Change Request: Learning Design220
3.3 Change Log: Learning Design222
3.4 Decision Log: Learning Design224
3.5 Quality Audit: Learning Design226
3.6 Team Directory: Learning Design228
3.7 Team Operating Agreement: Learning Design230
3.8 Team Performance Assessment: Learning Design232
3.9 Team Member Performance Assessment: Learning Design234
3.10 Issue Log: Learning Design236
4.0 Monitoring and Controlling Process Group: Learning Design238
4.1 Project Performance Report: Learning Design240
4.2 Variance Analysis: Learning Design242
4.3 Earned Value Status: Learning Design244
4.4 Risk Audit: Learning Design246
4.5 Contractor Status Report: Learning Design248
4.6 Formal Acceptance: Learning Design250
5.0 Closing Process Group: Learning Design252
5.1 Procurement Audit: Learning Design254
5.2 Contract Close-Out: Learning Design257
5.3 Project or Phase Close-Out: Learning Design259
5.4 Lessons Learned: Learning Design261
Index263
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. What does Learning Design success mean to the stakeholders?
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2. Where do you need to exercise leadership?
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3. Do you need to avoid or amend any Learning Design activities?
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4. Who needs to know about Learning Design?
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5. Are employees recognized for desired behaviors?
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6. For your Learning Design project, identify and describe the business environment, is there more than one layer to the business environment?
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7. Do you have/need 24-hour access to key personnel?
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8. What Learning Design events should you attend?
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9. How are you going to measure success?
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10. Where is training needed?
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11. Is the need for organizational change recognized?
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12. What needs to be done?
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13. What tools and technologies are needed for a custom Learning Design project?
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14. What Learning Design capabilities do you need?
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15. How are training requirements identified?
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16. What would happen if Learning Design weren’t done?
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17. Is it needed?
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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. What situation(s) led to this Learning Design Self Assessment?
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20. How does it fit into your organizational needs and tasks?
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21. What do you need to start doing?
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22. Do you need different information or graphics?
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23. Who defines the rules in relation to any given issue?
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24. How do you recognize an objection?
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25. What are the Learning Design resources needed?
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26. How many trainings, in total, are needed?
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27. What training and capacity building actions are needed to implement proposed reforms?
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28. Will Learning Design deliverables need to be tested and, if so, by whom?
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29. As a sponsor, customer or management, how important is it to meet goals, objectives?
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30. What else needs to be measured?
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31. Whom do you really need or want to serve?
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32.
