Archive for the ‘Free Software’ Category

ANZ in talks to buy KKR’s accounting software firm in reported $3 bln deal – Reuters

A pedestrian is reflected in the window of a branch of the Australia and New Zealand Banking Group (ANZ) in central Sydney, Australia, October 25, 2017. REUTERS/Steven Saphore

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July 13 (Reuters) - Australia and New Zealand Banking Group Ltd (ANZ.AX) said on Wednesday it was in talks with private equity giant KKR & Co (KKR.N) to buy software firm MYOB Group, in a deal that local media has pegged at over A$4.5 billion ($3.04 billion).

ANZ's confirmation of the news comes at a time when major Australian banks have been divesting non-core operations to simplify their businesses and focus on their core competency, lending.

ANZ's larger 'Big 4' rival Westpac Banking Corp (WBC.AX) has sold its general insurance arm and some of its financial advisory business in the past two years, while Commonwealth Bank (CBA.AX) exited a near two-decade investment in China's Bank of Hangzhou (600926.SS) earlier this month. read more

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Aggressive hikes by the central bank to rein in inflation have rudely awaken banks from pandemic-era near-zero interest rates, keeping margins under pressure.

As rising rates now have the housing market in a chokehold, banks are knuckling down on their lending operations. In such an environment, analysts have cast doubts on ANZ's decision to buy an accounting software company from a PE firm at a hefty price.

KKR had taken MYOB private for A$1.6 billion in a 2019 deal, which was one of its biggest acquisitions in Australia at the time. (https://www.reuters.com/article/myob-m-a-kkr-idINKCN1RF0BX)

Banks do not necessarily need to own accounting platforms as they have products which take data from such platforms to approve loans and accurately access cash flow risks, Jefferies analysts said in a note.

Morningstar analyst Nathan Zaia said he would "rather not see so much capital deployed in a non-banking business, especially buying a business from private equity."

ANZ may be looking to win market share in small and medium enterprise (SME) lending through an integrated banking and accounting offering, but there are less capital-intensive ways of doing that, Zaia said.

While KKR declined to provide additional details on the deal, ANZ wasn't immediately available for further comments but said in a statement that no deal has been reached. It also did not disclose the deal value.

ANZ's shares closed 1.2% lower at A$22.43 on Wednesday, when its "big four" peers closed higher.

($1 = 1.4780 Australian dollars)

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Reporting by Indranil Sarkar and Harshita Swaminathan in Bengaluru; Editing by Amy Caren Daniel and Rashmi Aich

Our Standards: The Thomson Reuters Trust Principles.

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ANZ in talks to buy KKR's accounting software firm in reported $3 bln deal - Reuters

Calendly: Here’s what you need to know about the scheduling tool – Siliconrepublic.com

Depending on what Calendly plan you pay for, you can avail of integrations with other platforms such as Salesforce, Zoom, Slack and Outlook.

Calendly makes software for teams to schedule, prepare and follow up on external meetings. It helps workers automate their meetings schedules, making the process of arranging meetings less time consuming and more efficient.

The company was founded in Atlanta, Georgia by Nigerian-born entrepreneur Tope Awotona in 2013. It currently has around 10m users globally.

The platform is useful for individuals as well as larger teams. It claims to save users up to four hours of time per week. While that may be a fairly bold claim, theres no doubt that Calendly is a useful tool to have in your arsenal if youre in the sort of job that requires a lot of meetings. And once youve set it up, it will do all the hard work for you.

When you sign up for Calendly, it asks you to pick a personal URL or username that best represents you. Its a good idea to pick something simple such as your first name and last name, your initials, your organisation, or a combination of those.

Next, it will ask you to select what times you are free in a given working week. You can change your availabilities later on, following this initial set-up process.

You can personalise your experience by letting Calendly know what your role is within your organisation. There are several options to choose from, such as: interview scheduling, leader and entrepreneur, freelance and consultant, sales and marketing and customer success. If your role isnt listed within these options, theres an other option too.

Once youve completed that process, youll be able to see your Calendly dashboard, which is integrated with your email calendar schedule. Calendly will send you an email notifying you that your 14-day free trial has started.

