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68. What happens if Expression system’s scope changes?
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69. Have all basic functions of Expression system been defined?
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70. Are roles and responsibilities formally defined?
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71. How is the team tracking and documenting its work?
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72. Have all of the relationships been defined properly?
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73. How will the Expression system team and the group measure complete success of Expression system?
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74. Is there a critical path to deliver Expression system results?
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75. How do you catch Expression system definition inconsistencies?
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76. What baselines are required to be defined and managed?
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77. What scope to assess?
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78. How do you hand over Expression system context?
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79. What knowledge or experience is required?
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80. Is the Expression system scope manageable?
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81. When are meeting minutes sent out? Who is on the distribution list?
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82. What critical content must be communicated – who, what, when, where, and how?
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83. Is Expression system linked to key stakeholder goals and objectives?
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84. 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?
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85. How do you manage changes in Expression system requirements?
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86. What information should you gather?
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87. How would you define the culture at your organization, how susceptible is it to Expression system changes?
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88. What gets examined?
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89. Has the improvement team collected the ‘voice of the customer’ (obtained feedback – qualitative and quantitative)?
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90. What are the record-keeping requirements of Expression system activities?
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91. What are the dynamics of the communication plan?
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92. Are different versions of process maps needed to account for the different types of inputs?
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93. Is the current ‘as is’ process being followed? If not, what are the discrepancies?
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94. What are the rough order estimates on cost savings/opportunities that Expression system brings?
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95. Will team members regularly document their Expression system work?
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96. Is there regularly 100% attendance at the team meetings? If not, have appointed substitutes attended to preserve cross-functionality and full representation?
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97. Are improvement team members fully trained on Expression system?
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98. When is the estimated completion date?
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99. What defines best in class?
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100. What would be the goal or target for a Expression system’s improvement team?
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101. Do you have a Expression system success story or case study ready to tell and share?
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102. What sources do you use to gather information for a Expression system study?
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103. What is out-of-scope initially?
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104. How do you manage scope?
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105. Has a project plan, Gantt chart, or similar been developed/completed?
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106. How was the ‘as is’ process map developed, reviewed, verified and validated?
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107. The political context: who holds power?
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108. Have specific policy objectives been defined?
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109. How would you define Expression system leadership?
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110. What Expression system services do you require?
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111. What is the context?
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112. What sort of initial information to gather?
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113. What are the requirements for audit information?
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114. What intelligence can you gather?
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115. How can the value of Expression system be defined?
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116. 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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117. What Expression system requirements should be gathered?
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118. Is the team adequately staffed with the desired cross-functionality? If not, what additional resources are available to the team?
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119. How did the Expression system manager receive input to the development of a Expression system improvement plan and the estimated completion dates/times of each activity?
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120. How do you keep key subject matter experts in the loop?
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121. Are task requirements clearly defined?
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122. Is there a Expression system management charter, including stakeholder case, problem and goal statements, scope, milestones, roles and responsibilities, communication plan?