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| TEP TEST® （早稲田大学―ミシガン大学テクニカルライティング検定試験） |
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主催：日本テクニカルコミュニケーション協会
後援：アメリカ大使館／日本商工会議所／ジャパンタイムズ
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1級問題 (所要時間120分。SUMMARY（20分）、EDITING（30分）、COMPOSITION（70分）が出題される。)
《第35回出題》 |
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1.SUMMARY(20 minutes)
Summarize the following English text into Japanese. |
(200文字以内) |
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New Echo Test Uses Microbubbles to Study Heart's Performance
The University of Michigan is receiving international recognition for its work in the development of "myocardial contrast echocardiography"(MCE), a sophisticated, new cardiac diagnosis technique that involves injecting an ultrasound contrast agent into the human blood stream and then using an ultrasound picture(an echocardiograph) to show the heart actually at work in real time.
The ultrasound contrast agent is composed of a solution of microbubbles.
When infected into a patient's bloodstream, it can be used to reveal if
there are any problems with either the circulation of blood or the performance
of the various heart chambers, valves, or heart muscle.
The procedure is painless, using ultrasound to produce a television
screen image of the microbubbles as they move through the bloodstream and
through the heart. MCE may offer a safer, more cost-effective, and technically
superior alternative to other diagnostic techniques currently used in the
care of patients with heart ailments such as angina or heart attacks. A
particular advantage of this new technique is that it uses portable ultrasound
machines, which allow the diagnosis to be done at the patient's bedside
rather than in a specially equipped and therefore expensive laboratory
facility.
The University of Michigan is one of the few health systems in the
United States to be conducting studies of this technique, and studies are
currently being conducted under the direction of Dr. Mani Vannan, MD.
Any patients or volunteers interested in participating in the study
of MCE should contact Dr. Vannan at the following telephone number: (XXX)yyy-zzzz.
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2. EDITING (30 minutes)
Revise and edit the following material so that it incorporates effective
content, structure, and style. Do not limit yourself to mere stylistic
revision; rethink the content and arrangement as well. |
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Acoustical Testing
The acoustical performance of the AN808 is poor. At low fan settings
the fan makes a ticking noise that can be heard by occupants of the vehicle.
However, an air rush noise at high fan settings is so loud that it drowns
out that fan noise. A blower motor cover is very useful at these low fan
settings. The testing I performed with various covers was a very accurate
representation of actual conditions. First, a complete AN808 air handling
system was brought into an anechoic chamber in the acoustics lab. I then
proceeded to evaluate the noise level at different fan settings. Two microphones
were set up to measure the fan noise. The first was located near the fan.
This was the worst case scenario for noise level. A more accurate depiction
of what passengers actually hear was the second microphone. It was located
at approximately the driver's ear. First, a measurement was taken with
no cover to record the base level. We then started to measure the reduction
in decibels using three covers. First, a simple plastic cover that fit
around the blower motor was used. This cover was not effective. The noise
from the motor reverberated off the plastic cover and came back through
the ducts. We eliminated this cover. The next cover was lined with sanoprene
(a rubber-like material). We tried it because it was very thin and fit
around the fan neatly. It was better than the first one but the drop in
decibels was not significant enough to be heard by the driver. The third
was a plastic cove lined with acoustical foam. It is designed to absorb
sound. There was a large drop near the motor. But more importantly there
was a significant drop near the driver's ear. This was the cover that I
recommend.
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| 3. COMPOSITION (70 minutes) |
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Situation: You are a Project Manager in the Training Department of
Syntron Corporation.
Recently, your department has posted a hiring notice. That is, your
department will soon lose its current Administrative Assistant to retirement
and therefore must hire a new Administrative Assistant, the supervisor
of all clerical staff in the department.
The Administrative Assistant is responsible for hands-on administration---that
is, supervising the clerical staff, keeping records, accounting, implementing
company policies, communicating with clients and staff, and representing
the department when other department administrators are not available,
and coordinating conferences ( and important activity in your department).
As required by law, your department has openly posted the position
and accepted applications from interested parties. The applications have
come in the form of resumes, most of them accompanied by a cover letter
which emphasizes the applicant's view of his or her special qualifications.
To this point, you have evaluated the applicants solely on paper
and solely in terms of the criteria established in the employment notice.
