This article contains the results of research work conducted by the members of project team «Personnel policy» as part of implementation of the programme «Leaders of change for global universities», Moscow Management School Skolkovo in 2015-2016. The aim of this research was the analysis of personnel policy at Russian universities during the last decade first of all in the field of managing educational activities as creative ones with their peculiarities. Research results allow for drawing a key conclusion on possible borrowing of project models of creative teams management from cultural sphere with the aim of using them in modern dynamically changing and complex university management in order to improve university personnel policy. At present educational process requires project methods of educational programmes management by ensuring voluntary involvement of creative people with individual interests and aims into the environment of vertically integrated and hierarchically administered organizations. At present personnel policy in this field replicates standard managerial instruments (KPI, control, structural and functional organization) which destroy talent and restrain creative energy of specialists. This article is based on the experience of other branches where the function of involving self-organized creative teams into the process is called «producing» and is focused on organizing the work of supporting service structures engaged in selecting creative teams and providing them with resources. Authors believe that at Russian universities such creative teams should be built around educational programme heads, whereas «programme portfolio» creation should be organized on the basis of selection model presented in the article. Selection model improvement can become the topic of the following research. Nevertheless the implementation of the model suggested by the authors can change the situation with university personnel policy for the better by means of forming the strategy of managing teaching and academic teams and systematic personnel policy facilitating competitiveness of the Russian universities. Materials of the article are of interest for university administrators, lecturers and researchers, educational authorities’ representatives, external experts.

The article was prepared on the basis of the research devoted to qualitative characteristics of teaching and professorial staff of the Russian universities conducted in 2016. During the research analysis of university human resources quality structure was made; level of loyalty and engagement was evaluated; subjective evaluation of own competitiveness was assessed; labor efficacy evaluation was conducted. Gradual university transformation (from university model 2.0. to 3.0. and prospectively to 4.0.) and model differentiation in modern Russian reality suggests the need for forming adequate resource support including quality human resources. The aim of this research article is to define qualitative characteristics of university teaching and professorial staff and evaluate their state in modern conditions on the basis of statistic data and questionnaires analysis. Authors suggest approach to university human resources quality based on three groups of criteria: professional qualities evaluation criteria, labor efficacy evaluation criteria and quality management efficacy criteria. The article presents individual indicators which can be used for evaluating university human resource quality according to the presented criteria. Fragmentary approach testing was made. The research presented the following results: respondents demonstrated high loyalty and support, but medium level of engagement into university work. Universities create favorable environment for development and self-realization, creative activities and communication; respondents have high academic and innovation potential and are ready to conduct research activities; however their labor potential is not used effectively. Respondents have high evaluation of personal competitiveness and only one fifth understands the need to improve it according to new conditions. In general the conducted research allows for defining main trends in managing university human resources quality. The article does not claim presenting a complete picture of the situation with human resources quality at Russian universities but is of interest for university executives engaged in developing methods of managing human resources quality.

In December 2010, the Program of development of the Far Eastern Federal University, created by merging four leading Universities of the region was approved. In 2013 the University became the participant of the Project “5-100” and started to follow the Program of increase of competitiveness. These important strategic documents suggested significant transformation of the personnel management system. The employees’ conformity to traditional unified qualification requirements was no longer sufficient for the intensive development of the University. In addition to formally confirmed qualifications a highly effective worker must now possess a certain set of competencies. Their level of development cannot be assessed by the presence of a scientific degree or title, the number of scientific publications or teaching load. The purposes of this article are to study approaches to assessment in higher education and analysis of the experience of introducing a competence-based model in the Far Eastern Federal University. The authors used the methods of comparative and system analysis, synthesis, induction and deduction, observation and experiment, historical, logical, evolutionary approaches to the study of personnel assessment tools, competence-based approach and the method of critical incidents to achieve these goals. The study showed that the successful experience of business games implementation for assessing staff competencies in a business environment can be applied in the University. But the practical experience of implementing a Universitywide competency model and the organization on the basis of the assessment center demonstrated the need for serious adaptation taking into account specificity of educational sphere and management in educational institutions in general and Universities in particular. The article describes the practical experience of the implementation of the project on the development and implementation of the unique model of competences and procedures of the assessment center personnel participating in the talent management program and is of interest for heads of Universities, colleges, schools and others.