The email will prompt you to think of a specific meeting you host over and over again. You can customise your pre-built template card (this is labelled 30-Minute Meeting) on the Homepage to use as a template for that meeting.

To customise the template, click the settings cog on the top right of the template card. Then click edit on the drop-down menu that appears. Next, youll be taken to a form which lets you fill in details about the meeting, such as its name and location.

You can also set options for people to book the meeting with you based on your availability in the future. Scroll back to the top of the page and click Save & Close.

This will generate a shareable link of your calendar and availability which you can send via email to a client, colleague, or friend. They will see your availability and they can select a time that suits them within these windows.

You can click on your scheduled events to view your meetings schedule. This list can be filtered with a click to view past, upcoming or pending meetings.

You can change your availability by clicking on Availability on the menu bar on the top of the screen. Your regular working hours will be listed as your default schedule, however, you can also add a new schedule by clicking on the + New Schedule tab beside your default one.

On your default schedule, you will see a list of days of the week with boxes beside them. You can click in these boxes to select or deselect your availability. By clicking on the time-stamps, you can edit the times you are available and add overtime.

Calendly integrates with most of the tools you use in your daily working life. It integrates with Zapier, Salesforce, Zoom, Slack, Outlook, iCloud Calendar, Google Calendar and Google Meet.

Theres also an option to embed your availability page on your website with WordPress, Wix and Squarespace integrations. This gives clients the option to view your schedule when they visit your website.

Calendly itself has detailed instructions on how to set this up.

Calendly interface on desktop and a smartphone. Image: Calendly

Depending on whether youre an individual user or your team is using Calendly, you can avail of different payment plans. As mentioned above, everyone who signs up for Calendly gets a 14-day free trial on the Teams plan. After that ends, you are downgraded to the basic plan.

Some integrations are not available on certain lower-priced plans, so thats worth keeping in mind.

The free plan lets you have one calendar connection, one active event type and unlimited one-off meetings. (Calendar connections are email addresses connected to the platform.)

The Essentials plan is $8 per month. It includes two calendar connections, the option to create unlimited event types, help centre access, the ability to add Calendly to your website, customisable booking links and automated event notifications. It is suited to individual users.

The Professional plan will set you or your organisation back $12 per month, and offers additional features including custom integrations, unlimited event types, live chat support for teams of more than 10, six calendar connections per person, automated workflows and customisation options.

The Teams plan is the most popular plan for organisations, according to Calendly. It costs $16 per month. It includes all the features from the Professional plan as well as a Salesforce integration and live chat support. This is the plan you will be offered during your two-week trial.

Large organisations can opt for the Enterprise plan which doesnt have any set price. It offers all the Teams plan features and others such as onboarding and implementation, member support via email and SAML single sign-on.

If you decide to pay for Calendly and you want to learn more about the different features it offers, check out the website.

Calendly also offers anyone who signs up for a free trial a free webinar. Youll get an email notifying you when the next one you can join is. The webinar covers things like scheduling meetings with Calendly. You can also ask questions and request a recording of the webinar if the time its held at doesnt suit you.

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Calendly: Here's what you need to know about the scheduling tool - Siliconrepublic.com

Opinion: Being a writer was central to my identity. Then I was forced to write with my voice – The Globe and Mail

Illustration by The Globe and Mail

Gabrielle Drolet is a journalist and cartoonist based in Montreal.

Im writing this with voice-to-text. It isnt going well.

Im sitting at my desk, my laptop propped up in front of me with a small black microphone beside it. As I write, I say everything you would usually type on a keyboard out loud: I say the words, period, comma, semicolon; I say, italicize; I say new paragraph and delete sentence. I also say profanities when the software misunderstands me, which is often.

Ive been typing this way for about a year, I say.

Ive been typing this way for amount here, the computer writes.

About a year, I repeat, raising my voice and enunciating each word clearly.

A mountain here, it types.

Damn it, I mutter.

Damn it, it types.

I laugh at this a sound the computer tries to process but cant and I give up, using my mouse to go back and fix the mistake manually. This short act of clicking, deleting and typing sends pain shooting down my forearms and fingers.

