An Evaluation of the Performance of RANSAC Algorithms for Stereo Camera Calibration
评委职责的英文作文带翻译

In various domains, from academic competitions to talent shows, the role of judges is crucial. Judges hold the responsibility of evaluating performances, projects, or submissions impartially and providing constructive feedback. This essay delves into the multifaceted responsibilities of judges and emphasizes the significance of their roles in different contexts.
评委的首要责任是对提交物或表演进行公正评估。他们必须搁置个人偏见或偏好,仅基于预先定义的标准评估每一项作品。例如,在一场歌唱比赛中,评委应该专注于音域、音高准确度、舞台表现和情感表达等因素,而不是个人对特定流派或表演者的偏好。
2. **Expertise and Knowledge** 专业知识和经验
Judges should conduct themselves with professionalism and respect towards participants, fellow judges, and the audience. They should maintain a courteous demeanor, listen attentively to presentations or performances, and avoid making derogatory remarks. Even if they disagree with a submission or performance, judges should express their critiques in a constructive and respectful manner. By upholding professional conduct, judges foster a positive atmosphere conducive to learning and growth.
performance evaluation理工英语4

performance evaluation理工英语4 Performance EvaluationIntroductionPerformance evaluation is a crucial process in assessing the effectiveness and efficiency of individuals, teams, or organizations. It involves the systematic assessment and measurement of performance against predetermined goals, objectives, and standards. This article aims to explore the concept of performance evaluation, its significance in various contexts, and the different methods used for evaluation.Defining Performance EvaluationPerformance evaluation is defined as the systematic process of assessing and reviewing an individual's or organization's performance in relation to established goals and objectives. It involves analyzing the quality, quantity, and timeliness of work, as well as the overall contribution towards achieving desired outcomes.Significance of Performance EvaluationPerformance evaluation plays a critical role in various contexts, including:1. Employee Performance Evaluation: In organizations, performance evaluation helps assess employees' job performance, identify areas for improvement, and determine reward and promotion opportunities. It provides valuable feedback and helps create a performance-driven culture.2. Team Performance Evaluation: Evaluating team performance is essential for identifying strengths and weaknesses, enhancing collaboration, and optimizing resources. It enables organizations to allocate tasks effectively, promote teamwork, and achieve collective goals.3. Organizational Performance Evaluation: Assessing the overall performance of an organization is essential for strategic planning, decision-making, and performance improvement. It helps identify areas requiring attention and enables organizations to align their objectives with key performance indicators (KPIs).Methods of Performance EvaluationThere are several methods used for performance evaluation, depending on the nature and context of evaluation:1. Rating Scales: This method involves using predefined scales to rate employees' performance against specific criteria. It provides a structured approach and simplifies the evaluation process. However, it can be subjective and may not capture the full extent of performance.2. 360-Degree Feedback: This method involves obtaining feedback from multiple sources, including supervisors, subordinates, peers, and customers. It provides a holistic view of an individual's performance and promotes a comprehensive understanding of strengths and areas for improvement.3. Objective Measurements: Objective measurements involve quantifying performance based on quantifiable data, such as sales figures, production output, or customer satisfaction ratings. This method provides a precise assessment of performance but may not capture qualitative aspects.4. Self-Assessment: Self-assessment encourages individuals to reflect on their performance and identify areas for improvement. It promotes self-awareness, accountability, and personal development. However, it may be biased and influenced by individuals' perceptions.5. Behavioral Observation: This method involves directly observing individuals' behavior in specific work-related situations. It provides valuable insights into work habits, interpersonal skills, and adherence to organizational values. However, it can be time-consuming and may not capture performance in all areas.ConclusionPerformance evaluation is a vital process for assessing and improving individual, team, and organizational performance. It helps organizations align their objectives, motivate employees, and ensure efficient resource allocation. By using appropriate evaluation methods, organizations can drive continuous improvement and achieve long-term success. It is essential for organizations to establish clear evaluation criteria, provide constructive feedback, and support employee development to maximize the benefits of performance evaluation.。
绩效评估考核(Performanceappraisalandassessment)