The purpose of the article is to present the author’s experience of using the potential of the personnel reserve in the process of making managerial decisions. It is a question of joint development of the competence model for different groups of university personnel. This kind of activity contributes to the development of professional and managerial competencies, personal resources, the exchange of experience among themselves, the establishment of interdisciplinary relations in the university environment, which, in fact, underlies the idea of creating a personnel reserve. The goal is achieved on the basis of competence and system approaches to management issues of higher education. The research methodology is based on the use of general scientific methods, such as: phenomenological description, focus group method, included observation. The practical significance of the research is to develop a mechanism for creating, forming and developing personnel reserve of SFU, the technology of its attraction to the management life of the university when building the competence model of different groups of personnel, transforming collective knowledge into the final product. This kind of joint creativity has a strong motivational effect, as it gives employees the opportunity to feel their involvement into the university’s common affairs, understand their own value, importance of their opinion for management when developing a development strategy and preparing main documents. The contribution of this study to the theory and practice of university management is to present to the professional community the experience of attracting a pool of personnel for the development of an essentially independent assessment of the university personnel through the construction of a competence model where participants see their colleagues and themselves through the prism of the requirements for professionalism and personality of the employee of a modern university. It is shown that the joint activity of management and reservists provides an opportunity for the growth of internal knowledge, the development of corporate culture and the formation of human capital. The article is of interest for university management, HR specialists in the field of the human dimension of the university.

The article is categorized as a case study. The paper describes the experience of Saint-Petersburg branch of Higher School of Economics in optimizing university management by system transformation of approaches to the administrative services. This optimization process should be handled by highly perspective HiPo specialists engaged in implementing projects dealing with university corporate structure development. The main purpose of this paper is to demonstrate the experience of constructing a new organizational model at the University with to the participation of the most talented employees applying Scrum project management methodology in their activity. The article presents the basic concepts of talent management in a modern University and major principles of the Scrum methodology. The results of monitoring, that identified the most important areas of activity in the formation of projects for members of the high potential group, are given in this paper. The conducted study provides grounds for conclusions about the necessity of taking into account peculiarities of corporate culture in the implementation of new management arrangements. During this research authors discovered that the main expectations of employees in the optimization of services are associated with digitalization processes, transfer of most of the processes related to discussions, negotiations, provision of administration and management into electronic forms. At the same time, the established management approaches are often perceived as dogmas and not considered by the majority as possible directions of transformation. This plan requires the participation of informal leaders, receiving direct support from the leadership to implement changes in favor of the optimization process. It was established that the main objects for innovation are administrative processes which include financial, personnel and clerical services. The operation of these units requires special attention from the management of University because in many ways, can promote the formation of a favorable corporate environment of research fellows and teachers. The Scrum approach to the implementation of projects related to the optimization of administrative services brings of University managers at a higher level of involvement, and this effect extends beyond the talented employees’ group, which should be examined and discussed on a regular basis. The article draws a conclusion about the need for significant prior work to convey to employees information about the planned changes, and then the permanent information support within the implementation of projects.

This article conceptually comprehends and describes new approaches to the resources of professional growth of a young scientist on the basis of analysis of scientific research trends in Russia and the world. In the paper, the problem of professional growth of young scientists is studied, related to the lack of professional guidelines and critical resources for its high-quality research work. In the article this problem is considered in three components: a) the scarcity of declared clear research policies in Russian universities as a standardized strategic element; b) underdevelopment of effective organizational forms of research, such as research networks; c) the lack of the qualitative analytics in the field of research activities. The paper describes the essence of the research policy in the international experience of university management and the prospects for its strengthening for Russian universities in general and young scientists in particular. Next, key characteristics of network and collaborative forms of research, their role in intensification of research activities and development of young scientists are considered. The article examines the role which international professional associations can play in forming research competencies of a young scientist and in building his or her academic career. In the final part of the work, modern tools and methods of analytics are considered for scientometric work and management of scientific activity, contributing to the effective professional growth of young scientists and the intensification of the research activities of scientific groups. The work is based on the study and analysis of theoretical material, as well as the results of the work of the «research policy group» within the cycle of strategic sessions of the NR TSU (2015-2016) under the direction of the Moscow School of Management «Skolkovo».

