bec中級(jí)成績(jī)等級(jí)劃分說(shuō)明，相信大家都很想知道吧，下面我就給大家分享一下！

bec中級(jí)成績(jī)等級(jí)劃分說(shuō)明

1、BEC初級(jí)(BEC P)考試成績(jī)說(shuō)明：

通過(guò)等級(jí)：D、M、P;D為Pass with Distinction(優(yōu)異)、M為Pass with Merit()、P為Pass(通過(guò))

未通過(guò)等級(jí)：A2：未通過(guò)BEC初級(jí)，但將獲得A2級(jí)劍橋英語(yǔ)證書(shū)、F:F為Fail(未通過(guò))

缺考：X(部分缺考)、Z(全部缺考)

成績(jī)未到：Q、V

2、BEC中級(jí)(BEC V)考試成績(jī)說(shuō)明：

通過(guò)等級(jí)：A、B、C

未通過(guò)等級(jí)：B1：未通過(guò)BEC中級(jí)，但將獲得B1級(jí)劍橋英語(yǔ)證書(shū)、F:F為Fail(未通過(guò))

缺考：X(部分缺考)、Z(全部缺考)

成績(jī)未到：Q、V

3、BEC高級(jí)(BEC H)考試成績(jī)說(shuō)明：

通過(guò)等級(jí)：A、B、C

未通過(guò)等級(jí)：B2：未通過(guò)BEC高級(jí)，但將獲得B2級(jí)劍橋英語(yǔ)證書(shū)、F:F為Fail(未通過(guò))

缺考：X(部分缺考)、Z(全部缺考)

成績(jī)未到：Q、V

那么B1和B2證書(shū)有什么用

在BEC 商務(wù)英語(yǔ) 成績(jī)說(shuō)明中有一項(xiàng)B1和B2成績(jī)，很多同學(xué)對(duì)這個(gè)成績(jī)非常困惑，不知道B1和B2有什么用，對(duì) 留學(xué) 、求職、升遷有沒(méi)有用。下面小森結(jié)合劍橋大學(xué)外語(yǔ)考試部的官方說(shuō)明，為大家做一個(gè)簡(jiǎn)單的解讀。

劍橋大學(xué)外語(yǔ)考試部旗下的所有考試都與歐洲現(xiàn)代語(yǔ)言教學(xué)大綱（Common European Framework of Reference, CEFR）相對(duì)照，以便簽證機(jī)構(gòu)、高等 教育 機(jī)構(gòu)、跨國(guó)企業(yè)及政府組織在全球范圍內(nèi)采用同一標(biāo)準(zhǔn)，衡量來(lái)自不同地區(qū)申請(qǐng)者或應(yīng)聘者的英語(yǔ)水平。BEC考試的B1成績(jī)對(duì)應(yīng)雅思成績(jī)4-5分，B2成績(jī)對(duì)應(yīng)雅思5.5-6.5分。根據(jù)英國(guó)和歐洲等國(guó)對(duì)于留學(xué)申請(qǐng)的英文水平要求，B2及以上成績(jī)即可申請(qǐng)留學(xué)簽證。

劍橋BEC商務(wù)英語(yǔ)中級(jí)考試真題

Evaluating the performance of the board

Few employees escape the annual or twice-yearly performance review. (0) .....G......The answer is not a great number. And the smaller the company, the fewer checks there are on how well the directors are doing. Some of the largest companies formally assess the performance of their board, but very few new or growing companies have managed to get round to establishing any such procedure.

Many business experts believe, however, that it is important for all companies to review the performance of the board. (8) .............Another reason is that the board itself needs information on how well it is doing, just as much as other employees do. For the chief executive, appraisal of some sort is absolutely essential for his or her own sake and for the good of the company. Indeed, many of those who have reached this level remark on how lonely the job of chief executive is and how few opportunities they get to discuss issues relating to it.

There is some evidence to show that once smaller companies put a board appraisal process in place, they find this process relatively easy to operate. (9) .............Their counterparts in larger organisations, however, are often afraid that appraisals could be a challenge to their status.

So, how should companies assess their board? (10) .............At a very basic level,this could simply mean getting all the directors to write down what they have achieved and how they can improve on it. At the other end of the scale is the full '360-degree' appraisal. Here, each director is appraised in a systematic manner by a combination of the chairman and fellow directors.

In the largest companies there are many methods for assessing the board. A number of such companies have self-assessment schemes. The chairman may meet each board member individually to ask how things are going, in a fairly informal way. The whole board might also meet to talk about its progress in open session. (11).............These might ask for people's opinions on the board's main tasks or on how well the committees are working.