My computer and I play this game every day to varying degrees of frustration: I try to type something, and it finds increasingly absurd ways to mishear me. At this point, this is more funny than anything else. Ive become used to writing this way, and better at ignoring the typos until it comes time to edit the article or essay Im working on. I let the computer write up whatever it thinks Im saying and come back to it when a draft is done.

There are times when the computer gets it so wrong that I can barely remember what I was trying to say entire paragraphs needing to be decoded like hieroglyphs. However, for the most part, I get by with voice-to-text just fine.

Most days, I even like writing this way. I like leaning back in my chair and holding the mic up to my chin, orating an article like Im telling a story (albeit with out-loud punctuation). It feels natural. I like watching the words appear on screen as I speak them, too. But I didnt feel this way a year ago.

In February, 2021, I developed a nerve condition that would affect almost every part of my life, both professionally and personally. The condition, called thoracic outlet syndrome, was the result of overwork and bad ergonomics. The pandemic meant I was suddenly spending all my time working from home, writing hunched over my laptop on the couch like a goblin instead of upright at a desk.

The damage could have been minimal, but was made severe because I was misdiagnosed twice by physiotherapists, giving my symptoms the chance to progress beyond the point of being manageable. Pain manifested itself in my entire upper body, starting at my neck and spreading down through my arms and into my hands. Some days it was numbness instead of pain, my fingers turning red and swelling up as feeling left them entirely.

When this all started, I was a creative writing masters student also working as a freelance journalist. This is to say that my life revolved around writing a task that was suddenly extremely difficult for me. Any time spent at a keyboard caused my symptoms to flare up, my pain growing sharp or my hands becoming too numb to type at all. Writing with pen and paper wasnt a viable alternative, bringing on the same symptoms.

Those early days were scary and disorienting. I suddenly had to change the way I lived and worked without much time to properly adapt. Given that writing was central to both my academic and professional life, I wasnt able to take a beat and figure out how best to reapproach it. Instead, I dove headfirst into the world of voice-to-text, playing around with the free software available online.

If voice-to-text is still sometimes challenging today, it felt impossible when I was starting. I had yet to invest in an external microphone, so the software misunderstood me more than ever. I spoke so loudly that I was practically yelling, and most of my sentences still appeared so mangled on the screen I couldnt make out what I was trying to say. My symptoms were also at their peak, so supplementing my voice with a mouse and a keyboard was less of an option than it is now. However, the hardest part wasnt just getting the right words down; it was the fact that the words no longer sounded like my own.

We dont often have to think about this, but the way we speak is incredibly different from the way we type or put pen to paper. Like most writers, years of practice had shaped my written voice into one I was proud of and familiar with: It had a certain cadence and style that felt like it was recognizably mine. As I started speaking my work out loud, that style eroded away until it was lost to me. I found myself unable to achieve the same voice I had before, no matter how hard I tried. This, more than anything else, made me tailspin.

When I say I started using voice-to-text, I want to be clear that this wasnt just for writing articles and essays; it was for everything. Emails, text messages, tweets, grocery lists everything was suddenly spoken out loud. For the most part, this all worked just fine (though I was embarrassed at speaking into my phone in front of friends or in public, which I pushed myself to overcome). Odd and unexpected problems cropped up, though.

Hey comma what are we doing for dinner tonight? Id once asked my then-partner after work.

Did you just say the word comma out loud? My partner laughed.

I frowned. Did I?

I had, and it was a mistake I would continue to make. As I spent entire days writing with my voice, I became hyperaware of where punctuation went in my spoken sentences, sometimes letting it slip out conversationally. This problem was especially apparent when I read anything out loud, whether to myself or others: I would read the punctuation, too, forgetting that its only supposed to live on the page.

Voice-to-text was changing the way I spoke, thought and interacted with the world. But the area where I struggled most was still my relationship with creative writing. What was difficult wasnt just using voice-to-text itself it was the fact that my identity had long felt closely tied to my written voice, which was starting to feel irreparably different.