绩效评估考核(Performance appraisal and assessment)The so-called performance appraisal, is through the system method and principle to assess and measure employees in the work of the behavior and effect. The results can affect the staff salary adjustment, bonuses and job rise and fall, career design and many other vital interests. The ultimate goal is to improve the performance of employees, while achieving business goals, improve employee satisfaction and future sense of accomplishment, and ultimately to achieve "win-win" development of enterprises and individuals". But it is also a "double-edged sword", well used to maximize the enthusiasm of employees and tap the potential of employees; on the contrary, it will undermine employees, and bring negative impact on enterprise development. The following 10 years of work experience, we should talk about the current situation and existing problems of enterprise staff performance appraisal, as well as suggestions for effective performance appraisal.First, the correct management idea of performance appraisal has not been successfully implanted in EnterprisesTo carry out performance appraisal work, the first question is why we should carry out performance appraisal work. This problem is not clear, and it will inevitably lead to blind performance appraisal. To carry out performance appraisal, the core problem is to achieve the strategic goal of the enterprise. Enterprises in the implementation of the performance appraisal, it is necessary to do a good job of propaganda and training, but the training and publicity if there is no real intention to highlight the performance appraisal, performance appraisal can not let employees understand very well, so the performanceappraisal is very difficult to achieve the goal.But in many enterprises, performance management is only senior managers in the little master, did not get a good promotion at the grassroots level, in the implementation process will inevitably lead to such problems, and some departments will think the performance appraisal is the human resources department that has nothing to do with other departments within the enterprise. At the same time, in the performance evaluation system design, the pursuit of one step in the design of indicators, without considering the actual situation of the enterprise, then some of the assessment will be difficult to achieve good results in actual operation.Two, the assessment indicators are primary and secondary, and the design is not reasonable enoughPerformance appraisal is a scientific measurement and evaluation of employees' job performance with various techniques and methods to meet the needs of personnel selection, allocation and training, as well as organizational change and development. There is no doubt that performance appraisal is a work, and it is a highly technical work. Therefore, the performance evaluation of the program design and formulation of a high demand. Normally, we are used to complete the mission, from the perspective of organization development, to design and establish evaluation scheme, and the scheme is the result of some cover and contain everything, non quantitative indicators were artificially "quantified", the "quantitative index" ready to accept either course caused by the examiners and examinees were at a loss.Three, the implementation of the organization is not enoughAmerican management scientist Larry Idy and Ram Charan in "execution: put forward how to complete the task of learning" in the book: not because of business failure often take the wrong strategy, but because of the good strategy is not performed correctly, ineffective implementation is the real cause of business failure.Business strategy and planning are important, but only execution can make them potentially useful. A lack of executive power of enterprise will make it work out the strategy and eventually become a mere scrap of paper, so is the performance appraisal. A good assessment system can not be carried out well, but it is also a waste of effort. There is a process to realize the strategic goal of an enterprise. The concrete process is execution, and executive ability is the ability to change the strategic vision into reality. The executive power of an enterprise is determined by three key factors, namely strategy, personnel and operation process. The effective implementation of performance appraisal also needs the coordination of personnel and the selection of the method of implementation and the process control.The author knows from many enterprises,More and more workers and even some executives believe that the performance appraisal is a kind of form, not to play its due role in the human face, not essential; performance appraisal is so feeble. The author believes that the main reason for thisdecline in the execution may be: (1) performance evaluation related to inadequate training; (2) the performance appraisal is not high-level practical support; (3) the performance appraisal index itself is unreasonable, contributed to the subjectivity and uncontrollable sex; (4) effect interpersonal relationship; (5) subordinate departments, the lack of effective communication mechanism; (6) "to advance inertia and culture to the people".Four, performance appraisal results and rewards and punishments are not equalFor enterprises, performance management is a part of corporate culture, fair and scientific performance appraisal can optimize its organizational