Читать книгу Employee Trust A Complete Guide - 2020 Edition - Gerardus Blokdyk - Страница 8
ОглавлениеCRITERION #2: DEFINE:
INTENT: Formulate the stakeholder problem. Define the problem, needs and objectives.
In my belief, the answer to this question is clearly defined:
5 Strongly Agree
4 Agree
3 Neutral
2 Disagree
1 Strongly Disagree
1. How do you gather the stories?
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2. Is Employee trust currently on schedule according to the plan?
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3. Has a project plan, Gantt chart, or similar been developed/completed?
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4. Have all basic functions of Employee trust been defined?
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5. Is Employee trust required?
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6. How will the Employee trust team and the group measure complete success of Employee trust?
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7. Are resources adequate for the scope?
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8. Is there a completed SIPOC representation, describing the Suppliers, Inputs, Process, Outputs, and Customers?
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9. What are the dynamics of the communication plan?
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10. Has a Employee trust requirement not been met?
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11. What customer feedback methods were used to solicit their input?
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12. What intelligence can you gather?
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13. Are there different segments of customers?
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14. How and when will the baselines be defined?
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15. How can the value of Employee trust be defined?
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16. Is it clearly defined in and to your organization what you do?
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17. What specifically is the problem? Where does it occur? When does it occur? What is its extent?
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18. Who defines (or who defined) the rules and roles?
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19. Are accountability and ownership for Employee trust clearly defined?
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20. What constraints exist that might impact the team?
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21. What are the Roles and Responsibilities for each team member and its leadership? Where is this documented?
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22. How is the team tracking and documenting its work?
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23. Has the improvement team collected the ‘voice of the customer’ (obtained feedback – qualitative and quantitative)?
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24. Are the Employee trust requirements testable?
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25. Is there any additional Employee trust definition of success?
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26. What are (control) requirements for Employee trust Information?
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27. What scope do you want your strategy to cover?
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28. Is the scope of Employee trust defined?
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29. What are the rough order estimates on cost savings/opportunities that Employee trust brings?
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30. What would be the goal or target for a Employee trust’s improvement team?
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31. How will variation in the actual durations of each activity be dealt with to ensure that the expected Employee trust results are met?
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32. How do you keep key subject matter experts in the loop?
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33. Are customer(s) identified and segmented according to their different needs and requirements?
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34. What is out-of-scope initially?
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35. What information do you gather?
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36. Who is gathering Employee trust information?
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37. Do you all define Employee trust in the same way?
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38. What system do you use for gathering Employee trust information?
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39. Has the Employee trust work been fairly and/or equitably divided and delegated among team members who are qualified and capable to perform the work? Has everyone contributed?
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40. Is the improvement team aware of the different versions of a process: what they think it is vs. what it actually is vs. what it should be vs. what it could be?
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41. When is the estimated completion date?
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42. Who are the Employee trust improvement team members, including Management Leads and Coaches?
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43. Scope of sensitive information?
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44. What was the context?
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45. What is out of scope?
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46. Has your scope been defined?
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47. Is full participation by members in regularly held team meetings guaranteed?
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48. What are the record-keeping requirements of Employee trust activities?
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49. When is/was the Employee trust start date?
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50. What are the core elements of the Employee trust business case?
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51. Is the team sponsored by a champion or stakeholder leader?
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52. What are the Employee trust use cases?
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53. How would you define the culture at your organization, how susceptible is it to Employee trust changes?
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54. How do you catch Employee trust definition inconsistencies?
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55. Has anyone else (internal or external to the group) attempted to solve this problem or a similar one before? If so, what knowledge can be leveraged from these previous efforts?
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56. Is the team equipped with available and reliable resources?
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57. How often are the team meetings?
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58. Is there regularly 100% attendance at the team meetings? If not, have appointed substitutes attended to preserve cross-functionality and full representation?
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59. What information should you gather?
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60. Is the team formed and are team leaders (Coaches and Management Leads) assigned?
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61. How do you manage scope?
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62. What critical content must be communicated – who, what, when, where, and how?
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63. How do you manage changes in Employee trust requirements?
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64. What happens if Employee trust’s scope changes?
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65. Are required metrics defined, what are they?
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66. What is in the scope and what is not in scope?
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67. What knowledge or experience is required?
