Individual Departments Research Articles

Инженерная графика в свете расставания с болонским соглашением

The situation that has developed as a result of the signing by Russia of the Bologna agreement is considered and an attempt is made to evaluate the prospects for leaving it. It is noted that the introduction of undergraduate and master's master has broken a classic domestic system of higher education. A reference is made to the work of specialists who predicted serious problems of building undergraduate in the sphere of professional activity. In relation to graphic training, two aspects are considered: undergraduate and competency -based approach to education. The undergraduate has greatly cut off not only the audit load, but also the total number of hours to study disciplines. The specified deficit gave rise to the exclusion of drawing geometry from a number of educational standards. This trend was paid attention to, in particular, Bulgarian colleagues. The result is the loss of the theoretical basis of the departments teaching graphic disciplines. The investigation is a loss of independence, unification with other departments. Due to the fact that employers in the field of equipment perceived the undergraduate as unacceptable engineers, unsuitable attempts were made to introduce engineering undergraduate. The deficiency of the auditor's load crushed mentoring - the invaluable quality of domestic education. It is especially important when working with 1-2 courses, due to the lack of graphics at school, insufficient training in the field of geometry, a small emphasis on analytics in the educational process. Attention is drawn to the “quiet revolution” that occurred in domestic education in connection with a competency -based approach. The educational process is built from the result to training i.e. In the opposite direction in relation to the classical scheme. Now the main in training is the employer. The relationship, mutual understanding between it and the university, the individual department unambiguously determines the quality of education. A possible dictate can turn a number of aspects of the educational process into formal or ineffective. Examples are given. In terms of forecasts, it is noted that the undergraduate will not disappear at the same time, and the specialists in the field of graphic training are faced with training using innovative approaches in the educational and production educational process within the framework of a specialty.

Hybrid warfare management of the United Kingdom

The United Kingdom achieves national security by acting in accordance with the Fusion Doctrine, as a new approach to national security that should ensure the integration of all resources of national power. The Fusion Doctrine was officially accepted in 2021 within the new national security strategy. The new strategy integrated defence, security and foreign policies into a single act which reflects the Fusion Doctrine in the best manner. The new approach to security led to organizational changes of the entire state administration system, as well as within individual departments. Special emphasis was placed on the efficient coordination of the complex state apparatus.

Перспективы развития графической подготовки студентов технических вузов

This article discusses the possibility of developing graphic training for students of technical specialties in the field of information modeling (building information modeling). Currently, building information modeling are an integral part of the construction industry all over the world, and the process of implementation in the Russian Federation is underway to maintain the competitiveness of developers both in the domestic market and in construction abroad. In parallel with the introduction in the construction sector, there are attempts to adapt information modeling in other industries. Against this background, the demand for specialists in the field of information modeling has increased, employees have to retrain not only to work with new software, but also to move away from individual creativity of individual employees or departments to collective work on one project simultaneously by all employees from their workplaces (perhaps even from different cities and countries). In parallel with this, various software being created in the field of information modeling, both in Russia and abroad, most of them are initially aimed at construction, but there are also adaptation options for other fields of activity. In this regard, the issue of actual graphic training of modern specialists has arisen: now it is not enough to teach students to create drawings using CAD and read design documentation, but it is necessary to immediately prepare students for collective creativity, responsibility to the team for the changes made to the project, and most importantly — to show the principles of work in a software product for information modeling.

