Work Integrated Learning A Complete Guide - 2020 Edition. Gerardus Blokdyk
What was the context?
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9. How was the ‘as is’ process map developed, reviewed, verified and validated?
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10. How do you keep key subject matter experts in the loop?
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11. What is in scope?
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12. How will the Work-integrated learning team and the group measure complete success of Work-integrated learning?
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13. Are required metrics defined, what are they?
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14. Is there a completed SIPOC representation, describing the Suppliers, Inputs, Process, Outputs, and Customers?
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15. Have all basic functions of Work-integrated learning been defined?
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16. What are the dynamics of the communication plan?
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17. What are the Work-integrated learning tasks and definitions?
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18. Is the team adequately staffed with the desired cross-functionality? If not, what additional resources are available to the team?
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19. How have you defined all Work-integrated learning requirements first?
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20. Is data collected and displayed to better understand customer(s) critical needs and requirements.
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21. If substitutes have been appointed, have they been briefed on the Work-integrated learning goals and received regular communications as to the progress to date?
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22. Is there a critical path to deliver Work-integrated learning results?
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23. Who is gathering Work-integrated learning information?
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24. Are approval levels defined for contracts and supplements to contracts?
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25. What is the scope of the Work-integrated learning effort?
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26. Scope of sensitive information?
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27. What is out of scope?
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28. Will a Work-integrated learning production readiness review be required?
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29. What is a worst-case scenario for losses?
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30. Is the team formed and are team leaders (Coaches and Management Leads) assigned?
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31. What is the definition of Work-integrated learning excellence?
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32. Has a team charter been developed and communicated?
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33. Are different versions of process maps needed to account for the different types of inputs?
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34. Is special Work-integrated learning user knowledge required?
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35. What Work-integrated learning services do you require?
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36. Will team members regularly document their Work-integrated learning work?
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37. How do you build the right business case?
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38. Is the team equipped with available and reliable resources?
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39. Is there any additional Work-integrated learning definition of success?
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40. What knowledge or experience is required?
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41. How do you hand over Work-integrated learning context?
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42. What intelligence can you gather?
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43. Has your scope been defined?
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44. What Work-integrated learning requirements should be gathered?
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45. What information should you gather?
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46. Is it clearly defined in and to your organization what you do?
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47. What is out-of-scope initially?
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48. Are customer(s) identified and segmented according to their different needs and requirements?
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49. Are there different segments of customers?
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50. Has/have the customer(s) been identified?
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51. How do you gather the stories?
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52. What are the requirements for audit information?
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53. Are task requirements clearly defined?
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54. How do you catch Work-integrated learning definition inconsistencies?
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55. Who are the Work-integrated learning improvement team members, including Management Leads and Coaches?
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56. What would be the goal or target for a Work-integrated learning’s improvement team?
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57. What is the context?
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58. Is scope creep really all bad news?
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59. Has a project plan, Gantt chart, or similar been developed/completed?
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60. Have all of the relationships been defined properly?
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61. Are the Work-integrated learning requirements complete?
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62. How does the Work-integrated learning manager ensure against scope creep?
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63. Is the current ‘as is’ process being followed? If not, what are the discrepancies?
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64. Has a high-level ‘as is’ process map been completed, verified and validated?
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65. How will variation in the actual durations