Score
77. Who approved the Personnel director scope?
<--- Score
78. Are accountability and ownership for Personnel director clearly defined?
<--- Score
79. Is the scope of Personnel director defined?
<--- Score
80. Are there any constraints known that bear on the ability to perform Personnel director work? How is the team addressing them?
<--- Score
81. How do you think the partners involved in Personnel director would have defined success?
<--- Score
82. What scope do you want your strategy to cover?
<--- Score
83. How can the value of Personnel director be defined?
<--- Score
84. What information should you gather?
<--- Score
85. Are the Personnel director requirements complete?
<--- Score
86. How would you define the culture at your organization, how susceptible is it to Personnel director changes?
<--- Score
87. 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
88. Are all requirements met?
<--- Score
89. Will a Personnel director production readiness review be required?
<--- Score
90. Has a project plan, Gantt chart, or similar been developed/completed?
<--- Score
91. Are there different segments of customers?
<--- Score
92. What constraints exist that might impact the team?
<--- Score
93. Who defines (or who defined) the rules and roles?
<--- Score
94. What is the scope of the Personnel director work?
<--- Score
95. What are the Personnel director tasks and definitions?
<--- Score
96. When is/was the Personnel director start date?
<--- Score
97. Has the Personnel director 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
98. What are the tasks and definitions?
<--- Score
99. Is Personnel director currently on schedule according to the plan?
<--- Score
100. What is the scope?
<--- Score
101. Do the problem and goal statements meet the SMART criteria (specific, measurable, attainable, relevant, and time-bound)?
<--- Score
102. Have specific policy objectives been defined?
<--- Score
103. What is the scope of Personnel director?
<--- Score
104. Are task requirements clearly defined?
<--- Score
105. What is in the scope and what is not in scope?
<--- Score
106. Have the customer needs been translated into specific, measurable requirements? How?
<--- Score
107. What Personnel director requirements should be gathered?
<--- Score
108. Is the Personnel director scope manageable?
<--- Score
109. Is there a Personnel director management charter, including stakeholder case, problem and goal statements, scope, milestones, roles and responsibilities, communication plan?
<--- Score
110. When is the estimated completion date?
<--- Score
111. Scope of sensitive information?
<--- Score
112. What are the requirements for audit information?
<--- Score
113. How do you gather the stories?
<--- Score
114. What are the record-keeping requirements of Personnel director activities?
<--- Score
115. If substitutes have been appointed, have they been briefed on the Personnel director goals and received regular communications as to the progress to date?
<--- Score
116. How do you gather Personnel director requirements?
<--- Score
117. What sort of initial information to gather?
<--- Score
118. Do you have a Personnel director success story or case study ready to tell and share?
<--- Score
119. Are approval levels defined for contracts and supplements to contracts?
<--- Score
120. Has a team charter been developed and communicated?
<--- Score
121. Is it clearly defined in and to your organization what you do?
<--- Score
122. Is special Personnel director user knowledge required?
<--- Score
123. What is out of scope?
<--- Score
124. What baselines are required to be defined and managed?
<--- Score
125. Does the team have regular meetings?
<--- Score
126. How will the Personnel director team and the group measure complete success of Personnel director?
<--- Score
127. What is the definition of Personnel director excellence?
<--- Score
128. Has/have the customer(s) been identified?
<--- Score
129. How would you define Personnel director leadership?
<--- Score
130. What intelligence can you gather?
<--- Score
131. How was the ‘as is’ process map developed, reviewed, verified and validated?
<--- Score
132. Who is gathering Personnel director information?
<--- Score
133. What would be the goal or target for a Personnel director’s