What are the Employee trust key cost drivers?
<--- Score
48. Are actual costs in line with budgeted costs?
<--- Score
49. Are you aware of what could cause a problem?
<--- Score
50. How do you quantify and qualify impacts?
<--- Score
51. How are you verifying it?
<--- Score
52. How are measurements made?
<--- Score
53. Is there an opportunity to verify requirements?
<--- Score
54. How to cause the change?
<--- Score
55. How is performance measured?
<--- Score
56. What details are required of the Employee trust cost structure?
<--- Score
57. How much does it cost?
<--- Score
58. What would be a real cause for concern?
<--- Score
59. Why do the measurements/indicators matter?
<--- Score
60. What does verifying compliance entail?
<--- Score
61. Is it possible to estimate the impact of unanticipated complexity such as wrong or failed assumptions, feedback, etcetera on proposed reforms?
<--- Score
62. What disadvantage does this cause for the user?
<--- Score
63. What causes investor action?
<--- Score
64. Among the Employee trust product and service cost to be estimated, which is considered hardest to estimate?
<--- Score
65. What is measured? Why?
<--- Score
66. Are the Employee trust benefits worth its costs?
<--- Score
67. When should you bother with diagrams?
<--- Score
68. How are costs allocated?
<--- Score
69. What methods are feasible and acceptable to estimate the impact of reforms?
<--- Score
70. When are costs are incurred?
<--- Score
71. How do controls impact employee trust in the employer?
<--- Score
72. How do you measure variability?
<--- Score
73. Are the units of measure consistent?
<--- Score
74. How do you measure lifecycle phases?
<--- Score
75. How do you control the overall costs of your work processes?
<--- Score
76. What does your operating model cost?
<--- Score
77. What drives O&M cost?
<--- Score
78. What is the cause of any Employee trust gaps?
<--- Score
79. Does management have the right priorities among projects?
<--- Score
80. Do you have an issue in getting priority?
<--- Score
81. Do you effectively measure and reward individual and team performance?
<--- Score
82. How sensitive must the Employee trust strategy be to cost?
<--- Score
83. What are the costs of delaying Employee trust action?
<--- Score
84. Where is it measured?
<--- Score
85. Why do you expend time and effort to implement measurement, for whom?
<--- Score
86. What is your decision requirements diagram?
<--- Score
87. Is the solution cost-effective?
<--- Score
88. Which Employee trust impacts are significant?
<--- Score
89. What is the total cost related to deploying Employee trust, including any consulting or professional services?
<--- Score
90. How do you measure efficient delivery of Employee trust services?
<--- Score
91. Will Employee trust have an impact on current business continuity, disaster recovery processes and/or infrastructure?
<--- Score
92. How will effects be measured?
<--- Score
93. How do you verify and validate the Employee trust data?
<--- Score
94. What are your primary costs, revenues, assets?
<--- Score
95. What are the types and number of measures to use?
<--- Score
96. Who pays the cost?
<--- Score
97. Was a business case (cost/benefit) developed?
<--- Score
98. Are you taking your company in the direction of better and revenue or cheaper and cost?
<--- Score
99. What are the strategic priorities for this year?
<--- Score
100. Do the benefits outweigh the costs?
<--- Score
101. Did you tackle the cause or the symptom?
<--- Score
102. Are Employee trust vulnerabilities categorized and prioritized?
<--- Score
103. Who is involved in verifying compliance?
<--- Score
104. How do you verify the Employee trust requirements quality?
<--- Score
105. How will measures be used to manage and adapt?
<--- Score
106. Have you included everything in your Employee trust cost models?
<--- Score
107. When a disaster occurs, who gets priority?
<--- Score
108. What measurements are being captured?
<--- Score
109.