structure, improve the overall performance, performance management for employees, create a positive work environment, through the performance appraisal, the staff to correctly understand their own advantages and disadvantages, and the development direction of the self correction, so as to get more opportunities and greater development performance.But at present, many enterprise managers regard performance appraisal as the task and requirement of the enterprise or superior. Therefore, in the process of assessment, the work attitude is not serious, the examination form is unitary, and the work is done carelessly. After that, the performance appraisal results are shelved. On the whole, performance appraisal results will have little impact on the final pay of the person being evaluated and the promotion of the future position. The intensity of punishment is not consistent withthe results of performance appraisal, to give material and spiritual rewards for the performance of employees are not significant, employee punishment for poor performance is not enough, this will inevitably lead to employees' work enthusiasm is not high, thus losing the purpose of the performance appraisal. In dealing with the assessment results on the one hand to ensure the fairness and justice, on the other hand also from the human point of view, considering the differences in temperament of employees, take individual mode of communication, the performance feedback to be assessed, and help them to find causes analysis, the result is good or bad, so as to arouse by re assessment of the rise of hope, to establish confidence in the work, and they help enterprises grow together and progress.。
performance evaluation国开英语作业

Performance Evaluation in the WorkplacePerformance evaluation is a crucial aspect of any organization, as it not only gauges the productivity of employees but also helps in aligning individual goals with the overall objectives of the company. In this assignment, we will explore the various facets of performance evaluation, its importance, and how it can be effectively implemented in the workplace.Performance evaluation is a process that assesses the degree to which an employee has met the expectations set out in their job description. It typically involves objective measures of an employee's work, such as the quantity and quality of their output, as well as subjective measures, such as their attitude, professionalism, and teamwork.The importance of performance evaluation cannot be understated. Firstly, it provides a clear understanding of an employee's strengths and areas for improvement. This information can then be used to develop training programs or provide guidance on how to improve specific skills or behaviors. Secondly, it acts as a motivator for employees to work harder and excel in their respective roles. By knowing that their performance is being evaluated, employees are more likely to put in extra effort to achieve better results. Finally, it also helps in maintaining a high standard of work ethics and professionalism within the organization.To ensure that performance evaluation is conducted effectively, several key factors need to be considered. Firstly, clear and SMART (Specific, Measurable, Achievable, Relevant, Time-bound) goals should be set for each employee. These goals act as a roadmap for employees to guide their work and measure their progress. Secondly, regular feedback and supervision are essential. Employees should be appraised on a regular basis and provided with constructive criticism on their performance. This feedback should be given in a timely manner to allow for any necessary adjustments or improvements.Moreover, performance evaluation should be conducted fairly and objectively. Biases and subjective opinions should be minimized by using objective criteria and reliable assessment methods. To ensure transparency, the evaluation process should be well-documented and communicated clearly to employees. They should be informed about the evaluation criteria, how their performance will be measured, and how the evaluation will be used to inform decisions about their future within the organization.In conclusion, performance evaluation is a critical component of organizational success. It not only helps in assessing individual performance but also acts as a tool for development, motivation, and maintaining high standards of work ethics. By implementing fair, objective, and well-communicated evaluation processes, organizationscan ensure that their employees are performing at their best and aligning their efforts with the overall objectives of the company.。
绩效评估 英文