Research on Personal Credit Risk Assessment Based on Data Fusion

In recent years, the domestic emphasis on systemic risk prevention has continued to increase. Chinese credit department, which is a crucial department to avoid significant systemic risks, has a particular responsibility to manage and control personal credit risks related to the lives of the public. Therefore, strengthening the management of the individual credit department, especially to guard against personal credit risks, build a data-driven quantitative model for scoring applicants’ credit, and improve the personal credit identification and evaluation methods on this basis is a vital part of individual credit risk prevention and systemic financial risk. In this paper, we first study the index system of personal credit risk identification, standard personal credit risk identification models, and some data fusion techniques. Then, we build an individual credit risk identification model based on the data fusion method on the above theoretical basis. After that, the selection of indicators was carried out among 20 variables of German credit data. Finally, an empirical study was conducted to compare the effect of the two data fusion methods on the performance of the individual credit risk identification model. The defects of single models in the personal credit risk problem domain are apparent. However, data fusion technology can help classification models to gain better uniformity in accuracy and robustness, but it also needs to be improved in terms of interpretability and promotion.

An organisational approach to improving diagnostic safety.

Diagnostic error affects up to 10% of clinical encounters and is a major contributing factor to 1 in 100 hospital deaths. Most errors involve cognitive failures from clinicians but organisational shortcomings also act as predisposing factors. There has been considerable focus on profiling causes for incorrect reasoning intrinsic to individual clinicians and identifying strategies that may help to prevent such errors. Much less focus has been given to what healthcare organisations can do to improve diagnostic safety. A framework modelled on the US Safer Diagnosis approach and adapted for the Australian context is proposed, which includes practical strategies actionable within individual clinical departments. Organisations adopting this framework could become centres of diagnostic excellence. This framework could act as a starting point for formulating standards of diagnostic performance that may be considered as part of accreditation programs for hospitals and other healthcare organisations.

Evaluation of researchers: H-Index or G-Index which is better?

H-index measures both the quantity and quality of scientific evidence of a scientist. It is a measure of individual academic success and promotions. It also provides one of the benchmarks to assess institutional research achievements and help in institutional ranking. At present, most of the National Quality Assurance bodies in our country and globally consider the H-index while evaluating the impact of research at the individual researcher level, department level, institutional level, or university level. The calculation of the H-index does not take into consideration the higher numbers of citations in any publications. However, while comparing two scientists for academic positions or two institutes for institutional ranking, the high citations should be taken into consideration. This article tries to put forth a few points comparing H-index with the G-index and explain the use of both indices while assessing the evaluation process of researchers or institutions.

Assessment of the management awareness of the use of LM methods and tools in the automotive industry

Purpose: The article presents the results of a survey on the use of methods and tools of the Lean Manufacturing (LM) concept by middle management in an automotive industry company in Poland. The conducted study will allow to assess the management's awareness in terms of knowledge of LM solutions, their use in everyday work, the impact of LM tools on improving the organization of production and occupational health and safety, and involvement in improvement projects. Knowledge, commitment, and support for employees are important factors in shaping the Lean culture in the company. The middle management, who manages the work in individual departments of this company, through appropriate attitudes and behavior builds the awareness of the entire team. The article ends with conclusions that can be treated as a form of guidance for top management to take improvement actions. Design/methodology/approach: The study of employees' awareness of the use of methods and tools of the LM concept was carried out using the survey method. The research group consisted of middle management in the automotive industry company in Poland (respondents indicated by top management). To achieve the assumed goal, a four-stage research methodology was developed. In the first stage, a questionnaire was developed, which concerned three areas: OSH, LM methods and tools, and implemented management systems. For the purposes of the study and the assumed goal, one research area was taken into account, related to the use of LM methods and tools and the awareness of the middle management staff in this area. In the second stage of the research, the research sample was characterized. In the third stage, the minimum number of respondents was determined (using the PQStat tool). In the fourth stage, the results obtained were analyzed and conclusions were formulated, which may serve as guidelines for managers responsible for continuous improvement of processes in this company. Findings: The conducted research made it possible to assess the awareness of the middle management regarding the use of LM solutions in the enterprise. The assessment of awareness was a subjective assessment resulting from the analysis of each survey question. Based on the conducted research, it was found that the vast majority of middle management has knowledge and high awareness in the field of continuous improvement, in the form of using the methods and tools of the LM concept in everyday work. Employees are aware of the impact of these solutions on various areas of activity (quality, safety, organization of production), engage in improvement projects, and identify and solve problems, but also see the difficulties associated with the implementation of LM methods and tools. The knowledge and awareness of middle management translate into the attitudes and behavior of production employees, which affects the culture of continuous improvement of the company. Based on the research results, areas requiring improvement were also identified. Research limitations/implications: The conducted survey research was limited to assessing the awareness of a specific group of respondents, i.e. middle management. The direction of further research should focus on assessing the awareness of production employees to obtain more complete information related to shaping the Lean culture in this company. Practical implications: The conducted research may provide important information for the management staff on the awareness of middle management in the application of solutions of the LM concept in this company. The research results also allow to identify areas requiring improvement actions. Social implications: The article discusses issues related to the awareness and involvement of employees that shape the culture of continuous improvement in organizations. Originality/value: The analysis of the literature for the years 2018-2023 showed that there is a research gap regarding the assessment of awareness of the LM concept among employees of automotive companies. Therefore, the article refers to the study of the awareness of middle management in the use of LM methods and tools in the automotive industry - in a large company in Poland. Keywords: management awareness, Lean Manufacturing, continuous improvement, Toyota culture, Lean culture. Category of the paper: research paper, case study.

