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111. Are approval levels defined for contracts and supplements to contracts?
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112. Will team members regularly document their Recruitment tool work?
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113. What key stakeholder process output measure(s) does Recruitment tool leverage and how?
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114. What scope do you want your strategy to cover?
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115. How do you gather Recruitment tool requirements?
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116. In what way can you redefine the criteria of choice clients have in your category in your favor?
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117. Is the team adequately staffed with the desired cross-functionality? If not, what additional resources are available to the team?
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118. Are different versions of process maps needed to account for the different types of inputs?
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119. Are roles and responsibilities formally defined?
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120. Are audit criteria, scope, frequency and methods defined?
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121. What knowledge or experience is required?
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122. What are the compelling stakeholder reasons for embarking on Recruitment tool?
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123. Has your scope been defined?
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124. What customer feedback methods were used to solicit their input?
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125. Have all basic functions of Recruitment tool been defined?
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126. What are (control) requirements for Recruitment tool Information?
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127. What are the Roles and Responsibilities for each team member and its leadership? Where is this documented?
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128. What scope to assess?
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129. Is there a critical path to deliver Recruitment tool results?
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130. Has a project plan, Gantt chart, or similar been developed/completed?
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131. What is the definition of Recruitment tool excellence?
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132. What are the Recruitment tool use cases?
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133. What are the rough order estimates on cost savings/opportunities that Recruitment tool brings?
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134. Who is gathering information?
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135. When are meeting minutes sent out? Who is on the distribution list?
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136. Is Recruitment tool currently on schedule according to the plan?
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Add up total points for this section: _____ = Total points for this section
Divided by: ______ (number of statements answered) = ______ Average score for this section
Transfer your score to the Recruitment tool Index at the beginning of the Self-Assessment.
CRITERION #3: MEASURE:
INTENT: Gather the correct data. Measure the current performance and evolution of the situation.
In my belief, the answer to this question is clearly defined:
5 Strongly Agree
4 Agree
3 Neutral
2 Disagree
1 Strongly Disagree
1. How are measurements made?
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2. Are actual costs in line with budgeted costs?
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3. What do people want to verify?
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4. Are indirect costs charged to the Recruitment tool program?
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5. Are supply costs steady or fluctuating?
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6. Who should receive measurement reports?
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7. Do you have a flow diagram of what happens?
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8. What is the cause of any Recruitment tool gaps?
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9. How can you measure Recruitment tool in a systematic way?
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10. How will success or failure be measured?
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11. What harm might be caused?
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12. How can you measure the performance?
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13. What is the cost of rework?
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14. Do you effectively measure and reward individual and team performance?
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