绩效评估英文Performance EvaluationPerformance evaluation is a crucial process used by organizations to assess the performance and productivity of their employees. It aims to determine how well employees are performing their assigned tasks and meeting their objectives. This process plays a vital role in enhancing employee performance, identifying their strengths and weaknesses, and providing them with appropriate feedback and guidance for improvement.There are several methods used for performance evaluation, each with its own advantages and limitations. The most commonly used method is the traditional performance appraisal, which involves the supervisor providing feedback to the employee based on their performance throughout the year. This method is often considered subjective due to the reliance on the supervisor's observation and judgment. However, if implemented effectively, it can provide valuable insights into an employee's performance.Another widely used method is the 360-degree feedback, which involves obtaining feedback from multiple sources, including peers, subordinates, and supervisors. This method provides a comprehensive assessment of an employee's performance from various perspectives. It helps to eliminate biases and provides a more accurate evaluation of an employee's strengths and weaknesses. However, it can be time-consuming and requires careful coordination among various stakeholders.Goal setting is another important component of performanceevaluation. By setting clear and measurable goals, employees have a benchmark against which their performance can be evaluated. It also helps employees to focus their efforts and align their actions with the organizational objectives. However, goals must be realistic and attainable to promote motivation and enhance performance.In addition to evaluating individual performance, organizations also evaluate team performance. This includes assessing how well team members collaborate, communicate, and achieve their collective goals. Team performance evaluation helps identify areas where the team can improve and encourages collaboration and synergy among team members.Performance evaluation should not be viewed as a one-time event but rather an ongoing process. Regular and timely feedback is essential for employees to understand how they are performing and to make necessary adjustments. It is important for supervisors to provide constructive feedback that highlights both areas of improvement and commendable performance. This helps employees to develop their skills, overcome weaknesses, and enhance their overall performance.While performance evaluation aims to improve employee performance, it is also crucial to consider the impact of the organizational culture and work environment on performance. Factors such as leadership, training, and resources can significantly influence an employee's ability to perform their job effectively. Organizations need to provide a supportive and conducive work environment that promotes employee development and motivation.In conclusion, performance evaluation is a critical process that helps organizations assess employee performance and productivity. It involves various methods, such as traditional performance appraisal and 360-degree feedback, to provide a comprehensive assessment of an employee's performance. The process should be ongoing, with regular feedback and goal setting, and should consider the influence of the organizational culture and work environment on performance. By implementing effective performance evaluation processes, organizations can improve employee performance, identify areas for improvement, and foster a culture of continuous learning and development.。
Performance Evaluation and Management(绩效评估和管理)

3. Supervisor, after consulting with the employee, establishes the criteria for assessing the accomplishment of the objectives
Time consuming, must be disciplined to log in incidents, reveals critical behaviors that can be fed back easily.
Difficult to develop, time consuming, great for providing specific feedback to aid in improving performance.
oriented, does not engage in comparisons among employees.
9 - 18
MBO Program Process (1 of 2)
1. Supervisor and employee conduct meetings to define key tasks of the subordinate and to set a limited number of objectives (goals)
5. Discuss the evaluation with the employee
6. Make decisions and file the evaluation
பைடு நூலகம்
河南城建学院三好学生申报流程

河南城建学院三好学生申报流程1.申报三好学生需要填写申请表格,注明个人基本信息和所获荣誉。
Filling out the application form for the title of excellent student requires providing personal information and listing the honors received.2.申请人需要提供学校认可的证明材料,包括成绩单、奖状等。
Applicants need to provide school-recognized proof materials, including transcripts and certificates of awards.3.申请人需要找到一位老师或者指导员担任推荐人,并填写推荐信。
Applicants need to find a teacher or counselor to act asa recommender and fill out the recommendation letter.4.推荐人需要介绍申请人的学习情况、品德表现等,以及对申请人的评价。
The recommender needs to introduce the applicant's academic performance, moral behavior, and provide anevaluation of the applicant.5.所有申报材料都需要在规定的时间内提交到学院学生工作办公室。
All application materials need to be submitted to the Student Affairs Office of the college within the specified timeframe.6.学生工作办公室会进行初审,核实申请材料的真实性和完整性。
质量分析报告英语