ОСОБЕННОСТИ ОЦЕНКИ РЕЗУЛЬТАТИВНОСТИ УПРАВЛЕНИЯ ТАЛАНТАМИ В ОБРАЗОВАТЕЛЬНЫХ ОРГАНИЗАЦИЯХ

The article is devoted to an urgent problem – talent management in an educational organization. In order to face the system of the state education system and on the basis of the identified features of educational organizations, the necessity of introducing a talent management system into the personnel management system of an educational organization is shown. The talent management system of an educational organization should be integrated into its strategic documents (development plans for individual departments, institutes (faculties), the organization's development strategy). For a comprehensive assessment of the effectiveness of the Talent management System, a model of a comprehensive assessment of the effectiveness of the Talent management System in an educational organization is proposed, which includes five main functions (evaluation categories) of the talent management system: 1) recruitment (R – recruitment of personnel); 2) development (P – personnel development); 3) continuity (S – succession in personnel management); 4) engagement (E – personal engagement); 5) satisfaction (SS – staff satisfaction), and the resulting function – "retention", which is an integral indicator of performance, which is reflected in the retention of talented employees of the organization. In order to assess the effectiveness, criteria and performance indicators of the Talent Management System in an educational organization are proposed, as well as a formalized approach to assessing the maturity levels of the Talent Management System, including five levels (from initial to expert), is proposed. The proposed model assumes systematic self–assessment in order to continuously improve the Talent Management System, as a subsystem of personnel management of an educational organization, and aimed at retaining talents, and ultimately at ensuring the competitiveness of an educational organization.

ОЦЕНКА СОСТОЯНИЯ И РЕЗУЛЬТАТОВ ДЕЯТЕЛЬНОСТИ ОБРАЗОВАТЕЛЬНЫХ УЧРЕЖДЕНИЙ, ОБЕСПЕЧИВАЮЩИХ РЕАЛИЗАЦИЮ ЖИЗНЕННОГО ЦИКЛА ВЫСОКОТЕХНОЛОГИЧНОЙ ПРОДУКЦИИ

The article presents the structure of indicators characterizing the functioning of an educational institution, consisting of four levels: private indicators characterizing individual department subjects, generalized indicators characterizing individual departments and related structures, generalized indicators characterizing individual faculties, integral indicators characterizing an educational institution. The stated methodological apparatus allows, using the formed rules and indicators included in them, to carry out an objective assessment in a fixed year of the state and results of the activities of educational institutions that ensure the implementation of the life cycle of high-tech products.