Research indicates there has been some improvement in the way the appraisal of board members is conducted. (12) .............The chairman will have been involved directly or indirectly in the appraisal of all members of the board. Whose job is it, then, to appraise the chairman?

A It is often the case that the directors of such companies are even happy to receive criticism, as this can prevent them from making basic mistakes.

B The rest of the workforce sees it as unfair if the directors are the only members of the company to escape appraisal.

C These are encouraging as they put a limit on the power of the chairman to assess fellow directors.

D Alternatively, questionnaires might be distributed to directors, forming the basis for future discussion.

E One issue remains, however, when all the others have been dealt with.

F It is generally agreed that it is the chairman's responsibility to ensure the regular appraisal of each member of the board.

G However, one wonders how many companies have in place a formal appraisal process for their board of directors.

劍橋BEC考試真題答案

商務(wù)英語(yǔ)中級(jí)《Evaluating the performance of the board》，評(píng)估董事局的表現(xiàn)。眾所周知一個(gè)公司里面是經(jīng)常對(duì)員工的表現(xiàn)進(jìn)行評(píng)估的，那么誰(shuí)又來(lái)評(píng)估董事局的表現(xiàn)呢?這篇 文章 講了對(duì)董事局表現(xiàn)進(jìn)行評(píng)估的重要性和一些 方法 。

第八題，前面說(shuō)對(duì)董事局的表現(xiàn)進(jìn)行評(píng)估是很重要的。空格后面的 句子 中有another reason，可見(jiàn)這個(gè)第八空應(yīng)該填入對(duì)董事局表現(xiàn)進(jìn)行評(píng)估原因的句子。B符合這一特點(diǎn)，為什么要進(jìn)行評(píng)估，因?yàn)椤叭绻麤Q策層是公司唯一逃避評(píng)估的成員的話(huà)，其他的員工會(huì)視之為不公平?！?/p>

第九題，前面說(shuō)小公司會(huì)發(fā)現(xiàn)這種評(píng)估過(guò)程更容易操作?？崭窈竺嬉粋€(gè)however，說(shuō)大公司的決策層會(huì)認(rèn)為評(píng)估是對(duì)他們地位的一種挑戰(zhàn)?？梢?jiàn)這個(gè)空格應(yīng)該填入表示小公司愿意接受評(píng)估的句子。A符合這一特點(diǎn)：通常這些公司的決策層會(huì)很樂(lè)意接受批評(píng)，因?yàn)檫@可以防止他們犯錯(cuò)誤。這里的such companies是個(gè)暗示，可以和前面的smaller companies對(duì)應(yīng)上。

第十題，前面問(wèn)怎樣對(duì)公司的董事局進(jìn)行評(píng)估。那么很明顯，后面跟的句子應(yīng)該和評(píng)估的方式方法有關(guān)。符合這一標(biāo)準(zhǔn)的只有F：一般認(rèn)為確保對(duì)董事局里每個(gè)成員的定期評(píng)估是主席的責(zé)任。也就是說(shuō)是依賴(lài)于主席進(jìn)行評(píng)估。responsibility是個(gè)關(guān)鍵詞。

第十一題。第五段依然是講評(píng)估的方法，具體的過(guò)程。空格的前面說(shuō)主席可以單獨(dú)會(huì)見(jiàn)董事局的每一個(gè)成員，或者是集體在一起談話(huà)?？崭窈竺嬲f(shuō)這些可以詢(xún)問(wèn)人們關(guān)于董事局主要任務(wù)以及委員會(huì)的工作進(jìn)展情況的意見(jiàn)。ask for people’s opinion是個(gè)關(guān)鍵點(diǎn)，什么可以詢(xún)問(wèn)人們的觀(guān)點(diǎn)?調(diào)查。選D，questionnaires是個(gè)關(guān)鍵的暗示：或者，也許可以給經(jīng)理們分發(fā)調(diào)查問(wèn)卷，形成未來(lái)討論的基礎(chǔ)。

第十二題，這一空前面說(shuō)有調(diào)查顯示對(duì)董事局成員進(jìn)行評(píng)估的方法有所改善?？崭窈竺鎭?lái)了一個(gè)疑問(wèn)，提出沒(méi)有人評(píng)估主席?？梢?jiàn)第十二題有轉(zhuǎn)折的意思，選E，有關(guān)鍵的連詞however,而且E的one issue remains，正好對(duì)應(yīng)最后一段最后一句話(huà)的一個(gè)問(wèn)題。內(nèi)容上也吻合。