(By law, you cannot take into account applicants' age, race, gender, or
appearance.) In other words, you have used only print materials and you
have made your preliminary decisions solely upon the basis of the relevant
criteria. Listed in the job notice were the following criteria:
Desirable experienced inside the company (Syntron)
Desirable experience in office supervision
Experience with Macintosh hardware such as used in this office
Familiarity with all of the software used in this office
Training and experience in accounting
At least a high school degree
Minimum typing speed of at least 50 words per minute(WPM)
Strong communication skills?
Familiar with Syntron corporate policies
Experience in a similar department?
Conference coordination experience
The notes of your evaluations are attached as a spreadsheet,
Attachment A: My evaluations of applicants. Note: this spreadsheet
would be appropriate only for your own use in making your decisions about
whom to interview, if anyone. As a casual document, it should not be preserved
as part of the record.
What is needed now is a letter recommending the next step in the
hiring procedure. That is, you must identify which ( if any) of the candidates
should be interviewed in person, which may be safely dropped from further
consideration, and which (if any) might be kept in reserve for possible
future consideration.
As a practical matter, it is not possible for the company to interview
all candidates. True, there are only 15 applicants for this job, but it
would still be too time consuming and too costly as well as misleading
to interview all of them. Therefore, you must recommend the shortest list
possible to assure that you interview the appropriate applicants, if any.
Your department Chair will then decide what actions to take next upon the
basis of your recommendations.
Instructions: Using whatever information you wish from Attachment
A---and inventing any needed information---write your memorandum of recommendation
to your department Chair, justifying your decisions, and thereby making
it possible for written invitations to be sent out for face-to-face interviews,
the next step in the hiring process. (Obviously, applicants who are dropped
from further consideration will receive a "we regret to inform you
that…." letter.)
Address your memorandum to your department Chair, Dr. Philip Anderson,
but remember also that a copy of your recommendation must be kept in the
department's files to document---for legal purposes---the hiring process.
As a courtesy, a copy should also be sent to the current Administrative
Assistant, Ms. Minerva Meyers.
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| Attachment A: My evaluations of applicants |
| Last name |
First name |
Inside Syntron |
Supervisory Experience |
Mac Hardware |
Relevant software |
Accounting skills |
HS Diploma |
50WPM |
Strong comm skills |
Syntron Policy |
Similar Dept. Experience |
Conference Coordination |
| Aaron |
Ann |
Yes |
Yes |
Yes |
Some |
Yes |
Yes |
? |
Yes |
Yes |
No |
Yes |
| Brown |
Julie |
No |
Yes |
? |
? |
No |
Yes |
? |
Yes |
No |
No |
No |
| Caton |
Betty |
Yes |
Yes |
Yes |
Yes |
Yes |
Yes |
Yes |
Yes |
Yes |
Yes |
Yes |
| Davis |
Connie |
No |
No |
? |
Some |
Some |
Yes |
? |
? |
No |
No |
No |
| Eaton |
Lisa |
No |
Yes |
No |
Some |
Some |
Yes |
? |
Yes |
No |
A little |
A little |
| Foote |
Ellen |
No |
Yes |
Yes |
Yes |
Yes |
Yes |
? |
Yes |
No |
A little |
Yes |
| Gold |
Todd |
Yes |
No |
? |
? |
No |
Yes |
? |
Not evident |
No |
No |
No |
| Keller |
Kathleen |
Yes |
? |
Yes |
Strong |
No |
Yes |
? |
OK |
Yes |
No |
No |
| Koop |
Christine |
Yes |
No |
? |
? |
? |
Yes |
? |
Not evident |
Some |
No |
No |
| Leaf |
Andrea |
No |
No |
? |
Yes |
No |
Yes |
? |
No |
No |
No |
No |
| Nall |
Courtney |
Yes |
No |
? |
? |
No |
Yes |
? |
No |
Some |
No |
No |
| Orange |
Elizabeth |
No |
Yes |
Yes |
Yes |
No |
Yes |
Maybe |
Yes |
No |
No |
Some |
| Price |
Angela |
No |
No |
No |
Yes |
No |
Yes |
? |
Not evident |
No |
No |
No |
| Stevens |
Ann |
Yes |
No |
? |
? |
No |
Yes |
? |
No |
Some |
No |
No |
| Ulman |
Rita |
Yes |
No |
No |
Some |
No |
Yes |
? |
Not evident |
No |
Some |
No |
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