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