标签： 西安耍耍论坛

Since the launch of the end-to-end intelligent driving system "FSD V12 beta" in the United States in August 2023, end-to-end has become the hottest topic in the automobile industry. With the follow-up of Huawei, Tucki, Weilai, Ideality and other enterprises, almost every domestic manufacturer will spend a lot of space in the press conference to publicize how powerful their end-to-end is. Regardless of marketing methods, what does "end-to-end" mean? What does it mean for intelligent driving? Today we will explain this question to you!

Before the end-to-end intelligent driving system was mass-produced, every intelligent driving system adopted a modular scheme. Simply put, modular intelligent driving is an assembly line, which mainly includes four processes: perception, prediction, planning and control. First of all, the task of the sensing part is to process the data of sensors such as radar and camera of the vehicle, and then analyze the specific position and road trajectory of the objects around the vehicle, and distinguish whether they are pedestrians, bicycles, cars or trucks.

Then, the perception module will transmit the above information to the prediction module, and the prediction module will analyze the next movement state of the surrounding traffic participants according to the above information, such as whether the surrounding vehicles will turn, go straight or stop next. After further analysis, the prediction module will provide one or more driving paths and vehicle speeds that the vehicle can refer to next.

Then the prediction module sends the road driving scheme of the vehicle to the planning module, and the planning module will decide what the vehicle should do next according to the information such as the vehicle’s own state and navigation. After the planning module confirms the driving path and speed, it will transmit the command to the control module, and then the control module will calculate and operate the steering wheel, brake and throttle of the vehicle. A seemingly simple intelligent driving function is realized through the above steps.

From the above introduction, it is not difficult to see that modular intelligent driving decomposes simple driving behavior into multiple steps, and the logic of each step is in perfect harmony. In the eyes of car companies and suppliers, modular intelligent driving itself is a very good solution, because different teams can be responsible for the corresponding modules and give full play to the advantages of division of labor and cooperation, thus rapidly changing intelligent driving from concept to mass production.

Secondly, modular intelligent driving has a set of system framework with clear functions and responsibilities, so when the intelligent driving system finds bugs in use, car companies and suppliers can immediately find the specific reasons for the bugs and quickly fix them through OTA. For example, if the vehicle brakes wrongly when driving at high speed, then through data analysis, the vehicle enterprise can know whether the fault is due to the wrong data of the sensing module or the wrong judgment given by the forecasting and planning module.

Although modular intelligent driving is convenient for mass production and BUG repair, it needs to learn a lot of traffic rules and driving experience if it wants to control vehicles like people, and all this depends on engineers to define the rules in advance, that is, to turn traffic rules and driving experience into lines of software code. But can engineers write code to cover all the driving scenes in reality? Of course it’s impossible! On this issue, there is a classic case in the industry. If you drive a vehicle on a narrow road full of cars on both sides, a balloon suddenly floats on one side of the road, then the general logic will think that there may be children jumping out on one side of the road, so the vehicle should brake immediately. However, the same scene is placed on the high speed. If the intelligent driving system still controls the vehicle by braking immediately, it is likely to turn into a rear-end collision. In other words, if engineers don’t define the rules in advance for this kind of driving scene, such as the system doesn’t brake after the balloon is detected at high speed, then the intelligent driving system will have safety risks when it encounters similar scenes.

According to Xpeng Motors, a relatively stable mass production intelligent driving system has about 100,000 rules. And if the intelligent driving system is to be close to the same level as people, it needs to manually write about 1 billion rules. For software engineering development, this is almost impossible. Because of this, we can see that the traditional intelligent driving system will make more or less mistakes in daily use, so that drivers have to intervene.

For the above reasons, car companies that focus on autonomous driving have been trying to solve the problem that traditional intelligent driving needs preset rules, so there is an end-to-end approach. The so-called end-to-end, in fact, is to make all the traditional sub-modules of perception-prediction-planning-control neural network, that is, to replace the traditional algorithms and manually written rules with advanced algorithm models.

Therefore, the end-to-end workflow is quite different from the traditional modular workflow. The traditional modular work sequence is perception-prediction-planning-control in turn, while the end-to-end sequence is sensor data (radar, camera)-neural network-driving parameters (steering wheel, throttle, brake), that is to say, the traditional perception, prediction, planning and control modules are all completed by neural network.

