有时间再译一两段，积极参与！

多谢捧场，谢谢支持！也欢迎更多的人加入！

支持，支持。
Between 1998 and 2005 the number of institutes was scaled back to 89 as a result of converting some applied research institutes into commercial entities and the reorganization of others to reduce duplication and rationalize missions. At individual institutes, traditional disciplinary orientations and missions have been redefined and more focused.
从1998年到2005年，通过将一些应用研究所转化为商业实体，重组改编减少重复和合理化任命，研究所的数量裁减到了89个。在单
                                                                              科研任务？                        每
独的研究所内，传统的规范化的方向和任命已经进行了重新定义且更加集中。
个                  学科定位和科研任务
欢迎提出意见，学习中。

翻译得很好呀，谢谢

再来一段：
Revitalization of the human resource base in CAS has been approached by recruitment of talented group and laboratory leaders from “brain drain” scientists working abroad and from young researchers in China. The “100 Talents” Program, for instance, offers high salaries, responsible positions, and generous start-up research support to promising scientists under 45 years old (3). Between 1998 and 2004, 899 researchers were recruited using this mechanism, 778 of whom were working overseas (392 of these had doctorates from foreign universities). The academy also expanded its graduate training, with total enrollment as of the end of 2004 reaching some 33,000 at its institutes, its
graduate school, and its University of Science and Technology campus. A CAS university center in Beijing is now under construction.
中科院人力资源的变革是从流失的海外科学家和中国的年轻研究人员中选拔补充优秀人才库和提拔为实验室领导。例如，100个优秀
                革新    在海外工作的“智力流失”科学家        招募有才能的研究组和实验室领导者
人才程序就是给有前途的年龄小于45岁的科学家提供高薪，岗位和启动研究基金。从1998年到2004年，有899位研究人员被补充道这
“百人计划”
一机制中来，其中有778位是在海外工作（392人取得了国外大学博士学位）。这些研究院也在扩大招生，2004年底在各研究所，院
按此政策招收了899位研究人员                                          学院也在扩大研究生教育  从2004年起，在下属研究所、研究
校和科技大学里就注册达33000人。北京的中科院研究中心正在建设中。
生院和中国科技大学的招生总数达到了33000人  大学

The average age of institute directors and deputy directors in 1991 has dropped from 56 in 1991 to 47 in 2003. Between 1998 and 2003, CAS made 14,409 new appointments, 67.8% of whom were senior scientists under the age of 45 (4). New appointments no longer carry promises of lifetime tenure but are subject to evaluation early in the investigator’s career. Salary structures have also changed and now include provisions for merit increases.
所长和副所长的平均年龄从1991年的56岁降到2003年的47岁。1998年至2003年，中国科学院完成14，409项新任命，他们中67.8％的
人是45岁以下的高级科学家。新任命不再施行终生制，而要服从职业调查组的早期评估。其中，薪水也发生了改变，现行包括价值
                                                  但要在研究工作早期接受评估  薪酬结构
[增值补给。
现在引入了绩效考核。（不太确定是不是这个意思）

“100个优秀人才程序”应该是“百人计划”

看来六脉神剑对这篇文章讲的事情非常熟悉，期待你在本期竞赛中大有作为，我拭目以待哟！

CAS faces a series of questions as it moves to the next phase of KIP. Do its strategies (including funding and evaluation systems) encourage development of a culture of creativity where risk-taking, initiative, and new ideas are supported and rewarded? Can CAS develop R&D managers with the skills and training for managing interdisciplinary teams in an increasingly international environment? How should CAS set priorities related to its stakeholders, and develop an organizational structure that fits diverse needs?

中国科学院在进入知识创新工程的下个阶段时面临一系列问题。其策略（包括资金支持和评估体系）是否鼓励发展一种支持和奖励
包括风险、主动和新理念的创新的文化？中国科学院能否在不断增加的国际化环境下培养具有管理交叉学科团队技能和训练的研发
冒                      创新型                                            培养出                  能力的
管理者？中国科学院怎样设置与股东之间的优先权，并且发展一种适合多样性需要的组织结构？

"merit"的意思大约是指工作的表现或成绩.可能"薪水结构也发生了改变(或调整)，现已包括对工作成效的薪酬奖励办法"