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19. Is the current ‘as is’ process being followed? If not, what are the discrepancies?
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20. Are customer(s) identified and segmented according to their different needs and requirements?
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21. Is scope creep really all bad news?
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22. What are the core elements of the Recruitment tool business case?
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23. Has a high-level ‘as is’ process map been completed, verified and validated?
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24. Who is gathering Recruitment tool information?
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25. Have all of the relationships been defined properly?
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26. How do you gather requirements?
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27. Is the team equipped with available and reliable resources?
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28. Is the scope of Recruitment tool defined?
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29. Who approved the Recruitment tool scope?
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30. How and when will the baselines be defined?
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31. Is Recruitment tool linked to key stakeholder goals and objectives?
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32. What system do you use for gathering Recruitment tool information?
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33. What Recruitment tool services do you require?
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34. How do you manage scope?
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35. What are the requirements for audit information?
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36. 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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37. Has everyone on the team, including the team leaders, been properly trained?
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38. Are resources adequate for the scope?
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39. How do you think the partners involved in Recruitment tool would have defined success?
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40. Do the problem and goal statements meet the SMART criteria (specific, measurable, attainable, relevant, and time-bound)?
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41. Has/have the customer(s) been identified?
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42. How was the ‘as is’ process map developed, reviewed, verified and validated?
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43. Have the customer needs been translated into specific, measurable requirements? How?
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44. What is the scope of the Recruitment tool work?
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45. Why are you doing Recruitment tool and what is the scope?
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46. How do you manage changes in Recruitment tool requirements?
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47. Is there a clear Recruitment tool case definition?
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48. How are consistent Recruitment tool definitions important?
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49. What are the record-keeping requirements of Recruitment tool activities?
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50. How is the team tracking and documenting its work?
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51. How will the Recruitment tool team and the group measure complete success of Recruitment tool?
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52. What is the scope of the Recruitment tool effort?
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53. What specifically is the problem? Where does it occur? When does it occur? What is its extent?
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54. What gets examined?
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55. 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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56. Are there any constraints known that bear on the ability to perform Recruitment tool work? How is the team addressing them?
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57. Has the Recruitment tool 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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58. What information should you gather?
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59. What is a worst-case scenario for losses?
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60. What was the context?
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61. What is out of scope?
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62. What is the worst case scenario?
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63. Has a Recruitment tool requirement not been met?
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64. How do you build the right business case?
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65. Are all requirements met?
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66. What is in scope?
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67. Is there a completed, verified, and validated high-level ‘as is’ (not ‘should be’ or ‘could be’) stakeholder process map?
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68. What is the scope of Recruitment tool?
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69. Are required metrics defined, what are they?
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70. Will a Recruitment tool production readiness review be required?
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71. What are the dynamics of the communication plan?
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72. Is the work to date meeting requirements?
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73. Does the scope remain the same?
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74. What happens if Recruitment tool’s scope changes?
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75. What critical content must be communicated – who, what, when, where, and how?
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76.