The impact of the COVID-19 pandemic on hospital functioning and mortality among non-COVID-19 patients

Introduction: The pandemic resulted in significant changes in the work organization within medical facilities, mainly hospitals, which were handling the largest numbers of people infected with SARS-CoV-2. The objective of the study was to analyse the impact of the COVID-19 pandemic on the functioning of Antoni Jurasz University Hospital No. 1 in Bydgoszcz as a whole, as well as consider individual departments. Material and methods: The data were acquired from the database of Antoni Jurasz University Hospital No. 1 in Bydgoszcz and included: the average length of hospitalization, number of hospitalizations, and number of deaths, as well as COVID-19 status. Information was collected for each month in the 2020–2021 period with a distinction between specific departments. Results: The highest percentage of COVID-19 hospitalizations as well as the highest percentage of COVID-19 deaths were noted from October 2020 to May/June 2020 and in November and December 2021. Correlations between new monthly COVID-19 cases in Kuyavian-Pomeranian Voivodeship and several parameters (average length of hospitalization, total number of hospitalizations, mortality among non-COVID-19 patients) have been established for selected departments. Conclusions: The analysis of the two years of the COVID-19 pandemic in Antoni Jurasz University Hospital No. 1 in Bydgoszcz, Poland, found in selected departments a significantly increased in-hospital mortality, decreased number of hospitalizations, and decreased length of stay. Departments exhibiting an opposite impact of the pandemic on the average length of hospitalization were identified.

Positive experiences of specialist assistants and physicians with respect to the delegation research project StaerkeR : Evaluation of the training and experiences within the framework of this project

The delegation of medical services to rheumatology assistants (RFA) has proven to be safe and effective in the evaluation of the research project "StaerkeR". Afterwards, the experiences of the participating RFAs and rheumatologists with delegation were surveyed and discussed within the framework of an opinion research project. At the end of the project, the participating RFAs and rheumatologists were surveyed via an online questionnaire (quantitative analysis) (21questions for physicians and 44questions for RFAs). In addition, focus group meetings were held for the RFAs, which were led by amoderator and asecretary. The results of the focus group sessions (qualitative analyses) were analyzed according to the structured method of Kuckartz. All 31RFAs and 25rheumatologists involved in the project participated in the online surveys and 9RFAs took part in the 2focus groups. In the online surveys, both the RFAs and the rheumatologists gave predominantly good to very good ratings with respect to RFA training, the implementation of delegation in the practices and outpatient clinics, the role of the RFAs and the overall evaluation of the delegation concept. In the focus group discussions, many possible limitations regarding acceptance and implementation of the delegation concept were mentioned. The delegation of medical tasks to RFAs is aconcept that is positively assessed and highly accepted by both sides, the rheumatologists and the RFAs. In acomparison between the individual practices and hospital outpatient departments, there is still aclear heterogeneity with respect to the willingness and logistical possibilities in the implementation of the delegation concept.

Частини особливого призначення в боротьбі з повстанським рухом на Волині

Метою статті є висвітлення створення радянською владою Частин особливого призначення на Волині. Визначення їх ролі в боротьбі з місцевим повстанським рухом та осередками підпільних антибільшовицьких організацій регіону. Методологія. При написанні статті використані базові принципи історичного пізнання: історизму, науковості, об’єктивності. Конкретні пошукові завдання дослідження вирішувались засобами проблемно-хронологічного (оптимальне залучення тематичної літературно-джерельної бази); історико-порівняльного (аналіз різних джерел та формування відповідних положень й висновків дослідження); критичного аналізу (критичне ставлення до різних джерел) методів. Наукова новизна полягає у комплексному дослідженні генези створення та діяльності Частин особливого призначення на Волині, їх участі в боротьбі з повстанським рухом регіону на основі неопублікованих джерел. Введено до наукового обігу і проаналізовано новий джерельний матеріал, зокрема архівні документи, важливі для розкриття проблеми. Висновки. Новостворені підрозділи ЧОН Волині активно були включені в боротьбу з повстанським рухом ще на етапі свого формування. Восени 1921 р., готуючись до Другого зимового походу влада застосувала їх для оборони основних міст на маршрутах руху повстанських груп Юрія Тютюнника. Після поразки цього походу повстанський рух регіону дещо пішов на спад. Новою загрозою для радянської влади стала підпільна антибільшовицька організація ­– Волинська повстанська армія. Участь у її ліквідації також взяли підрозділи ЧОН. Після цього повстанську діяльність продовжували лише окремі керівники і відділи. Значно активізувались кримінальні елементи. В таких умовах потреба в існуванні великих підрозділів ЧОН відпала, їх функції успішно виконували правоохоронні органи. Тому влітку 1924 р. почалось їхнє розформовування.

