with people analytics, a new data-driven approach to human resources management. People analytics is just one example of the phenomenon of big data, in which analyses of huge sets of quantitative information are used to guide a variety of decisions. Applying big data to workplace situations could lead to more effective work outcomes, as in Moneyball, where the Oakland A\u27s baseball franchise used statistics to assemble a winning team on a shoestring budget. People analytics is the name given to this new approach to personnel management on a wider scale. Although people analytics is a nascent field, its implementation could transform the ways that employers approach HR decisions. Data may help firms determine which candidates to hire, how to help workers improve job performance, and how to predict when an employee might quit or should be fired. In addition, people analytics could provide insights on more quotidian issues like location of the employee offices and use of break times. The data that drives these decisions may be collected in new ways: through the use of innovative computer games, software that monitors employee electronic communications and activities, and devices such as ID badges that record worker locations and the tone of conversations. Data may also be collected from sources outside the employer which have been gathered for different purposes, like real estate records, or for undefined purposes, like Google searches. While people analytics has great potential, no one has yet comprehensively analyzed the employment law or business ethics implications of these new technologies or practices. To date, most of the discussion centers on the uses for the data, not on its effects or its interactions with the law of the workplace. This Article seeks to survey these effects and interactions. Part I provides an overview, reviewing the history of employment testing, defining data mining, and describing the most current trends in people analytics. Part II describes the use of computer games and other technology to gather information. Part III examines the implications of people analytics on workplace privacy norms and laws. Part IV discusses the impact on equal-opportunity norms; while more and better information should lead to more merit-based decisions, disparate impact or unconscious bias could still operate to harm already-marginalized workers. Part V concludes with normative observations and preliminary policy notes. As the field of people analytics continues to develop, we must keep the values of employee voice, transparency, and autonomy as guiding principles

The Law and Policy of People Analytics

Leading technology companies such as Google and Facebook have been experimenting with people analytics, a new data-driven approach to human resources management. People analytics is just one example of the new phenomenon of “big data,” in which analyses of huge sets of quantitative information are used to guide decisions. Applying big data to the workplace could lead to more effective outcomes, as in the Moneyball example, where the Oakland Athletics baseball franchise used statistics to assemble a winning team on a shoestring budget. Data may help firms determine which candidates to hire, how to help workers improve job performance, and how to predict when an employee might quit or should be fired. Despite being a nascent field, people analytics is already sweeping corporate America. Although cutting-edge businesses and academics have touted the possibilities of people analytics, the legal and ethical implications of these new technologies and practices have largely gone unexamined. This Article provides a comprehensive overview of people analytics from a law and policy perspective. We begin by exploring the history of prediction and data collection at work, including psychological and skills testing, and then turn to new techniques like data mining. From that background, we examine the new ways that technology is shaping methods of data collection, including innovative computer games as well as ID badges that record worker locations and the duration and intensity of conversations. The Article then discusses the legal implications of people analytics, focusing on workplace privacy and employment discrimination law. Our article ends with a call for additional disclosure and transparency regarding what information is being collected, how it should be handled, and how the information is used. While people analytics holds great promise, that promise can only be fulfilled if employees participate in the process, understand the nature of the metrics, and retain their identity and autonomy in the face of the data’s many narratives

Results of the 2007 B100 Quality Survey

In a 2007 analysis of samples from 52% of U.S. biodiesel (B100) producers, 90% met ASTM and other specifications for critical engine performance properties and for elements that harm emission controls