As I complained to my friends and peers about my challenges with writing, I had a hard time explaining what, exactly, the problem was. They would recommend solutions (new software, different microphones), but the issue wasnt technical.

The harder I tried to speak in my writing voice, emulating what my old stories and articles sounded like, the worse my work sounded. It became awkward and stilted. I felt like a high-schooler fulfilling an assignment to do a pastiche of another writer, never fully able to attain her style.

Its easy for what we do to feel closely tied to who we are. This can be especially true in creative fields, where our identities become wrapped up in work all too often. Being a writer was a bigger part of my identity than Id realized until writing itself became physically difficult. As my voice shifted, I found myself grieving for it. Who was I, if not the writer Id always been?

Writing stopped being something I enjoyed. More than that, it became something I was embarrassed by. Every time I handed in work to professors or editors, I always wanted to attach the disclaimer that it wasnt really my work.

Im better than this! I wanted to yell. This isnt me!

No matter how often I was reassured that the way I was writing was fine, if a little different, I convinced myself it wasnt. As my voice shifted and changed, I had the sense that it wasnt really my voice any more at all.

It goes without saying that Im far from the only writer who uses voice-to-text, though its hard to know how many of us do. Author Richard Powers writes this way by choice, explaining it makes his work sound more natural. Dan Brown reportedly writes his early drafts using dictation software, too. But the practice of dictation has been around long before computers have, and there are countless examples of it throughout literary history.

Agatha Christie wrote her novels using a Dictaphone, getting a typist to write them out afterward, while Winston Churchill famously dictated his speeches to a secretary. Other famous writers turned to dictation as a way to work while disabled, as I have. John Milton dictated all of his later poems, including Paradise Lost, after going completely blind in his 40s. Well into his career, novelist Henry James hired a secretary to take dictation when rheumatism made writing too painful and difficult.

All the way back in the 19th century, James was experiencing the same issues Ive grappled with: He found his writing style changed when he spoke his stories out loud, saying he was too diffuse when he dictated. Eventually, however, he became so used to writing by speaking that it apparently became second nature.

Ive thought a lot about why shifting to voice-to-text was so difficult for me (beyond the technical issues). When dictation has been around for hundreds of years and is present in mainstream publishing today, why did it feel like a life-altering obstacle?

Looking back, its clear that there were a few factors at play here. Chief among them is the fact that I didnt want to accept that I was disabled that my issue was chronic, and I would need to alter how I lived in a long-term, maybe even permanent way. I wasnt ready to think of how disability might affect who I was and how I engaged with the world around me. I opted, instead, to reject it altogether. Rather than leaning into a new way of writing, I grasped and grieved for the way Id done it before, feeling my sense of self slip away.

I spent almost a full year this way. I pushed myself to type with my hands whenever my symptoms were remotely better, which ultimately made them worse. I avoided writing for fun, only doing it when I had to.

Things didnt shift until my understanding of disability did. As I slowly came to understand what it meant to be disabled and made other friends who were, I also accepted that the way I navigated the world would simply have to change, and that included how I wrote. Coming to this realization might have been easier if we spoke about disability and accessibility more often and openly say, if Id known that disabled writers have turned to dictation for hundreds of years.

Today, my hands are much better than they were when this all started over a year ago. Still, I mostly write with voice-to-text, being careful not to push myself just because I can. Its a big part of both my professional and personal life, and Ive learned to appreciate both the nuance and the humour in this. (After all, theres something deeply funny about shouting at a computer alone in my office or saying the words, colon, closed parentheses, when I want to send a smiley face in a text.)

Despite the fact that I still sometimes struggle with the logistical sides of voice-to-text, having those little arguments with the computer every day, Ive learned to celebrate the perks of it. I can identify the ways in which my writing sounds more conversational and to the point, more reflective of the way I speak. I can hear my vocal cadences in some of my written work, and genuinely appreciate that. And though my writing will probably never be the same as it was, Im learning thats not a bad thing.

Im still a writer, even if I have to say it out loud.