Nowadays, higher education witnesses significant changes demonstrating gradual transition from «public welfare» organization model to corporate model. These changes are reflected in so-called «entrepreneurial university model» which combines features of an organization which performs social functions by training qualified specialists and a kind of competitive corporation with a wide range of stakeholders. For an organization of such type corporate culture is not only a social «glue» keeping together different staff groups and helping to find overall value basis, but also a strong leverage mechanism for improving competitiveness and successfulness of the company at the educational services market. This article provides justification for using D. Denison theoretical model for evaluating modern university corporate culture. Its peculiar feature is the possibility for evaluating current state of the organizational culture as compared to expected condition in future on the basis of the correlation between certain cultural characteristics and organizational efficacy. The main cultural characteristics of the model include evaluation of the mission; staff engagement and coherence; adaptation to changing environment (internal and external). Using one case, we demonstrate that this model developed for evaluating corporate culture of business companies can be successfully adapted for constructing the university corporate culture profile, as well as for identifying existing problem areas and existing resources for improving the situation.

The article is a case. The aim is to identify the connection between values and resistance to organizational change among the lecturers employed at Nizhny Novgorod branch of HSE. Methodological basis of the research is concept by B. Clarke which declares formation of entrepreneurial - type culture as an important element of creating entrepreneurial university. Formation of such culture inevitably causes collision of traditional academic and new entrepreneurial values. According to our hypothesis rejection of entrepreneurial values on behalf of the lecturers is one of the reasons behind opposition to conducted changes. The research uses author’s questionnaires for evaluating resistance to organizational changes and evaluation orientation in research activities. Respondents pool consisted of 50 full-time lecturers of Department of management and economics of Nizhny Novgorod branch of HSE. Questionnaire data was statistically processed with the help of SPSS 22.0 for Windows. The research demonstrated that: 1) the most pronounced rejection on behalf of the lecturers is caused by changes in the field of management and personnel policy: it is medium and passive; 2) in terms of research activities lecturers are oriented mainly towards academic values; 3) there is a positive connection between orientation towards academic values of “motivation” and “benefit” and the degree of rejection of changes in personnel policy and management. The perspective is in broadening research base including other entrepreneurially oriented universities. Results of the research allow for recommending branch management using value management method in order to overcome lecturers’ denial. Originality of obtained results is that for the first time characteristics of change opposition and value orientation of lecturers at Russian entrepreneurial university have been changed. It has been determined that opposition of lecturers to conducted changes is related to values.

The article belongs to a conceptual type. It uses theoretical hypotheses and suggestions to clarify the development of functional aim and content of modern university corporate culture. The aim is to answer the question about the causes of tension between academic culture and corporate culture once we review dual cultural basis of the modern university combining traditional academic and corporate cultures. Do their different vectors and disagreements threaten to turn university into economic corporation? The main research method is comparison which suggests the need to see the content of corporate cultures of classical and modern universities in comparative analysis. The aim of modern university corporate culture is to improve its competitiveness because it needs to answer pragmatic requirements of modern situation. From the point of view of discourse it is found in corporate lexics, which frequently uses such words as «commerce», «product - price relations», «educational service», «academic capitalism», etc. This brings imbalance to classical cultural basis of the university which has traditionally been oriented towards spiritual service to high ideals preferring theoretic fundamental knowledge. Fragility of academic culture shows itself in appearing (under the influence of corporate culture) danger of shifting university development towards its transformation into economic corporation. At the same time corporate culture potential is not limited to its commercial and economic characteristics and present day reality challenges university not only with pragmatic issues. In its attempt to survive and remain humane network world with its tendency towards impersonal nature, disconnection and alienation has claimed professional and personal identity with such characteristics as interaction, trust and cooperation. That is what modern philosophers, sociologists and psychologist mean when giving discourse description of such culture in «patchwork» construction (M. Castels). Because of its: «patchwork» nature the culture requires “lubricant”, “super - glue”, trust (F. Foukoyama) and «mutual understanding» (K. Gergen) and, as M. Castels says «informationalism spirit». All this is intrinsic to corporate culture the managerial function of which is to organize university life according to relevant challenges. The reason why such a great attention is paid to university corporate culture nowadays in its market discourse understanding is that modern society which dynamically spreads pragmatic and mercantile approach to all spheres of life has transferred education (including university education) to the same language. The novelty of the article is in identifying humanitarian content of the modern university corporate culture and its justification as a potential for complementary connection of university modernization processes of economic type and traditional classic component. Conclusion can be interesting for university education managerial structure. The answer of the modern university to the question presented in the article title is initiated by creation of its new cultural basis which has dual nature. On the one hand traditionally high academic culture supports classical «university idea» [1] of selfless service and remains a characteristic feature of university education, bringing in “an invisible element” of spiritual life [2] - unique humanitarian spirit. On the other hand modern sociocultural challenges dictate the need for the second component of university cultural basis: corporate culture orienting it towards economic, material and pragmatic interests. Contradictions between cultural basis components creates tension which underpins transformations typical of modern university and leads to questions concerning its future. Will university remain as it is or turn into economic corporation producing specialists necessary for different spheres of social reality created because of public labor division? This question is widely discussed nowadays and the answers usually sound like «this or that». Yet we would like to shift our discussion to the level of actual content of this notion which gave rise to this discrepancy and brought tension to university cultural foundations. Otherwise we will have to ask the question about what corporate culture is and if it really is so opposed to traditional classic that there is a threat of university transformation. Are the elements of university cultural basis really so opposing and divergent?

