Team Member Status Report: Training Analysis214
3.2 Change Request: Training Analysis216
3.3 Change Log: Training Analysis218
3.4 Decision Log: Training Analysis220
3.5 Quality Audit: Training Analysis222
3.6 Team Directory: Training Analysis225
3.7 Team Operating Agreement: Training Analysis227
3.8 Team Performance Assessment: Training Analysis229
3.9 Team Member Performance Assessment: Training Analysis231
3.10 Issue Log: Training Analysis233
4.0 Monitoring and Controlling Process Group: Training Analysis235
4.1 Project Performance Report: Training Analysis237
4.2 Variance Analysis: Training Analysis239
4.3 Earned Value Status: Training Analysis241
4.4 Risk Audit: Training Analysis243
4.5 Contractor Status Report: Training Analysis245
4.6 Formal Acceptance: Training Analysis247
5.0 Closing Process Group: Training Analysis249
5.1 Procurement Audit: Training Analysis251
5.2 Contract Close-Out: Training Analysis253
5.3 Project or Phase Close-Out: Training Analysis255
5.4 Lessons Learned: Training Analysis257
Index259
CRITERION #1: RECOGNIZE
INTENT: Be aware of the need for change. Recognize that there is an unfavorable variation, problem or symptom.
In my belief, the answer to this question is clearly defined:
5 Strongly Agree
4 Agree
3 Neutral
2 Disagree
1 Strongly Disagree
1. To what extent would your organization benefit from being recognized as a award recipient?
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2. How are you going to measure success?
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3. Have you identified your Training analysis key performance indicators?
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4. What situation(s) led to this Training analysis Self Assessment?
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5. What is the problem and/or vulnerability?
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6. How do you recognize an Training analysis objection?
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7. Does your organization need more Training analysis education?
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8. Does the problem have ethical dimensions?
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9. What is the recognized need?
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10. Are losses recognized in a timely manner?
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11. What extra resources will you need?
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12. Will Training analysis deliverables need to be tested and, if so, by whom?
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13. What problems are you facing and how do you consider Training analysis will circumvent those obstacles?
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14. Are controls defined to recognize and contain problems?
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15. How do you identify the kinds of information that you will need?
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16. What Training analysis coordination do you need?
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17. What are the expected benefits of Training analysis to the stakeholder?
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18. Looking at each person individually – does every one have the qualities which are needed to work in this group?
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19. Who should resolve the Training analysis issues?
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20. Will it solve real problems?
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21. Are there Training analysis problems defined?
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22. How much are sponsors, customers, partners, stakeholders involved in Training analysis? In other words, what are the risks, if Training analysis does not deliver successfully?
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23. Did you miss any major Training analysis issues?
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24. What training and capacity building actions are needed to implement proposed reforms?
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25. How do you identify subcontractor relationships?
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26. Where is training needed?
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27. Who needs what information?
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28. Which information does the Training analysis business case need to include?
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29. Who needs to know about Training analysis?
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30. How are the Training analysis’s