As can be seen from the workflow, the core technology in end-to-end is neural network, and the technology most closely related to neural network is AI. In the past two years, AI has shown great performance in the fields of voice, text, pictures and video, and everyone should have realized it. When the neural network is applied to the car, it means that people can constantly train the intelligent driving system, so that it can learn to adapt to more complex driving environment.

Therefore, at the functional level, the biggest change from end to end is that the system has the ability of autonomous learning, which is a function that traditional modular intelligent driving does not have.In this way, when dealing with all kinds of unexpected real driving scenes, end-to-end can calculate the appropriate rules through neural network, without having to manually write the rules in advance, which also provides a solution for intelligent driving to deal with endless driving scenes in reality.For example, the Tesla FSD V11 version, which didn’t have end-to-end function before, has written more than 300,000 lines of code, while the end-to-end FSD V12 version has directly reduced more than 300,000 lines of code to 2,000 lines, but the performance of FSD V12 is closer to human drivers than V11.

fromIn theory, end-to-end is indeed a very ideal technology, but in practice, end-to-end is not so reliable. This is because people’s understanding of neural networks is still not clear enough at this stage, so people also call neural networks "black boxes". As shown in the above figure, in the white box state, we are very aware of the logical causal relationship between system input/output, but when the input information passes through the black box, people can’t explain why the input information becomes the output information.

For example, when there is an obvious logical error in the intelligent driving system, the vehicle manufacturer can quickly find out which module the problem is, and then manually write a new rule. But in the end-to-end system, car companies do not know which parameter or structure in the complex neural network has problems.

For this reason, the end-to-end intelligent driving system based on neural network can sometimes give reasonable rules in very complicated scenes, but sometimes it will make very low-level mistakes, such as not being able to distinguish traffic lights, so some people describe it as "the upper limit is very high and the lower limit is very low". Considering that there are some risks in the end-to-end application, the end-to-end intelligent driving system introduced by Huawei and Tucki does not rely entirely on autonomous learning, and their end-to-end systems still have many manually written rules to cover the intelligent driving system.

From the perspective of technology development trend, end-to-end is definitely the direction of high-level intelligent driving in the future. However, because people’s understanding of neural networks is not thorough enough, the end-to-end performance of various companies at this stage still has a certain gap with the ideal level. In addition, compared with the existing modular intelligent driving system, whether the end-to-end neural network algorithm model is smart or not depends heavily on massive real data for training. Only after massive data training, the neural network can be transformed from a small model to a usable large model, which means that high-order intelligent driving requires huge computing power and data input in the development stage, thus invisibly raising the threshold of intelligent driving. Because of this, some car owners will feedback that their cars are not as good as they used to be after upgrading to end-to-end intelligent driving. This is the painful period of big model training. Considering that there are great differences in end-to-end training among different brands in reality, this means that the performance gap of different brands of intelligent driving systems may be gradually widened in the future.

　　　　　 BEIJING, Jan. 27 (Xinhua) According to the website of the Ministry of Education, recently, the Ministry of Education and the Central Organization Department issued the Guiding Opinions on Strengthening the Construction and Reform of College Teachers in the New Era (hereinafter referred to as the Guiding Opinions). The Guiding Opinions put forward that in order to strengthen the implementation of the evaluation of teachers’ morality, new teachers in colleges and universities must receive special training on teachers’ morality and style before taking up their posts, and only after reaching a certain number of hours and passing the examination can they obtain the qualifications of teachers in colleges and universities and take up their posts to teach.

　　In order to thoroughly implement the Opinions on Comprehensively Deepening the Reform of Teaching Staff Construction in the New Era and the Overall Plan for Deepening the Reform of Education Evaluation in the New Era issued by the Central Committee of the Communist Party of China and the State Council, and strengthen the reform of teaching staff construction in colleges and universities in the new era, the following guiding opinions are put forward:

　　First, accurately grasp the requirements of the times for the reform of teaching staff construction in colleges and universities, and implement the fundamental task of cultivating people by virtue. The goal and task is that through a series of reform measures, the development support system for college teachers is more perfect, the management evaluation system is more scientific, the treatment guarantee mechanism is more perfect, and the governance system and governance capacity of teachers are modernized. The professional attraction of college teachers has been significantly enhanced, and teachers’ ideological and political quality, professional ability, educational level and innovation ability have been significantly improved, so as to build a team of high-quality professional and innovative college teachers with excellent political quality, exquisite professional ability and superb educational level.