In Search of Differences in the Perception of Safety Climate by Employees of an International Manufacturing Company.

The implementation of effective workforce safety programmes ought to be linked to an understanding of the specificity of the work in the organisation concerned, taking into consideration the assessment of the level of safety expressed by the professional group representing it at the executive level. The main purpose of the study presented in the paper, which is part of a broader project of researching safety culture in the organisation, is a diagnosis of the safety climate in the Polish branch of an international manufacturing company. The following research question was formulated: Is the examined international manufacturing company a homogeneous organisation from the point of view of assessing its safety culture? The research was exploratory. In total, 203 respondents, which amounts to 35% of the employees, participated in the study. The selection of the sample was representative-in proportion to the number of employees in individual departments and their positions in the examined organisation. The presented paper includes an analysis of the results obtained on the basis of the abbreviated version of the Safety Climate Questionnaire, a self-developed tool to assess ten separate dimensions of safety climate. The results of a single-factor analysis of variance (ANOVA) along with post hoc tests prove that there is a statistically significant difference between the respondents representing different positions in the organisation and different areas of employment. The position held in the company significantly differentiates the employees in a statistically significant way-in eight out of eleven diagnostic areas, including the Summary Safety Climate Indicator (SSCI). In the case of department, statistically significant differences were found in seven out of eleven diagnostic areas. Education proved to be the factor that differentiates the respondents the least in terms of the assessment of workplace safety climate. Statistically significant differences occurred only in three out of eleven diagnostic areas. The observed differences in the assessment of the dimensions of workplace safety climate point to the need for the promotion of more diversified and individualised measures, taking into account the specificity of work and the nature of hazards in a given position, and the creation of practical safety programmes not only in the procedural and technical dimensions but also in social and psychological ones.

The National Provider Identifier Taxonomy: Does it Align With a Surgeon’s Actual Clinical Practice?

IntroductionThe taxonomy code(s) associated with each National Provider Identifier (NPI) entry should characterize the provider’s role (e.g., physician) and any specialization (e.g., orthopedic surgery). While the intent of the taxonomy system was to monitor medical appropriateness and the expertise of care provided, this system is now being used by researchers to identify providers and their practices. It is unknown how accurate the taxonomy codes are in describing a provider’s true specialization. MethodsDepartment websites of orthopedic surgery and general surgery from three large academic institutions were queried for practicing surgeons. The surgeon’s specialty and subspeciality information listed was compared to the provider’s taxonomy code(s) listed on the National Plan and Provider Enumeration System (NPPES). The match rate between these data sources was evaluated based on the specialty, subspecialty, and institution. ResultsThere were 295 surgeons (205 general surgery and 90 orthopedic surgery) and 24 relevant taxonomies (8 orthopedic and 16 general or plastic) for analysis. Of these, 294 surgeons (99%) selected their general specialty taxonomy correctly, while only 189 (64%) correctly chose an appropriate subspecialty. General surgeons correctly chose a subspecialty more often than orthopedic surgeons (70 versus 51%, P = 0.002). The institution did not affect either match rate, however there were some differences noted in subspecialty match rates inside individual departments. ConclusionsIn these institutions, the NPI taxonomy is not accurate for describing a surgeon’s subspecialty or actual practice. Caution should be taken when utilizing this variable to describe a surgeon’s subspecialization as our findings might apply in other groups.