The article is a research paper. It introduces new theoretical instruments for University organizational culture research considering dynamic balance state of the social system, as well as quantitative characteristics of its profile, according to the OCAI organizational culture diagnostics method. With the help of comparative analysis of the changes in organizational culture profile of average Russian university for the latest 13 years (2003-2016), it is demonstrated that during the studied period Russian higher education activities got significant deviations of university organizational culture from balanced state. The article declares that adaptation of a social institute to permanent changes of the environment should be conducted as a chain of alternating time intervals of imbalanced and balanced (quasi-balanced) state of dynamic development. The article suggests a version of a «road map» to solve the problem of formulating new higher education values in the highly dynamic and uncertain world based on post-industrial society development patterns.

The purpose of the research article described the experience of sociological and linguistic studies of the National Research Tomsk State University corporate culture transformation during the 5-100 program (2013-2016) is to diagnose the current state and dynamics of the university corporate culture transformation, providing analytical support for changes. The novelty of the research is provided by using a complex of sociological and linguistic methods. This allows us to identify the value orientations and preferences of employees in relation to the current image of the university and its desired image, which are revealed by the results of a sociological survey and according to the content analysis of the discursive practices of the university. For the first time, qualitative-quantitative sociological methods were verified by phenomenological data obtained due to analyzing the corporate discourse of the university. The relevance of the study caused by the fact that the corporate culture of the university and the corporate discourse as the exponent of the ideology and organization of core values serve as a strategic management tool to guide the divisions of the university community on common goals, to strengthen the vision of a world-class university, to ensure loyalty of employees, students, university partners, to facilitate communication within the university environment. The sociological approach to the diagnosis of the configuration of TSU corporate culture used to relying on complex techniques: 1) self-diagnosis method «Metaphor» (by A. I. Prigozhin); 2) the construction of the frame structure of competing values based on the university staff survey «OCAI» (by K. Cameron and R. Quinn); 3) research of public opinion during the analytical data focus groups with representatives of the university community (supervisor: V. Kashpur, co-host - LA Dmitrieva, N. Gulius). The main objective was to identify the type of the dominant culture, its potential problem areas and gaps, as well as the dynamics of the changes under the influence of competing values. Changes in the organization language (2005-2016) were analyzed on the material on three groups of text documents: 1) documents regulating the TSU ethical rules and corporate culture norms - «Regulations on the corporate culture of Tomsk State University» (2005) and «Code of Ethics of the Tomsk State University» (2015); 2) Rector ‘treatment to the university community (2005-2016); 3) decoding of oral interviews with employees on the theme of the University changes (2014-2015). The analysis method included: 1) determination of the tokens number by the automatic processing of the analyzed texts by the program “Content analysis 1 Pro», 2) sample keywords of the corporate discourse and performance of their frequency; 3) formation of the ratings of keywords frequency in certain chronological and thematic groups of the analyzed texts 4) conceptual, semantic, contextual keyword analysis; 5) a comparative analysis of the composition and frequency of keywords in the text groups related to specific thematic groups and chronological periods; 6) changes in fixation; 7) interpretation. TSU diagnostics revealed a mixed picture: stretching between clan culture and the market. The University discourse translates values mostly of the clan culture, although management practices are focused on the strict implementation of “market” indicators of world-class university. It was identified the orientation to rigid implementation of the goals and the achievement of results planned by the top-managers, but in respect of staff the “human” strategy of maximum involvement of the staff and the minimum number of dismissals has been selected. Keyword analysis confirms this transformation vector: the elements of the high pathetic rhetoric focused on the enthusiasm of employees are disappeared, it was found the increasing modality of negation and duty; strengthening the opposition of “our” and «them». The axiological dominant picture of the world is shifting from progressive and positive, inspiring to work together - to the tense and antagonistic calling to mobilize in a situation of fierce competition, the polarization and the erosion of values. The required invariant of the dominant clan culture is the university’s corporate culture as a culture of cooperation, serving the people, education, science, real interaction between professors and students. In conclusion, practical recommendations for the control period of the organization transformation are offered.