　　The second is to comprehensively strengthen the leadership of the party and constantly improve teachers’ ideological and political quality and professional ethics.

　　Strengthen ideological and political guidance. Guide teachers to adhere to the "four unifications", strive to be good teachers with "four haves", be good "four guides", strengthen "four consciousnesses", strengthen "four self-confidences" and achieve "two maintenance". Strengthen the Party’s political leadership over colleges and universities, strengthen the political function of party organizations in colleges and universities, strengthen the supervision of education management in party member, and give play to the role of grass-roots party organizations and teachers in party member. Attach importance to the development of party member among outstanding young teachers and teachers who have returned from studying abroad. Improve the organization and management system of teachers’ ideological and political work, and give full play to the overall role of the teachers’ work department of the party Committee of colleges and universities in teachers’ ideological and political work and the construction of teachers’ morality and style. Improve teachers’ theoretical learning system, and comprehensively improve teachers’ ideological and political quality and moral education ability. Strengthen the ideological and political construction of private colleges and universities, and equip and strengthen the ideological and political work team of private colleges and universities.

　　Cultivate and carry forward noble teachers’ morality. Normalization will promote the cultivation of teachers’ morality, and all kinds of teachers’ morality norms will be included in the compulsory content of pre-job training for new teachers and full-time training for in-service teachers. Innovate the way of teachers’ morality education, and stimulate teachers’ endogenous motivation to cultivate teachers’ morality through example leading, situational experience, practical education and teacher-student interaction. Strengthen the "Four History" education of college teachers, standardize the requirements of class hours, and achieve full coverage of all staff in a certain period. Build a good base of teachers’ morality and build a curriculum system of teachers’ morality education. Strengthen teachers’ commendation and improve the teacher honor system. Colleges and universities can hold teachers’ induction and retirement ceremonies, and set up teaching-oriented awards to encourage teachers to concentrate on educating people. Encourage social organizations and individuals to contribute funds to reward teachers. Support local and universities to establish excellent teachers’ libraries, tap typical examples, and strengthen publicity and inspiration. Continue to launch film and television literary works with distinctive themes and showing the style of the teacher era.

　　Strengthen the implementation of teacher’s ethics evaluation. Take teachers’ morality and style as the primary requirement and the first standard in teacher recruitment and introduction, professional title evaluation, post employment, tutor selection, evaluation and reward, employment period assessment, project declaration, etc., strictly assess teachers’ morality, and pay attention to the use of teachers’ morality assessment results. New teachers in colleges and universities must receive special training on teachers’ morality and style before taking up their posts, and only after reaching a certain number of hours and passing the examination can they obtain the qualifications of teachers in colleges and universities and take up their posts to teach. Effectively implement the main responsibility and take the construction of teachers’ morality and style as an important part of the annual assessment of the leading bodies in colleges and universities. Implement the "Ten Codes of Professional Conduct for College Teachers in the New Era" and seriously investigate and deal with the problem of teachers’ moral anomie according to the law and regulations. Establish and improve the exposure mechanism of teachers’ morality violations, and play a warning and shocking role. Relying on the national criminal information database established by political and legal organs, we will establish a system of employment restriction in the education industry.

　　The third is to build a platform for the development of teachers in colleges and universities, and strive to improve teachers’ professional quality and ability.

　　Improve the teacher development system in colleges and universities. Colleges and universities should improve the teacher development system, improve the teacher development training system, security system, incentive system and supervision system, and create a benign environment conducive to the sustainable development of teachers. Actively respond to the challenge of new science and technology to personnel training and improve teachers’ ability to improve teaching by using information technology. Encourage and support college teachers to visit and study at home and abroad and participate in international exchanges and cooperation. Continue to implement the demonstration training project for young teachers in colleges and universities and the construction project of teaching innovation team for higher vocational teachers. Explore the management of teachers’ training credits, and incorporate training credits into teachers’ assessment.