A Comprehensive Overview of Academic Radiation Oncology Departmental Efforts in Diversity, Equity, and Inclusion

<h3>Purpose/Objective(s)</h3> Consistent and intentional promotion of diversity, equity, and inclusion (DEI) efforts within healthcare is a critical step to eliminate health inequities. While health systems and medical schools have traditionally promoted such efforts through dedicated offices and leaders, individual departments within institutions are increasingly organizing to create formal, department-level DEI initiatives. Although considerable work has been done to examine and improve DEI efforts in radiation oncology (RO), little data are available describing current departmental-level DEI efforts. The purpose of this study was to examine and describe current RO departmental-level DEI efforts, obstacles, successes, and perceived impact. <h3>Materials/Methods</h3> Department chairs and or program directors from 124 RO departments with affiliated medical schools were contacted to inquire whether their department had a formal DEI leader. An invitation to participate in an anonymous survey was sent to DEI leaders from June to July 2021. Electronic surveys consisted of multiple choice, five-point Likert-type scale, and open-ended free-text questions regarding demographics of RO DEI leaders, existence of a DEI committee, involvement of other department members, connection with the institution, departmental DEI activities, support for DEI activities, barriers to success, and perceptions of impact. Descriptive statistics and qualitative summary of free text responses were reported. <h3>Results</h3> Among the 124 RO departments contacted, there were 85 respondents (68.5% response rate). Of the respondents, 48 (56.5%) reported having a departmental DEI leader and were invited to participate with a total of 34 (70.8%) participants completing the survey. DEI leadership demographics included 25 women (73.1%), 28 assistant or associate professors (82.2%), and 18 identifying as of non-White race or Hispanic ethnicity (53.6%). Of the 19 (55.9%) departmental DEI committees, over half (n=10, 52.6%) started in 2020 or later. Resources for DEI efforts were not commonly provided, with only a few respondents reporting receipt of administrative support (38.2%), funding (29.4%), protected time (23.5%), or increased compensation (23.5%). Among respondents, the perceived impact of DEI initiatives included an increased culture of respect (89.7%) and an improved awareness of both healthcare inequities (75.9%) and systematic/structural racism (79.3%). <h3>Conclusion</h3> Departmental DEI efforts are increasingly common within RO, however, the structure, resources, and recognition associated with DEI work are variable. Additional dedicated resources and recognition for these efforts will help ensure a culture of inclusive excellence for the RO workforce and patients.

Social Media Presence Across U.S. Neurosurgical Residency Programs and Subspecialties

U.S. Neurosurgery programs are increasingly utilizing social media accounts. We performed a search and analysis of social media accounts across all U.S. neurosurgical training programs with an attempt at understanding the relative utilization by various sub-specialties. We compiled a list of all ACGME accredited U.S. neurosurgery programs and the faculty. Each faculty member was classified based upon their subspecialty. Next, the Twitter, Facebook, and Instagram profiles were extensively searched for the number of followers and posts. We analyzed 110 programs with 1829 clinical faculty. Programs with a larger number of faculty (p = .035;χ2=13.528) and residents (p = .003; χ2= 11.865) were more likely to have a social media account. Likewise, faculty and resident number had a positive correlation to Twitter (p = .037 for faculty size; p = .008 for residents' size) and Instagram followers (p = .003 for faculty size; p < .001 for residents size). We additionally found a significant association between subspecialty type and the presence of a Twitter and Instagram account (p = .001; p = .028) and the number of followers (p = 0.004; p = 0.013), especially the vascular and oncology subspecialties. Many U.S. neurosurgical programs have social media accounts with larger programs likely to have a social media accounts. While there is a larger percentage of spine faculty within individual departments, vascular and oncology subspecialties are more likely to have a Twitter account. We suggest the need for increased engagement amongst spine faculty across social media platforms.