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Opinion: Being a writer was central to my identity. Then I was forced to write with my voice - The Globe and Mail

Prevent the exit interview: How CIOs can rethink tech assignments to aid talent retention – CIO Dive

Technology workers are a hot commodity in the age of sky-high salaries and massive sign-on bonuses. One area where employers are struggling to connect with workers is showing them the possibilities of a mid- to long-term career arc and why staying is in their best interest.

Software engineer Ben Shive was at an inflection point in his career path after several years at a transport software company. A larger firm bought his company in 2020 and, as the acquisition progressed, he was left to maintain one particular piece of software essentially on his own. Shive felt maxed out.

Then an offer came through LinkedIn to join Meta as a software engineer. The possibility to pick projects was an enticing selling point.

"It's almost the complete opposite," said Shive of the dynamics of his new role. "You largely direct what you want to work on."

Workers in tech are quitting in drovesto upgrade their compensation, move to more senior roles or seek out more meaningful work. And it's a candidate's market. There are far more positions open than available talent.

To retain workers, executives must align skills and internal needs. A well built resource management practice can help ensure projects are assigned to the right people, and top talent has the runway to see what's next in their careers.

But communication, training and flexibility are essential.

Companies should allow talent to flow naturally to problem areas they can spot and solve, said Miles Ward, CTO at SADA, a cloud solutions provider. For cloud architects especially, retention hinges on giving professionals leeway to find a place of higher impact by themselves.

"It's too late to catch employees once they've already decided that the next right step for them is into another organization."

Adam Glaser

SVP of Engineering at Appian.

A project could be second or third place in priority to executive leadership, but first place in terms of an organization's ability to reap benefits, according to Ward. Assigning workers to specific projects is, perhaps, the wrong approach, he said.

Talent retention is an uphill battle, particularly in tech where workers have the lowest intent to stay in their jobs compared to other corporate functions,according to Gartner data. Employers across industries are seeking workers to backfill open roles, with job postings in June up 62% versus the same month last year, CompTIA found.

With demand up, there's even more urgency to make sure technology experts are satisfied in their roles. Staff can't feel engaged by the work they're doing unless they're aware of the ultimate purpose, said Ryan Downing, VP and CIO, Enterprise Business Solutions at Principal Financial Group, who oversees a team of 3,000 technologists for the financial services company.

"The key thing we really try to continue to focus on is: how do we have our team members really have a line of sight into why this work matters?" said Downing.

There's a clear connection between the daily projects a worker interacts with and how satisfied they feel in a job. Projects can also shape a person's long-term career path.

"Assignments are incredibly important to a person's career growth and happiness," said Joyce Brocaglia, founder and CEO at executive search firm Alta Associates.

And it may seem self-explanatory, but retaining talent as they develop and grow is good for business. After all, talent is typically the biggest investment a company makes, said Ward.

"If not carefully managed, it's really easy for people to work on stuff that doesn't make much business impact," said Ward.

"The key thing we really try to continue to focus on is: how do we have our team members really have a line of sight into why this work matters?"

Ryan Downing

VP and CIO at Principal Financial Group

To find the sweet spot where business needs are met and employees are happy there needs to be an ongoing conversation between managers and workers, Downing said.

The numbers back up this strategy: Employers acting on employee feedback on a regular basis were 11 times more likely to have high levels of retention compared to employers that fail to act on that feedback,a study from Perceptyx found.

In Shive's perspective, there's peril in letting one-on-one check-ins become simply a technical review of projects in progress.

"[Managers should] listen to what they're most interested in talking about both technically and personally," he said.

One tool that can help determine whether employees feel connected to their work is data analytics, said Adam Glaser, SVP of Engineering at Appian.

"The first step in understanding how to retain talent is knowing how talent is doing," said Glaser.

Training is next. If there's a mismatch between the tasks an employee is assigned to do and their skills, training in new areas with high-demand inside the company can help align company goals with employee satisfaction.

At Principal Financial Group, 1,700 employees have gone through AWS training in the last eight months, according to Downing. "We've seen over a 375% increase in AWS certifications from the previous year."

Despite technology leaders' best efforts, workers will still quit. The demand for talent is just too high. Switching to a proactive rather than reactive approach is key, according to Glaser.