质量分析报告英语Quality Analysis Report1. IntroductionThe purpose of this quality analysis report is to provide an evaluation of the overall quality of a product or service. This report will analyze various quality factors such as reliability, performance, usability, and customer satisfaction.2. MethodologyTo ensure a thorough analysis, the following methods were utilized:2.1. Reviewing product specifications and requirements: The initial step involved a detailed review of the product specifications and requirements to understand the intended quality standards.2.2. Conducting tests: Various tests were conducted to evaluate the product's reliability, performance, and usability. These tests included stress testing, load testing, and user experience testing.2.3. Collecting feedback: Feedback was collected from end-users through surveys and interviews to understand their level of satisfaction with the product.3. Results and AnalysisBased on the methodology mentioned above, the following observations were made:3.1. Reliability: The product demonstrated a high level of reliability during stress testing. It was able to handle an increased workload with minimal issues or failures. However, a few minor bugs were identified during the testing process, which were promptly fixed.3.2. Performance: The performance of the product was found to be satisfactory. It met the specified performance requirements and responded well to peak load scenarios. However, there were occasional instances of latency during heavy usage, which need to be addressed to improve overall performance.3.3. Usability: The product was evaluated for its ease of use and user-friendliness. The feedback from end-users indicated that the product was intuitive and easy to navigate. However, there were a few areas where user instructions could be clearer to provide a seamless experience.3.4. Customer Satisfaction: Overall, the product received positive feedback from end-users. They appreciated its reliability and performance. However, there were a few areas where the product fell short of expectations, such as the occasional latency issues mentioned earlier. Addressing these concerns would lead to a higher level of customer satisfaction.4. RecommendationsBased on the analysis conducted, the following recommendations are suggested to improve the quality of the product:4.1. Bug-fixing: Continuous monitoring and bug fixing should be performed to eliminate any remaining issues or bugs identified during the testing process.4.2. Performance optimization: The latency issues observed during heavy usage need to be addressed by optimizing the product's performance. This can be achieved by identifying bottlenecks and implementing appropriate performance improvements.4.3. User instruction enhancement: User instructions should be reviewed and enhanced to provide clearer guidance to end-users. This willensure a smoother and more seamless user experience.4.4. Customer feedback incorporation: The feedback collected from end-users should be carefully analyzed and incorporated into the ongoing development process. This will help address any existing shortcomings and improve overall customer satisfaction.5. ConclusionIn conclusion, this quality analysis report provides a comprehensive evaluation of the product's reliability, performance, usability, and customer satisfaction. The report highlights areas of strength as well as areas for improvement, with specific recommendations to enhance the quality of the product. By implementing these recommendations, the product can achieve higher levels of customer satisfaction and meet the desired quality standards.。
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An Evaluation of the Performance of RANSAC Algorithms for Stereo Camera Calibrationcey,N.Pinitkarn and N.A.ThackerImaging Science and Biomedical Engineering,Stopford Building,University of Manchester,Oxford Road,Manchester,M139PTcey@AbstractThis paper compares the use of RANSAC for the determination of epi-polar geometry for calibrated stereo reconstruction of3D data with more con-ventional optimisation schemes.The paper illustrates the poor convergenceefficiency of RANSAC which is explained by a theoretical relationship de-scribing its dependency upon the number of model parameters.The need foran a-priori estimate of outlier contamination proportion is also highlighted.A new algorithm is suggested which attempts to make better use of the solu-tions found during the RANSAC search while giving a convergence criteriawhich is independent of outlier proportion.Although no significant benefitcan be found for the use of RANSAC on the problem of stereo camera cal-ibration estimation.The new algorithm suggests a simple way of improvingthe efficiency of RANSAC searches which we believe would be of value in awide range of machine vision problems.1IntroductionMany problems in machine vision require the reconciliation of sampled data with a known model and specifically the parameterisation of this model.Given a multi-variate non-linear smooth function,denoted by,where is the vector of unknown variables, our task is to search the-dimensional space for a location which gives the best statistical interpretation of the data.This process is often achieved using an optimisation strategy which attempts to uncover the parameter set which describes the data whilst accounting for the expected noise in the system.Thefinal goal of the optimisation is to recover the global extremity(minimum or maximum)of whatever cost function is being employed.The recovery of local extremities is a fundamental issue in optimisation algorithms and usually arises because either the sampled data is insufficient(unlikely to be the case in most well sampled situations)or the starting condition of the algorithm prohibits the algorithm from locating the global extremity.The optimisation process must move from one location to