Post Graduate Student Research Capacity Development: Through the Eyes of a Student Mentorship

Research capacity development in most African countries has been by and large hampered by inadequate infrastructure, poor remuneration and inability to mentor graduate students. While the capability of funding is a vital condition, however, there are a number of concrete initiatives that could be taken by the higher education and research institutions themselves. This may include the strengthening of graduate study improvements in the management of research and the pooling of resources within the individual departments, faculties as well as across institutions. In 2001, the University of the Western Cape initiated the Post Graduate Enrolment and Throughput (PET) project (division for post graduate studies) with the aim of helping post graduate students to complete their theses within a reasonable time frame while at the same time conducting workshops on research skills, technical assistance and research fund applications, among other issues. This paper discusses the post graduate peer mentoring experiences initiated by the University of the Western Cape. The experience of the writing coaches is discussed in relation to research productivity, capacity building, skills in practice and process of research, and contribution to post graduate student output. Furthermore, the paper focuses on the best practice and models arising from these experiences, and suggests a peer mentorship model to develop research capacity at institutional level, taking into account institutional strategic priorities.

Use of mHealth tools to register birth outcomes in low-income and middle-income countries: a scoping review

ObjectiveAccurate reporting of birth outcomes in low-income and middle-income countries (LMICs) is essential. Mobile health (mHealth) tools have been proposed as a replacement for conventional paper-based registers. mHealth could provide...

British Nuclear Medicine Society Clinical Guideline for bone scintigraphy.

This guideline must be read in conjunction with the British Nuclear Medicine Society (BNMS) Generic guidelines. The purpose of this guideline is to assist specialists in Nuclear Medicine and Radionuclide Radiology in recommending, performing, interpreting and reporting the results of bone scintigraphy studies. This guideline could also be used to help individual departments formulate their own local protocols. This does not aim to be prescriptive regarding technical aspects of individual camera acquisitions, which should be developed in conjunction with the local medical physics expert.

Инженерная графика в свете расставания с болонским соглашением

The situation that has developed as a result of the signing by Russia of the Bologna agreement is considered and an attempt is made to evaluate the prospects for leaving it. It is noted that the introduction of undergraduate and master's master has broken a classic domestic system of higher education. A reference is made to the work of specialists who predicted serious problems of building undergraduate in the sphere of professional activity. In relation to graphic training, two aspects are considered: undergraduate and competency -based approach to education. The undergraduate has greatly cut off not only the audit load, but also the total number of hours to study disciplines. The specified deficit gave rise to the exclusion of drawing geometry from a number of educational standards. This trend was paid attention to, in particular, Bulgarian colleagues. The result is the loss of the theoretical basis of the departments teaching graphic disciplines. The investigation is a loss of independence, unification with other departments. Due to the fact that employers in the field of equipment perceived the undergraduate as unacceptable engineers, unsuitable attempts were made to introduce engineering undergraduate. The deficiency of the auditor's load crushed mentoring - the invaluable quality of domestic education. It is especially important when working with 1-2 courses, due to the lack of graphics at school, insufficient training in the field of geometry, a small emphasis on analytics in the educational process. Attention is drawn to the “quiet revolution” that occurred in domestic education in connection with a competency -based approach. The educational process is built from the result to training i.e. In the opposite direction in relation to the classical scheme. Now the main in training is the employer. The relationship, mutual understanding between it and the university, the individual department unambiguously determines the quality of education. A possible dictate can turn a number of aspects of the educational process into formal or ineffective. Examples are given. In terms of forecasts, it is noted that the undergraduate will not disappear at the same time, and the specialists in the field of graphic training are faced with training using innovative approaches in the educational and production educational process within the framework of a specialty.