What is in scope?
<--- Score
67. Is there a completed, verified, and validated high-level ‘as is’ (not ‘should be’ or ‘could be’) stakeholder process map?
<--- Score
68. What is the scope of Recruitment tool?
<--- Score
69. Are required metrics defined, what are they?
<--- Score
70. Will a Recruitment tool production readiness review be required?
<--- Score
71. What are the dynamics of the communication plan?
<--- Score
72. Is the work to date meeting requirements?
<--- Score
73. Does the scope remain the same?
<--- Score
74. What happens if Recruitment tool’s scope changes?
<--- Score
75. What critical content must be communicated – who, what, when, where, and how?
<--- Score
76. Scope of sensitive information?
<--- Score
77. Who are the Recruitment tool improvement team members, including Management Leads and Coaches?
<--- Score
78. What is the context?
<--- Score
79. Is there a Recruitment tool management charter, including stakeholder case, problem and goal statements, scope, milestones, roles and responsibilities, communication plan?
<--- Score
80. Is the Recruitment tool scope complete and appropriately sized?
<--- Score
81. Who defines (or who defined) the rules and roles?
<--- Score
82. How do you manage unclear Recruitment tool requirements?
<--- Score
83. When is/was the Recruitment tool start date?
<--- Score
84. Has the improvement team collected the ‘voice of the customer’ (obtained feedback – qualitative and quantitative)?
<--- Score
85. Where can you gather more information?
<--- Score
86. What constraints exist that might impact the team?
<--- Score
87. If substitutes have been appointed, have they been briefed on the Recruitment tool goals and received regular communications as to the progress to date?
<--- Score
88. How would you define Recruitment tool leadership?
<--- Score
89. How often are the team meetings?
<--- Score
90. Does the team have regular meetings?
<--- Score
91. Do you have a Recruitment tool success story or case study ready to tell and share?
<--- Score
92. Has a team charter been developed and communicated?
<--- Score
93. How does the Recruitment tool manager ensure against scope creep?
<--- Score
94. How do you gather the stories?
<--- Score
95. How do you hand over Recruitment tool context?
<--- Score
96. Are the Recruitment tool requirements complete?
<--- Score
97. What is in the scope and what is not in scope?
<--- Score
98. How have you defined all Recruitment tool requirements first?
<--- Score
99. Is it clearly defined in and to your organization what you do?
<--- Score
100. Do you all define Recruitment tool in the same way?
<--- Score
101. Are there different segments of customers?
<--- Score
102. What defines best in class?
<--- Score
103. Is data collected and displayed to better understand customer(s) critical needs and requirements.
<--- Score
104. What are the tasks and definitions?
<--- Score
105. Are the Recruitment tool requirements testable?
<--- Score
106. Do you have organizational privacy requirements?
<--- Score
107. Has the direction changed at all during the course of Recruitment tool? If so, when did it change and why?
<--- Score
108. 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?
<--- Score
109. Will team members perform Recruitment tool work when assigned and in a timely fashion?
<--- Score
110. Have specific policy objectives been defined?
<---