another,on the surface defined by the cost,towards the minimum.If the starting location for the search is not on a direct downhill path to the global minimum it will often not be found.The recovery of optimal solutions is also affected by outlier data which,by definition,cannotbe accounted for by the model,but also cannot be excluded from the data without extra knowledge.Unfortunately,the majority of image interpretation tasks involve the analysis of data which cannot be perfectly segmented prior to interpretation.Thus the majority of model based scene interpretation algorithms must be able to deal with outliers.The Random Sample and Consesus(RANSAC)algorithm of Fischler and Bolles[1] searches for suitable solutions directly using the data,repeatedly constructing solutions from randomly sampled minimum subsets which are not related to any concept of an error surface and thus are not restricted to either an assumption of smoothness or the computational form of the objective function.In contrast to most optimisation algorithms which attempt to maximise the quantity of data used to identify a solution,RANSAC con-structs solutions from the minimum subset of data necessary(e.g.two points for a line). Provided sufficient repetitions are performed RANSAC is expected to identify solutions computed from outlier free data.To ensure this is the case the objective function used with RANSAC must be robust to outlier data and so the use of a simple least squares metric is unsatisfactory.The scope of applicability for the algorithm is great and potentially en-compasses algorithms based on optimisation with or without the use of local derivatives. The use of RANSAC as a wrapper around closed form solutions to vision problems gives potential scope for utility to these otherwise brittle(non-robust)approaches.RANSAC gives us the opportunity to evaluate any estimate of a set of parameters no matter how ro-bust or accurate the method that generated this solution might be.The RANSAC method could thus be considered as an ideal approach to the solution of many machine vision problems.However,the random nature of the search makes direct use of RANSAC as an optimisation algorithm inefficient.2The Problem of Epi-Polar EstimationOver recent years several papers have been published which have defined practical solu-tions for the automatic estimation of the camera motion parameters[4,3,12]either for calibrated stereo or motion estimation.The common goal of these algorithms is to recover the epi-polar geometry or Essential matrix which describes the rotation and translation of the single moving camera(ego-motion)or between two spatially separated cameras (stereopsis)from pairings of matched image features.The problem can be expressed as;(1) where is the3D position of camera1,is the3D position of camera2and and are the rotation and translation matrices necessary to move between these two. The epi-polar geometry is defined by a plane passing through the optical centres of the two cameras and a point in the world.The constraint can be formulated by manipulating equation1thus;(2) or in terms of image plane co-ordinates;(3) where is the Essential matrix and and are the vectors of matched feature points in image plane co-ordinates.This constraint is attributable to Longuet-Higgins[10].Ifthe intrinsic camera parameters are unknown and thus and are only known in pixel co-ordinates then the Fundamental matrix can be computed where;(4) where and are the calibration matrices of the two cameras.Although many of the published methods for estimating or have practical utility there has been no systematic study into the comparative performance of these approaches. We have therefore decided to use this area as a test ground for the comparative evalua-tion of RANSAC as an approach to the robust identification of global optima in data with severe outlier contamination.In what follows the optimisation methods described in pre-vious publications are compared in terms of convergence efficiency and a new method is introduced which attempts to make better use of the data available to the RANSAC algorithm.2.1Trivedi-SimplexThe Trivedi-Simplex algorithm[5]attempts to recover epi-polar geometry(3rotation and 3translation minus one scaling factor)by minimising the epi-polar errors of matched cor-ners on the image plane.This is achieved by comparing the suggested epi-polar solution to all known matches using a robust M-Estimator[7]which accounts for the expected accuracy of the corner features in order to minimise contamination with outlier data,thus;data,however equation10of appendix B demonstrates the-th power dependency of the RANSAC algorithm on the number of samples.Thus using anything but the min-imum number of parameters is computationally expensive.Instead we use the minimum number of points and rely on the RANSAC to disgard the rogue solutions.As before this epi-polar estimate is then compared to all the remaining corner matches by measuring the off epi-polar squared error equation5(within the accuracy of the corner location).This error score is used to rank the solution in the RANSAC space.2.3RANSAC with fusionTraditional RANSAC is often used as a means of identifying the inlier datapoints which are then used in a more conventionally