"It's too late to catch employees once they've already decided that the next right step for them is into another organization," Glaser said. "We've done a couple of different things to try and invert that model."

While not officially referred to as "stay" interviews, the concept is the opposite of an exit interview. Leadership at Appian checks in on existing staff regarding specific questions about what they're excited about, what they're doing and what they would like to be doing instead. But companies need to be willing to make changes to their assignments.

"Assignments are incredibly important to a person's career growth and happiness."

Joyce Brocaglia

Founder and CEO at executive search firm Alta Associates

At SADA, a resource management practice helps the company understand where skills are going and how to ensure people are working on engaging projects, according to Ward.

"It's kind of like human resources but it's more about the day-to-day blocking and tackling of which skills are required for which projects in which sequence, to be able to get the maximum effect not only for our internal stuff, but certainly for the projects we take on for the customers," Ward said.

And with workers seduced by higher compensation elsewhere, the onus is on executives to connect workers with a path toward growth.

"That sets all of us up to operate efficiently," Wards said. "Even as new staff come in all the time and as a few staff [members] find their next best thing."

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Prevent the exit interview: How CIOs can rethink tech assignments to aid talent retention - CIO Dive

Three-dimensional conditional generative adversarial network-based virtual thin-slice technique for the morphological evaluation of the spine |…

This retrospective study was approved by the Osaka University Clinical Research Review Committee, and the requirement for informed consent was waived by the Osaka University Clinical Research Review Committee. All methods were carried out in accordance with relevant guidelines and regulations. Patients who underwent CT for evaluation of aortic or cardiac disease were eligible for inclusion in this study because we obtained a single scan in one breath-hold from the supraclavicular area to the symphysis pubis in these patients, whereas separate scans were obtained for the chest and abdominopelvic regions in other patients. Enrolled were 73 consecutive patients who underwent CT between January and February 2019 or between December 2020 and January 2021 (50 men and 23 women; age range, 2591years; mean age, 72.9years). The clinical indications for CT in these patients are listed in Table 1.

CT was performed using a 160- or 320-slice CT scanner (Aquilion Precision, Canon Medical Systems, Otawara, Japan, n=34, or Aquilion ONE GENESIS Edition, Canon Medical Systems, n=39). A pre-contrast scan was performed in all patients from the supraclavicular area to the symphysis pubis during a single breath hold. Tube current was adjusted individually using an auto-exposure control technique with a standard deviation setting of 15. The remaining scan parameters were as follows: tube voltage, 120kVp; rotation time, 0.5s; helical pitch, 0.83. Although post-contrast scans were also acquired in 31 patients, only the pre-contrast images were used in this study.

From the raw data of each patient, two sets of axial images were reconstructed, with a slice thickness/interval of 4/4 and 1/1mm. A hybrid iterative reconstruction algorithm (AIDR 3D, Canon Medical Systems) with a weak strength setting was applied. The remaining reconstruction parameters were as follows: kernel, FC03; reconstruction field of view, 350mm (pixel size, 0.680.68mm).

VTS is a conditional-GAN based algorithm. Thick-slice images with slice thickness/intervals of 310mm were randomly simulated from real thin-slice images by down-sampling with Gaussian smoothing. A pair of original thin-slice images and simulated thick-slice images were used to train the VTS generator in the GAN framework (Fig.1). The generator is an encoder-decoder type architecture with skip connections inspired by U-Net to reconstruct high resolution images. The role of the discriminator is to enable the generator to output virtual thin-slice images that are hard to distinguish from real ones. Both the generator and the discriminator are composed of 3D Convolutional Neural Networks. The conditioning labels (e.g. slice interval) associated with input thick images are fed into the discriminator to improve the accuracies of super resolution. While generator training, L1 loss was calculated in addition to adversarial loss, to minimize the pixel-wise intensity difference between the original (ground truth) and the generated thin-slice images, as these should be as close as possible. VTS software is a function of the PACS viewer (SYNAPSE SAI Viewer Version 1.0, FUJIFILM, Tokyo, Japan), which has regulatory approval in Japan. The training CT data for this software contained CT images of various body parts (head, chest, abdomen, and legs) obtained with scanners of various manufacturers. Thus, the software can be applied to any part of the body. The generated VTS images were isotropic with voxel size of 111mm. The details of the VTS technique have been presented at a previous conference, and the manuscript is available for reference on the preprint server14. VTS software was applied to the 4-mm-thick data set of each patient to generate 1-mm-thick VTS images.