　　Consolidate the development support service system for college teachers. Coordinate the responsibilities of teacher training, career development consultation, education and teaching guidance, academic development, and learning resource services, build a platform such as a strong teacher development center, and improve the teacher development organization system. Colleges and universities should strengthen the development of teachers and the professionalization of personnel, increase the investment in personnel, funds, venues and other resources for teacher development, and promote the construction of demonstration teacher development centers at all levels. Encourage universities and large and medium-sized enterprises and institutions to build teacher training bases, support the exchange and integration of professional teachers in colleges and universities and talent teams in industry enterprises, and enhance teachers’ practical ability and innovation ability. Give play to the exemplary role of famous teachers and teaching achievement awards.

　　The fourth is to improve the management system of teachers in modern universities and stimulate the innovative vitality of teachers.

　　Improve the employment mechanism of college teachers. Fully implement the autonomy of employing people in colleges and universities, and the relevant government departments do not uniformly organize the employment examination for college personnel, simplifying the entry procedures. In accordance with the relevant provisions of the state and the actual needs of running a school, colleges and universities independently formulate the employment conditions of teachers and recruit teachers openly. The graduation institution, study experience abroad, study methods, papers and patents shall not be taken as restrictive conditions. Strictly control the selection and employment of college teachers, and implement the dual inspection of ideological and political quality and professional ability. Establish a system linking the pre-job training of new teachers with the qualifications of college teachers. Broaden the channels for selecting and employing people, and increase efforts to attract outstanding talents from domestic and foreign industrial enterprises and professional organizations. According to the requirements, complete and optimize the team of teachers and counselors of ideological and political courses in colleges and universities. Explore the employment experience and social practice experience of industrial enterprises as important conditions for hiring professional teachers in vocational colleges. To study and introduce measures for the appointment and management of foreign teachers and standardize the management of foreign teachers.

　　Speed up the reform of post management of college teachers. Actively explore the implementation of the total staff management in colleges and universities. Colleges and universities adopt diversified employment methods according to law to employ people flexibly, make good use of compilation resources, give priority to ensuring the demand of teaching and scientific research, and tilt towards key disciplines, characteristic disciplines and important management positions. Reasonably set the proportion of post structure of teaching staff and strengthen the construction of staff. We will further promote the post employment reform, implement the post tenure system management, further explore the management methods such as the combination of quasi-employment and long-term employment, and implement and improve the employment mechanism that can be promoted and demoted, and can enter and exit.

　　Strengthen the management of teachers’ education and teaching in colleges and universities. Improve the teaching quality evaluation system, multi-dimensional evaluation of teaching norms, teaching operation, classroom teaching effect, teaching reform and research, teaching awards and other teaching achievements. Strengthen the proportion of teaching achievements and the effectiveness of teaching and educating people in performance distribution, job title evaluation and employment, and post promotion assessment, and take a certain amount of undergraduate (specialized) teaching as a necessary condition for the promotion of teachers’ titles. Taking professors as the basic system, colleges and universities should make it clear that professors should undertake the minimum class hours requirements for college students, and those who fail to meet the requirements will be given unqualified annual or employment assessment.

　　Promote the reform of the professional title system of college teachers. Study and introduce the guiding opinions on the reform of the professional title system of college teachers, and delegate the right of professional title evaluation directly to colleges and universities, which will independently evaluate and appoint them according to their posts. Improve the evaluation criteria for teachers’ professional titles, set evaluation indicators according to different disciplines and different post characteristics, and determine evaluation methods. The study experience abroad, the number of patents and the index requirements for indexing, inclusion and citation of papers are not restrictive conditions. Improve the evaluation mechanism of peer experts and carry out the evaluation of representative achievements. Explore the introduction of contribution evaluation mechanism for teachers who undertake national defense and key core technology research tasks. Improve the process of professional title evaluation, and continue to do a good job in the supervision of professional title evaluation of college teachers.