optimisation strategy tofind the optimal minima. This is because RANSAC itself has no mechanism for searching around data-borne solu-tions.In the RANSAC with fusion algorithm(RANSAC-f)we maintain an ordered list of the best solutions evaluated by RANSAC.After a number of iterations this list will be populated with outlier free solutions.However,the longer the list is maintained the less likely it is that new sampled results will be competitive enough to replace the top ranked solution;a problem commonly referred to a elitism.Therefore,once this list is populated with good solutions the algorithm begins combining results in order to generate improved solutions.When a new solution is ranked high enough to enter the list an attempt isfirst made to combine it with solutions already present.Starting with the top of the list the parameters from both solutions are averaged and a new solution found.This solution is then evaluated using the same robust,epi-polar error score as used with the datapoint solutions.If the score for the fused solution is better than both the new and listed solution then the combined result is placed in a second list and the listed element removed.Before a solution is entered into this second list an attempt is made to combine it with any solutions already present.Again if the combined result is better than both the source data results then this solution is entered into a third list and so on until no further combination is possible.At any point,if a combination solution is not better than both source solutions it is simply placed in the current list at its ordered location.The process of fusion enables solutions not defined directly by sampled data to be ex-plored,reusing good solutions in an attempt to better the top-ranked bination of results is appropriate provided that they are of a similar accuracy,i.e.have equivalent covariances;it is not worthwhile combining accurate measurements with inaccurate mea-surements.This can be avoided by allowing the list to develop before fusion begins and constructing the the list from relatively few solutions.The generation of a hierchical list structure is also necessary if combination is to be performed using source data of equiva-lent putationally the process of combining results is little different from sampling the data.For a particular dataset it is possible to estimate the number of trials required by RANSAC to arrive at a concensus using the equation below(equation6is derived in appendix B).selected and is the outlier proportion.Therefore,it is necessary to know the proportion of outliers in the dataset which,in most cases,is difficult if not impossible to determine.In the case of the RANSAC-f algorithm it is believed that a self termination criteria could be specified using the list update rate.By taking the ratio of the rate of update of the top list element to the rate of list entries it is possible to define a termination threshold which is independent of outliers,simply because the probability of an outlier contami-nated tuple producing a good solution reduces as the search proceeds.3ExperimentsIn the experiments which follow the different algorithms are used to estimate the epi-polar geometry of4pairs of stereo(spatially separated)images.Point correspondences between the images are established using the corner detection and matching algorithm as described in[4].Any remaining outliers(less than10%)are removed by hand,leaving the numbers of correct matches as;(a)Head(figure1)200,(b)House(figure2)63,(c)Saucer (figure3)95,(d)Shaft Assembly(figure4)65.The measures which are most appropriate for evaluating the performance of a stereo camera calibration system are the error on the verge angle and the epi-polar error.Thefirst determines the accuracy of3D reconstruc-tion and the latter determines the accuracy of the epi-polar constraint used during feature matching[2].Although we cannot measure the verge error in these experiments,because we do not have a‘gold standard’answer,we can compute the off epi-polar error which is correlated with verge angle accuracy.The RMS off epi-polar error is plotted against the number of iterations in the graphs offigures1to4.Although the ranking of solutions by RANSAC is done using the off epi-polar error compared with all(inlier and outlier)data, the RMS error plots are computed with inlier data only and thus reflect the deviation away from the‘true’answer.An iteration was counted for every comparison of an epi-polar solution to the inlier data.Outlier data was introduced by include mis-match corners at the prescribed percent-age into the datasets.The Trivedi-Simplex algorithm requires an initial estimate of the epi-polar geometry, chosen as parallel in all cases.Also required is a starting scale for the simplex which is problem dependent and has been selected for each image pair so as to reduce the number of failures in the outlier free case.The epi-polar estimation was repeated30times and the average RMS error plotted. The RANSAC-f algorithm was executed with4different starting points for the fusion process,delaying it by10,100,500and1000iterations.4DiscussionThe performance of the RANSAC-f algorithm is noticeably improved over the standard RANSAC approach,often achieving comparable results