Adversarial training framework for thickthin slice translation of CT images.

Two radiologists familiar with abdominal radiology (9 and 6years experience) independently reviewed the sagittal images reformatted from 4-mm-thick images and the VTS images and evaluated the visibility of the intervertebral spaces in each of four regions: cervical, upper thoracic, lower thoracic, and lumbar spine. They reviewed these images on a commercially available workstation (SYNAPSE VINCENT version 5.3.001, FUJIFILM), and assigned a score using the following 4-point scale: 4, all intervertebral spaces are visible; 3, most intervertebral spaces are visible but some are unclear; 2, most intervertebral spaces are unclear; 1, no intervertebral spaces are visible. The radiologists were informed that the images for evaluation were either 4-mm-thick or VTS images, but were blinded to the patients identity, medical background, and the reconstruction protocol used.

Two radiologists familiar with abdominal radiology (16 and 9years experience), different to the radiologists who performed the qualitative assessment, independently measured the height of the first thoracic (Th1) and first lumbar (L1) vertebrae on sagittal reformatted images made from each of the 4-mm-thick, true 1-mm-thick, and VTS data sets. Height was measured at the anterior border of each of these vertebrae. The absolute values of the difference between the measured heights on the 4-mm-thick and true 1-mm-thick images (D1) were calculated, as well as the absolute values of the difference between the measured heights on VTS and true 1-mm-thick images (D2). The absolute percentage errors between the measured heights on the 4-mm-thick and true 1-mm-thick images (%Error1) was also calculated by dividing D1 by the measured height on true 1-mm-thick images, as well as the absolute percentage errors between the measured heights on VTS and true 1-mm-thick images (%Error2). Measurements were performed using a workstation (SYNAPSE VINCENT version 5.3.001).

The same two radiologists who performed the qualitative assessment also independently evaluated the possible presence of compression fracture using the sagittal reformatted images constructed from each of the 4-mm-thick images and the VTS images. They classified the likelihood of compression fracture in all vertebrae using the following 4-point confidence score scale: 1, probably no fracture present; 2, indefinite presence of fracture; 3, fracture probably present; and 4, fracture definitely present. Before the assessment, they were informed that a confidence level of 3 or 4 would be considered a positive finding for the calculation of sensitivity and positive predictive value (PPV). The criteria for compression fracture used in this study were: 1, ratio of the anterior height of the vertebra (AH) to the posterior height (PH) <0.75; 2, ratio of the central height of the vertebrae (CH) to AH or PH<0.8; 3, height of a vertebra reduced by >20% compared with those above and below15. The reference standard was determined by two other radiologists (16 and 9years experience) who evaluated the presence or absence of compression fracture on sagittal images reformatted from the true 1-mm-thick images, in consensus.

Visual scores regarding the visibility of intervertebral spaces were compared using Wilcoxon signed rank test. The absolute values of the difference in measured vertebral heights (D1 and D2) were compared using paired t-test. The absolute percentage errors of the measured vertebral heights (%Error1 and %Error2) were also compared using paired t-test. Interobserver agreement for each of D1 and D2 was evaluated by intraclass correlation coefficient (ICC). To analyze diagnostic performance for detecting compression fracture, jackknife free-response receiver-operating characteristic (JAFROC) analysis was performed using JAFROC software (JAFROC Version 4.2.1, http://www.devchakraborty.com). This software computes the figure of merit (FOM), which is defined as the probability that a lesion is rated higher than the highest rated non-lesion on a normal image16. In the present study, JAFROC1 was used rather than JAFROC or JAFROC2 because of its high statistical power for human observers17. For all tests, a P value less than 0.05 was considered significant.

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Three-dimensional conditional generative adversarial network-based virtual thin-slice technique for the morphological evaluation of the spine |...