　　Deepen the reform of the evaluation system for college teachers. Highlight quality orientation, pay attention to evaluating teachers according to their ability, performance and contribution, resolutely reverse the tendency of neglecting teaching and educating people, and overcome the disadvantages of focusing on papers, hats, titles, academic qualifications and awards. Standardize the use of indexes related to papers such as SCI in colleges and universities, avoid the absoluteness in the use of citation data such as SCI, SSCI, A&HCI and CSSCI, resolutely abandon "judging papers by journals" and get rid of "SCI first" in papers. Reasonably set the evaluation cycle and explore long-term evaluation. Pay attention to the combination of individual evaluation and team evaluation. Establish a hierarchical feedback mechanism for assessment results. Establish a linkage mechanism of college evaluation, undergraduate teaching evaluation, subject evaluation and teacher evaluation policies, and optimize and adjust the evaluation indicators that restrict and influence the implementation of teacher evaluation policies.

　　Establish and improve the management system of part-time teachers and part-time teachers. On the premise of performing their duties on campus and not affecting their own jobs, college teachers may, with the consent of the school, take part-time jobs that are closely related to their own disciplines and can give full play to their professional abilities. Localities and universities should establish and improve the management system of teachers’ part-time jobs, standardize teachers’ reasonable part-time jobs, and resolutely punish teachers’ part-time chaos. Encourage colleges and universities to hire off-campus experts and scholars as part-time teachers, improve the management measures for part-time teachers, standardize the selection and employment procedures, clarify the standards, responsibilities, rights and work requirements of part-time teachers, and ensure that part-time teachers have high professional ethics, professional ability and educational level.

　　The fifth is to effectively protect the treatment of college teachers and attract stable first-class talents to teach.

　　Promote the reform of salary system in colleges and universities. Implement the income distribution policy oriented to increasing knowledge value, expand the autonomy of salary distribution in colleges and universities, and explore the establishment of a salary system that conforms to the characteristics of colleges and universities. We will explore the establishment of a system for investigating and comparing the salary level in colleges and universities, improve the mechanism for determining and increasing the salary level in colleges and universities, reasonably determine the salary income level of college teachers on the basis of ensuring the normal adjustment of the basic salary level, and increase the inclination to colleges and universities with high-level talents and heavy teaching and scientific research tasks. The cash reward for the transformation of post scientific and technological achievements obtained by college teachers according to law is included in the total performance salary of the unit in that year, but it is not limited by the total amount and is not included in the total base. Implement policies and regulations such as salary and income distribution incentives for high-level talents, part-time and part-time salary, and starting a business after leaving the post. Encourage universities to set up professorships funded by third parties.

　　Improve the incentive mechanism of internal income distribution in colleges and universities. To implement the autonomy of internal distribution in colleges and universities, colleges and universities should improve the internal income distribution mechanism and performance appraisal methods in combination with the actual situation, and tilt towards teachers who are rooted in the front line of teaching and have outstanding achievements, teachers who have undertaken urgent and dangerous tasks and made outstanding contributions, and teachers who are engaged in basic frontier research, national defense science and technology and other fields. Take part in teaching and research activities, write textbook cases, undertake the task of proposition invigilation, and guide students in graduation design, employment, innovation and entrepreneurship, social practice, student associations, competitions and performances, etc. into the workload. Encourage excellent teachers to undertake the teaching work of continuing education, and bring the relevant workload into the performance appraisal system. Do not directly link the quantitative indicators of scientific research such as the number of papers, patents, projects and project funds with performance salary distribution and rewards, and give full play to the incentive-oriented role of income distribution policy.

　　The sixth is to optimize and improve the talent management service system and cultivate a group of high-level innovative talents.

　　Optimize the talent introduction and education system. Strengthen the strategic orientation of serving the country, strengthen the top-level design of the talent system, give full play to the leading role of major national talent projects, strive to build a high-level innovation team, and cultivate a group of scientists, discipline leaders and young academic talents with international influence. Standardize the introduction of talents, strictly control politics and ethics, and achieve "every citation must be judged." Strengthen the construction of talents in philosophy and social sciences and high-end think tanks in colleges and universities, and gather and train a group of famous teachers in philosophy and social sciences. Adhere to the correct orientation of talent flow, encourage colleges and universities to establish industry self-discipline mechanism and talent flow consultation and communication mechanism, and give play to the role of talent work alliance in colleges and universities. Resolutely put an end to the illegal introduction of talents, and those who leave relevant units and posts within the support period without the consent of the competent department of talent planning will be disqualified from the title of talents and corresponding support.

