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CRITERION #1: RECOGNIZE


INTENT: Be aware of the need for change. Recognize that there is an unfavorable variation, problem or symptom.

In my belief, the answer to this question is clearly defined:

5 Strongly Agree

4 Agree

3 Neutral

2 Disagree

1 Strongly Disagree

1. Where is training needed?

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2. When a Administrative review manager recognizes a problem, what options are available?

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3. Would you recognize a threat from the inside?

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4. What are the clients issues and concerns?

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5. As a sponsor, customer or management, how important is it to meet goals, objectives?

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6. Are employees recognized or rewarded for performance that demonstrates the highest levels of integrity?

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7. What vendors make products that address the Administrative review needs?

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8. To what extent does each concerned units management team recognize Administrative review as an effective investment?

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9. Where do you need to exercise leadership?

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10. Are you dealing with any of the same issues today as yesterday? What can you do about this?

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11. Who needs to know?

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12. Which issues are too important to ignore?

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13. What is the Administrative review problem definition? What do you need to resolve?

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14. Did you miss any major Administrative review issues?

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15. What would happen if Administrative review weren’t done?

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16. What information do users need?

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17. What creative shifts do you need to take?

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18. Is the need for organizational change recognized?

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19. What training and capacity building actions are needed to implement proposed reforms?

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20. How do you take a forward-looking perspective in identifying Administrative review research related to market response and models?

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21. Will it solve real problems?

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22. Can management personnel recognize the monetary benefit of Administrative review?

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23. How do you assess your Administrative review workforce capability and capacity needs, including skills, competencies, and staffing levels?

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24. Does Administrative review create potential expectations in other areas that need to be recognized and considered?

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25. Are your goals realistic? Do you need to redefine your problem? Perhaps the problem has changed or maybe you have reached your goal and need to set a new one?

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26. How many trainings, in total, are needed?

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27. What activities does the governance board need to consider?

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28. Does your organization need more Administrative review education?

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29. What Administrative review capabilities do you need?

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30. What Administrative review events should you attend?

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31. Whom do you really need or want to serve?

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32. Are there any revenue recognition issues?

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33. For your Administrative review project, identify and describe the business environment, is there more than one layer to the business environment?

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34. What do employees need in the short term?

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35. Is the quality assurance team identified?

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36. Do you need to avoid or amend any Administrative review activities?

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37. Are there Administrative review problems defined?

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38. Do you have/need 24-hour access to key personnel?

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39. What are the Administrative review resources needed?

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40. Think about the people you identified for your Administrative review project and the project responsibilities you would assign to them, what kind of training do you think they would need to perform these responsibilities effectively?

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41. Which needs are not included or involved?

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42. Is it clear when you think of the day ahead of you what activities and tasks you need to complete?

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43. Are problem definition and motivation clearly presented?

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44. To what extent would your organization benefit from being recognized as a award recipient?

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45. What should be considered when identifying available resources, constraints, and deadlines?

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46. How are training requirements identified?

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47. What is the smallest subset of the problem you can usefully solve?

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48. Who are your key stakeholders who need to sign off?

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49. Who needs to know about Administrative review?

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50. How can auditing be a preventative security measure?

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51. How are you going to measure success?

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52. What does Administrative review success mean to the stakeholders?

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53. What are your needs in relation to Administrative review skills, labor, equipment, and markets?

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54. Will a response program recognize when a crisis occurs and provide some level of response?

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55. How do you identify the kinds of information that you will need?

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56. What are the minority interests and what amount of minority interests can be recognized?

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57. What situation(s) led to this Administrative review Self Assessment?

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58. Who needs what information?

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59. Are employees recognized for desired behaviors?

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60. Consider your own Administrative review project, what types of organizational problems do you think might be causing or affecting your problem, based on the work done so far?

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61. How much are sponsors, customers, partners, stakeholders involved in Administrative review? In other words, what are the risks, if Administrative review does not deliver successfully?

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62. Who needs budgets?

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63. What is the problem and/or vulnerability?

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64. What Administrative review coordination do you need?

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65. What Administrative review problem should be solved?

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66. Are there regulatory / compliance issues?

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67. Is it needed?

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68. What needs to be done?

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69. How does it fit into your organizational needs and tasks?

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70. Why the need?

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71. What are the timeframes required to resolve each of the issues/problems?

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72. Do you recognize Administrative review achievements?

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73. Do you need different information or graphics?

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74. What is the extent or complexity of the Administrative review problem?

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75. Are there any specific expectations or concerns about the Administrative review team, Administrative review itself?

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76. Are there recognized Administrative review problems?

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77. Do you know what you need to know about Administrative review?

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78. Who should resolve the Administrative review issues?

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79. Who else hopes to benefit from it?

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80. Does the problem have ethical dimensions?

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81. What is the problem or issue?

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82. What needs to stay?

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83. What prevents you from making the changes you know will make you a more effective Administrative review leader?

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84. Will new equipment/products be required to facilitate Administrative review delivery, for example is new software needed?

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85. What resources or support might you need?

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86. What problems are you facing and how do you consider Administrative review will circumvent those obstacles?

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87. Are losses recognized in a timely manner?

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88. What are the stakeholder objectives to be achieved with Administrative review?

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89. Who defines the rules in relation to any given issue?

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90. What extra resources will you need?

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91. What is the recognized need?

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92. What else needs to be measured?

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93. How do you identify subcontractor relationships?

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94. What are the expected benefits of Administrative review to the stakeholder?

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95. How are the Administrative review’s objectives aligned to the group’s overall stakeholder strategy?

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96. How do you recognize an objection?

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97. Looking at each person individually – does every one have the qualities which are needed to work in this group?

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98. What do you need to start doing?

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99. How do you recognize an Administrative review objection?

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100. Will Administrative review deliverables need to be tested and, if so, by whom?

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101. Why is this needed?

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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 Administrative review Index at the beginning of the Self-Assessment.

Administrative Review A Complete Guide - 2020 Edition

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