The article falls under conceptual category. The aim of the article is to show specific features of higher education at the Soviet and post - Soviet territory and relation between Soviet education model and state planned economy. Russian education reformers as well as higher education specialists preparing theoretical basis for the reform do not understand these specifics and try to improve our education by the same instruments that are applied to Western universities. This naturally leads to practical failure of such reforms though it might seem that they were conducted successfully. The article uses the concept pf «economic razdatok» by O. E. Bessonova and author’s higher education «razdatok» concept which is a theoretical basis for this research. During the research it was found that Russian higher education system is in fact the Soviet one with slight modernization. Soviet universities were a part of state planned («razdatok» according to O. E. Bessonova) economy via enrollment plan mechanisms formed by USSR Gosplan on the basis of requests from institutions and companies from different spheres as well as designation of specialists to various economic and social spheres. «Razdatok» penetrated the very core of higher education in the USSR: organization of study process and lecturers’ activities were also under the plan and cycles of “hand in - hand out” whereas the study process was a dictator one in order to continuously supply economics and social sphere with necessary specialists. In this system lecturer turned to an unofficial state servant engaged in handing out and checking the knowledge. At the Ppost - Soviet time «razdatok» character of education remained though planned economy disappeared. Lecturer also remained sort of a civil servant though formally his relations with administration were based on the contract. However the reform destroyed these mechanisms in the system “university - state” leading to higher education working «idle» and produce specialists not employed according to their specialization. Recently because of appearing «target» students and regional requests the old mechanisms have begun to restore themselves. Limitations of this theoretical approach are related to the fact that modern Russia as well as the West is not limited to «razdatok» system. This should be taken into consideration by future researchers in this area. The novelty of the article is in the development of an original concept of the connection between the Russian educational model and state economy.

The article looks into the interdependence between material stimulation and publishing activities of academic staff at the medical educational institution. The authors analyzed the data on academic publications by research staff of the medical university for three years. In order to evaluate the scope of the academic product original method was developed for indicator normalization depending on the type of academic product and its quality considering impact-factor and publishing house presenting the result of the research. Direct dependence between the quantity of prepared academic products and the salary size at the department. The research also found no connection between “salary” component in the unit of academic product and the size of salary at the department. Therefore one can make a conclusion on insufficiency of purely material stimulation of publishing activities and the need for identifying other factors influencing the development of academic products by researchers. Article materials can serve as the basis for creating methods of evaluating publishing activities of university academic and teaching staff.

Presented article is classified as a research one. In this article, the problem of efficient management of the university is presented in terms of current trends of higher education reforming, including the framework of the Bologna process. Intra - institutional research technologies are analyzed as one of the main components of effective management in the context of providing feedback from students, being one of the most productive methods in the field of effective management of modern university. In the article, the features of implementation, the method and methodology of such type of complex sociological cohort studies conducted over several years at the Yerevan State University are presented. Such studies allow for analyzing the situation from several aspects. On the one hand, the structural static component of the environment of university is detected. On the other hand, the dynamic picture of perception of the educational process, as well as the analysis of the vectors of possible transformations as a result of various management actions can be characterized. In particular, sharp fluctuations in student performance can detect the presence of certain dominant factors affecting the educational process or the situation of survey. In the article the possibility of using the results of the research for effective university management is presented. It is possible to analyze a wide range of features of student’s perception of all learning process at the University, the features of evaluating bachelors and masters, graduates of full-time and part-time training programs of different specialties in different faculties. The article analyzes the areas with highest students’ ratings, as well as the areas which have accumulated a number of problems that require operational management decisions. Institutional capacity of the university to develop a science-based management decisions based on the data obtained during such type of research is demonstrated.

