Social Recession A Complete Guide - 2020 Edition. Gerardus Blokdyk
Is the Social recession scope complete and appropriately sized?
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71. What is the definition of Social recession excellence?
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72. Are the Social recession requirements complete?
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73. What Social recession services do you require?
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74. Is the team adequately staffed with the desired cross-functionality? If not, what additional resources are available to the team?
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75. Has everyone on the team, including the team leaders, been properly trained?
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76. Is the current ‘as is’ process being followed? If not, what are the discrepancies?
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77. Scope of sensitive information?
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78. Is there a clear Social recession case definition?
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79. The political context: who holds power?
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80. How do you gather Social recession requirements?
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81. What is the definition of success?
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82. How do you catch Social recession definition inconsistencies?
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83. What are the record-keeping requirements of Social recession activities?
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84. How do you build the right business case?
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85. Is the work to date meeting requirements?
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86. What key stakeholder process output measure(s) does Social recession leverage and how?
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87. What is the scope of Social recession?
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88. Where can you gather more information?
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89. What is out of scope?
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90. What would be the goal or target for a Social recession’s improvement team?
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91. What Social recession requirements should be gathered?
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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. How would you define Social recession leadership?
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94. How do you keep key subject matter experts in the loop?
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95. Is the scope of Social recession defined?
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96. What is out-of-scope initially?
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97. 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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98. Has a team charter been developed and communicated?
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99. What gets examined?
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100. Who is gathering information?
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101. Are all requirements met?
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102. Has a Social recession requirement not been met?
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103. Are task requirements clearly defined?
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104. What critical content must be communicated – who, what, when, where, and how?
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105. What is in the scope and what is not in scope?
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106. Are roles and responsibilities formally defined?
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107. Is there any additional Social recession definition of success?
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108. How did the Social recession manager receive input to the development of a Social recession improvement plan and the estimated completion dates/times of each activity?
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109. Who are the Social recession improvement team members, including Management Leads and Coaches?
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110. Have the customer needs been translated into specific, measurable requirements? How?
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111. What information should you gather?
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112. Will a Social recession production readiness review be required?
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113. Has the direction changed at all during the course of Social recession? If so, when did it change and why?
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114. What is in scope?
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115. What are the rough order estimates on cost savings/opportunities that Social recession brings?
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116. Have all of the relationships been defined properly?
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117. What happens if Social recession’s scope changes?
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118. How will variation in the actual durations of each activity be dealt with to ensure that the expected Social recession results are met?
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119. Is Social recession required?
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120. What constraints exist that might impact the team?
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121. Are audit criteria, scope, frequency and methods defined?
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122. Is there a Social recession management charter, including stakeholder case, problem and goal statements, scope, milestones, roles and responsibilities, communication plan?
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123. What defines best in class?
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124. What are the dynamics of the communication plan?
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125. Do you all define Social recession in the same way?
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126. What system do you use for gathering Social recession information?
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127.