Abstract. Performance evaluation in multi-cluster processor co-allocation -like in many other parallel job scheduling problems-is mostly done by computing the average metric value for the entire job stream. This does not give a comprehensive understanding of the relative performance of the different jobs grouped by their characteristics. It is however the characteristics that affect how easy/hard jobs are to schedule. We, therefore, do not get to understand scheduler performance at job type level. In this paper, we study the performance of multi-cluster processor co-allocation for different job groups grouped by their size, components and widest component. We study their relative performance, sensitivity to parameters and how their performance is affected by the heuristics used to break them up into components. We show that the widest component us characteristic that most affects job schedulability. We also show that to get better performance, jobs should be broken up in such a way that the width of the widest component is minimized.
Polymorphic malware has evolved as a major threat in Computer Systems. Their creation technology is constantly evolving using sophisticated tactics to create multiple instances of the existing ones. Current solutions are not yet able to sufficiently address this problem. They are mostly signature based; however, a changing malware means a changing signature. They, therefore, easily evade detection. Classifying them into their respective families is also hard, thus making elimination harder. In this paper, we propose a new feature engineering (NFE) approach for a better classification of polymorphic malware based on a hybrid of structural and behavioural features. We use accuracy, recall, precision, and F score to evaluate our approach. We achieve an improvement of 12% on accuracy between raw features and NFE features. We also demonstrated the robustness of NFE on feature selection as compared to other feature selection techniques.
Parallel job schedulers are mostly evaluated using performance metrics. Deductions however can be misleading due to selective job starvation (unfairness). To choose a better scheduler, therefore, there is a need to compare schedulers for fairness as well. Performance and fairness, however, have mostly been studied independently. We examine characteristics of three approaches to fairness evaluation in parallel job scheduling. We examine how they represent job starvation and other aspects of discrimination. We show that the implied unfairness is not always starvation/discrimination in practice. We use simultaneous consideration of performance and fairness and compare deductions with scheduler effectiveness derived from group-wise performance evaluation. We observe that due to possible misrepresentation of starvation by fairness metrics, schedulers shown as superior may not be so in practice.
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