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68. Are the Employee trust requirements complete?
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69. How did the Employee trust manager receive input to the development of a Employee trust improvement plan and the estimated completion dates/times of each activity?
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70. What is the definition of success?
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71. Does the team have regular meetings?
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72. What are the boundaries of the scope? What is in bounds and what is not? What is the start point? What is the stop point?
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73. The political context: who holds power?
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74. Is the work to date meeting requirements?
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75. What Employee trust services do you require?
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76. What key stakeholder process output measure(s) does Employee trust leverage and how?
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77. Is there a critical path to deliver Employee trust results?
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78. Is there a clear Employee trust case definition?
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79. Is data collected and displayed to better understand customer(s) critical needs and requirements.
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80. Do you have organizational privacy requirements?
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81. How have you defined all Employee trust requirements first?
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82. Is the Employee trust scope manageable?
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83. What are the tasks and definitions?
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84. How would you define Employee trust leadership?
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85. What is the scope of the Employee trust work?
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86. Has a team charter been developed and communicated?
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87. Why are you doing Employee trust and what is the scope?
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88. What sources do you use to gather information for a Employee trust study?
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89. Will a Employee trust production readiness review be required?
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90. Do you have a Employee trust success story or case study ready to tell and share?
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91. In what way can you redefine the criteria of choice clients have in your category in your favor?
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92. What is the context?
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93. If substitutes have been appointed, have they been briefed on the Employee trust goals and received regular communications as to the progress to date?
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94. What defines best in class?
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95. Are approval levels defined for contracts and supplements to contracts?
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96. Has a high-level ‘as is’ process map been completed, verified and validated?
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97. Where can you gather more information?
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98. Are roles and responsibilities formally defined?
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99. Is scope creep really all bad news?
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100. Has the direction changed at all during the course of Employee trust? If so, when did it change and why?
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101. Is Employee trust linked to key stakeholder goals and objectives?
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102. Are improvement team members fully trained on Employee trust?
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103. What is the definition of Employee trust excellence?
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104. What scope to assess?
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105. Is special Employee trust user knowledge required?
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106. Have the customer needs been translated into specific, measurable requirements? How?
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107. When are meeting minutes sent out? Who is on the distribution list?
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108. Does the scope remain the same?
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109. How do you gather requirements?
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110. What is the scope of the Employee trust effort?
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111. Will team members perform Employee trust work when assigned and in a timely fashion?
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112. How do you gather Employee trust requirements?
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113. Who is gathering information?
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114. How do you think the partners involved in Employee trust would have defined success?
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115. Are different versions of process maps needed to account for the different types of inputs?
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116. Is the current ‘as is’ process being followed? If not, what are the discrepancies?
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117. Has everyone on the team, including the team leaders, been properly trained?
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118. Who approved the Employee trust scope?
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119. What is in scope?
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120. Has/have the customer(s) been identified?
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121. Do the problem and goal statements meet the SMART criteria (specific, measurable, attainable, relevant, and time-bound)?
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122. Is the Employee trust scope complete and appropriately sized?
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123. Is there a Employee trust management charter, including stakeholder case, problem and goal statements, scope, milestones, roles and responsibilities, communication plan?
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124. Is the team adequately staffed with the desired cross-functionality? If not, what additional resources are available to the team?
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125. What are the compelling stakeholder reasons for embarking on Employee trust?
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126. Are there any constraints known that bear on the ability to perform Employee trust work? How is the team addressing them?
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127. How does the Employee trust manager ensure against scope creep?
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128. What is a worst-case scenario for losses?
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129. How are consistent Employee trust definitions important?
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130. Have specific policy objectives been defined?
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131. What is the worst case scenario?
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132. How do you hand over Employee trust context?
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133. How do you manage unclear Employee trust requirements?
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134. Is there a completed, verified, and validated high-level ‘as is’ (not ‘should be’ or ‘could be’) stakeholder process map?
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135. Will team members regularly document their Employee trust work?
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136. Are task requirements clearly defined?
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137. How was the ‘as is’ process map developed, reviewed, verified and validated?
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Add up total points for this section: _____ = Total points for this section
Divided by: ______ (number of statements answered) = ______ Average score for this section
Transfer your score to the Employee trust Index at the beginning of the Self-Assessment.