　　Scientific and rational use of talents. Give full play to the role of talent strategic resources, adhere to the correct orientation of talent use, promote the reform of talent evaluation mechanism by classification, promote the return of all kinds of talent "hats" and talent titles to honor and academic essence, avoid repeated support of similar talent plans, select people according to their posts, and determine their salaries according to their posts, and do not take talent titles as restrictive conditions for undertaking scientific research projects, job titles, appraising awards and degree points. Create an academic environment that encourages innovation and tolerates failure, and leave enough exploration time and trial and error space for talents to carry out research. Strict management of talents after employment, strengthen the assessment of contract performance and role play. Strengthen the care and service for talents, and effectively solve their practical difficulties in work and life.

　　Seventh, fully support the growth of young teachers and cultivate a new force in higher education.

　　Strengthen the training support for young teachers. Encourage colleges and universities to expand the number of postdoctoral recruits and take postdoctoral staff as an important source of supplementary teachers. Establish a diversified supplementary mechanism for young teachers to attract overseas students and foreign outstanding young talents. Encourage young teachers to work in enterprises and institutions and visit high-level universities and research institutes at home and abroad. Encourage colleges and universities to promote and boldly use outstanding young talents. Determine the evaluation cycle of young teachers according to the characteristics of the subject, and encourage bold innovation and continuous research. Young teachers in colleges and universities must have at least one year’s work experience as counselors, class teachers and other students, or work experience in teaching, helping the poor, and participating in foreign aid exchanges between Confucius Institutes and international organizations.

　　Solve the worries of young teachers. Local governments and universities should strengthen overall coordination, guarantee those who meet the guarantee conditions of public rental housing according to policies and regulations, and at the same time, effectively solve the housing difficulties of young teachers through various ways such as developing rental housing, revitalizing and tapping the existing resources in schools, and granting subsidies. Encourage various ways to improve the treatment of young teachers and ensure that young teachers focus on teaching and scientific research. Encourage colleges and universities to cooperate with social forces and the government to set up kindergartens, primary and secondary schools to solve the problem of young teachers’ children entering kindergartens. Pay attention to the physical and mental health of young teachers and care for them.

　　Eighth, strengthen job security and ensure that all policy measures are effective.

　　Improve the organizational security system. Taking the construction of high-quality teachers as the basic work in the construction of colleges and universities, strengthening the main responsibility of schools, and improving the working mechanism of unified leadership and overall coordination of party committees, with teachers’ work, organization, publicity, personnel, educational administration, scientific research and other departments performing their respective duties and cooperating. Establish a system of leading cadres contacting teachers and listen to teachers’ opinions and suggestions regularly. Implement the staff congress system, and guarantee teachers’ right to know, participate, express and supervise according to law. Strengthen the construction of teachers in private colleges and universities, and ensure that teachers in private colleges and universities have the same legal status and equal rights as teachers in public colleges and universities according to law. Strengthen supervision and assessment, and bring the construction of teachers into the scope of university inspection, "double-first-class" construction, teaching and scientific research evaluation, as an important part of the work assessment of party organizations at all levels and cadres in party member. Strengthen the publicity of excellent teachers and typical work, safeguard teachers’ legitimate rights and interests, create a social environment that cares for and supports teachers’ development, and form a good atmosphere in which the whole society respects teachers and values education.

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The Cadillac XT5 is equipped with a powerful 2.0T engine, which can reach a maximum power of 174 kilowatts, equivalent to 237 horsepower, providing plenty of driving power for the vehicle. The engine is also matched with a 9-speed automatic transmission, which ensures smooth power transmission and driving experience. In terms of torque output, it can reach 350 Nm, providing the driver with solid acceleration performance.

Overall, the Autohome owner was full of praise for the exterior design of the Cadillac XT5, describing it as stable and atmospheric, with a strong front face and smooth body lines. The owner expressed a high degree of recognition for the exquisite and personalized exterior design of the body workmanship, which undoubtedly added a lot to the XT5. While having such an excellent appearance, the inherent charm of the XT5 is also worth looking forward to, which undoubtedly satisfies the owner’s pursuit of luxury and power.