Background. Recently Universities start facing problems of students’ low academic success and high level of expulsion from the University. This study contributes to the on-going research of professional self-determination, self-regulation and personal features of junior medical students in order to develop complex system of psychological and pedagogical support. The goal of the study is to find psychological criteria that could be significantly prognostic for academic success. Methods. Psychological tests (Big Five P. Costa, R. McRae; SCL-90-R, Anxiety Scale, Style of Self-Regulation Test) and Survey were used to study professional self-determination, self-regulation and personal features. Diagnostic Test Battery (Part 1: Intelligence Tests, part 2: Personal Adaptive Capacity Tests) developed by Military Medical Academy named after S. M. Kirov was also used in the study. Grade Point Average for the study duration, debts and number of sessions without debts were taken as academic success criteria and dependent variables. Psychological tests were conducted twice (during the first and the third year). First year test results have been used for the search academic success prognostic criteria. Results. 697 medical students participated in the study. Intellectual features (logical thinking and math abilities) and personal features (conscientiousness, stress resistance, low situational anxiety, ability to evaluate and plan, good self-regulation) have been found significant in predicting higher grade point average and low level of debts, and therefore could be used as academic success prognostic criteria. Further development. It is important to use study results in order to develop programs of psychological support and individual approach for students with lower intellectual and personal resources at the beginning but who still would like to complete education. The received results demonstrate the necessity of further in-depth and consistent study of correlation between psychological variables and academic success, and further search of academic success prognostic criteria.

The article belongs to case category and is aimed at defining value of the university research about students for making high-level management decisions in attracting different groups of students and improving the educational programs quality. The case of the Ural Federal University describes how the distributed (network) marketing information system for the implementation of university research provides prompt monitoring of students opinions as the internal target group and the analytical support in the university management according to the needs of stakeholders. The important mechanism of students’ influence on the higher education changes is identifying the student expectations and experience by receiving the feedback in student surveys form. It also promotes student involvement into the educational process. The article describes the experience of including students into the university stockholders feedback mechanisms: top-management, creators and organizers of the educational programs, university teachers. The authors look into target group needs in terms of feedback mechanisms as well as the forms of their implementation based on the university development program. When the university marketing strategy in the field of education is implemented student research is conducted at the different stages of the interaction with university internal target groups (before entering the university, during getting higher education and after graduation from the university). The Ural Federal University experience in measuring the educational environment quality shows student strategies and trajectories (educational, scientific and professional). Such a system of implementing intra-university research allows for providing top-management with the actual information about prospective students, students, graduates for and is linked to three important management educational processes: (1) enrollment campaign management; (2) educational process and services support management, evaluating new educational practices effectiveness and opportunities for student individual trajectories implementation; (3) development of partner relations with graduates, assessment of their success at the labor market. The analysis of students from universities participating in ТОР 5-100 showed that at many universities students feedback mechanisms aren't formed sufficiently, research is irregular at most universities. The value of the article is that approach to the student research at UrFU can be related to the comprehensive assessment of the educational environment. The main principles of the approach are as follows: (1) research differentiation within each stage of interaction between students and university target groups (starting at the moment when prospective students have not chosen the university yet some 9 months before the final admission, during the open days and reception of documents from prospective students, after studying the reasons of the prospective students outflow, secondly, the annual studies about educational students trajectories, training satisfaction conducted; thirdly, graduate survey are over a half a year, 5-years and 10-year period after their graduation); (2) for improving the research methodology and methods involving internal and external experts in the field of higher education sociology, economics as well as master degree students and post-graduate student students; (3) creation of online data publishing mechanisms for the general public. Applying the results of university studies in practice is still a challenging aspect despite the growing need of leading Russian universities stockholders to increase the student activity in the educational process via involving students into the feedback mechanisms. Further research can be directed, firstly, at comparative monitoring studies at Russian and foreign universities, secondly, at regular university researches aimed at solving the university management specific tasks in the field of educational programs in higher and additional education on the basis of the opinions and assessments of the student needs, including rating the quality of educational programs after each module.