with afifth of the computational cost(iterations).Although the delay in the fusion process has little bearing on the ultimate RMS residual error,it has significant impact on the rate of decay.Likewise,however, the same is true of the Trivedi-simplex algorithm when compared to RANSAC-f.The Trevidi-simplex algorithm out-performs RANSAC-f in all cases,often achieving superior results in far fewer iterations.This is not suprising,since the Trivedi-simplex algorithmOriginal ImageFigure1:Head Imageis using the maximum quantity of data to estimate the solution.However,the Trivedi-simplex needs to be intialised,prior to execution,with an appropriate simplex scale if convergence is to be reliably achieved.5ConclusionsRANSAC is commonly utilised to identify an outlier free subset of data.This is only possible if a robust objective function is used and the algorithm is allowed to iterate for sufficient cycles.The traditional method of determining the termination point requires the proportion of outliers present in the data,information which is not commonly available. We have presented a variant on the RANSAC algorithm which maintains ordered lists of competitive solutions.The lists are used to uncover solutions which are not available to traditional RANSAC by combining the parameters of previous good solutions.This has been proved to be an effective technique in order to overcome the dependency of traditional RANSAC.It is also suggested that maintaining such lists could be useful in self termination. Ultimately however we see that in terms of residual per iterations the conventional tech-nique remains superior,provided that a suitable start location can be identified.For the case of stereo camera calibration it is generally quite easy to specify a good starting point. Therefore the use of RANSAC for this applcation does not appear to be justified.How-Original ImageFigure2:Brick Houseever,for motion estimation,where the data may also be significantly contaminated with outliers,this argument may no longer hold.Under these circumstances RANSAC will typically require typically four times the computatinal resource to attain the same level of calibration accuracy.Ultimately the strength of the RANSAC approach lies in its ability tofilter outlier data with little in the way of prior information.Thus,a more sophisticated approach which may be suitable in all circumstances would involve using the results from RANSAC-f to initialise a simplex search algorithm.The software(TINA[13])and data used in this research are available for free down-load from our website at /Tina.A Motion Parameter EstimationGiven an Essential matrix formed under the constraint(see section2);(7) the motion parameters and can be estimated byfirst decomposing thus;(8) and then reconstructing thus;Original ImageFigure3:Saucer(9) where and are the camera1-to-2and2-to-1rotation matrices,, is a scale factor and is the th row of the Essential matrix.B Derivation of RANSAC Iteration LengthGiven a dataset of points of which are inliers the probability that a randomly selected subset of points will contain only inliers is;When is much larger than this can be approximated as;(10)Original ImageFigure4:Shaft Assemblywhere and is the outlier proportion.The probability offinding an outlier free subset at the-th trial is;where is the probability of success and.In trials the probability of encountering at least one outlier free subset is;(12)References[1]M.A.Fischler and R.C.Bolles,”Random sample consensus:a paradigm for modelfitting with application to image analysis and automated cartography”,Communica-tion Association and Computing Machine,24(6),pp.381-395,1981[2]A.J.Harris,N.A.Thacker and cey,Modelling Feature Based Stereo Vision forRange Sensor Simulation.proc of the European Simulation Multiconference,417-421,Manchester,1998.[3]P.H.S.Torr and D.W.Murray,”The development and comparison of robust meth-ods for estimating fundamental matrix”,International Journal of Computer Vision, 24(3),pp.271-300,1997[4]N.A.Thacker and J.E.Mayhew,”Optimal combination of stereo camera calibrationfrom arbitrary stereo images”,Image and Vision Computing,9(1),pp.27-32,1991 [5]H.P.Trivedi,”Estimation of stereo and motion parameters using a variational prin-cipal”,Image and Vision Computing,5(2),pp.181-183,1987[6]K.Kanatani,”Statistical Optimization for Geometric Computation:Theory andPractice”,Elsevier Science,Amsterdam,1996[7]P.J.Huber,”Robust Statistics”,John Wiley&Sons,New York,1981[8]P.J.Rousseeuw,”Robust Regression and Outlier Detection”,Wiley,New York,1987[9]W.H.Press,S.A.Teukolsky,W.T.V etterling,and B.P.Flannery,”NumericalRecipes in C,The Art of Scientific Computing”,Cambridge University Press,sec-ond edition,New York,1992[10]H.C.Longuet-Higgins,”A computer algorithm for reconstructing scene from twoprojections”,Nature,293(10),pp.133-135,1981[11]R.Y.Tsai and T.S.Huang,”Uniqueness and estimation of three-dimensional motionparameters of rigid objects with curved surfaces”,IEEE Transactions on Pattern Analysis and Machine Intelligence,6(1),pp.13-27,1984[12]J.Weng,T.S.Huang and N.Ahuja,”Motion and structure from two perspectiveviews:algorithms,error analysis and error estimation”,IEEE Trans.PAMI,11(5), pp.451-476,1989[13]TINA:Algorithm Development Libraries,/Tina。