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59. What constraints exist that might impact the team?
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60. What is out-of-scope initially?
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61. Is Organizational justice linked to key stakeholder goals and objectives?
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62. Are there any constraints known that bear on the ability to perform Organizational justice work? How is the team addressing them?
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63. What are the tasks and definitions?
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64. What critical content must be communicated – who, what, when, where, and how?
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65. When is the estimated completion date?
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66. What Organizational justice requirements should be gathered?
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67. What gets examined?
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68. Are roles and responsibilities formally defined?
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69. How would you define Organizational justice leadership?
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70. How do you gather the stories?
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71. When is/was the Organizational justice start date?
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72. How do you manage scope?
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73. What happens if Organizational justice’s scope changes?
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74. What are the record-keeping requirements of Organizational justice activities?
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75. Is the Organizational justice scope complete and appropriately sized?
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76. Is the team equipped with available and reliable resources?
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77. How would you define the culture at your organization, how susceptible is it to Organizational justice changes?
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78. What information should you gather?
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79. Is there regularly 100% attendance at the team meetings? If not, have appointed substitutes attended to preserve cross-functionality and full representation?
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80. How do you hand over Organizational justice context?
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81. Has a project plan, Gantt chart, or similar been developed/completed?
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82. What defines best in class?
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83. Are the Organizational justice requirements testable?
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84. How did the Organizational justice manager receive input to the development of a Organizational justice improvement plan and the estimated completion dates/times of each activity?
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85. What was the context?
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86. Is it clearly defined in and to your organization what you do?
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87. Are approval levels defined for contracts and supplements to contracts?
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88. How do you manage unclear Organizational justice requirements?
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89. What would be the goal or target for a Organizational justice’s improvement team?
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90. How and when will the baselines be defined?
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91. Why are you doing Organizational justice and what is the scope?
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92. How do you build the right business case?
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93. How do you gather Organizational justice requirements?
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94. Are required metrics defined, what are they?
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95. How do you gather requirements?
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96. What is the scope of the Organizational justice effort?
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97. How will the Organizational justice team and the group measure complete success of Organizational justice?
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98. Does the scope remain the same?
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99. What is out of scope?
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100. Is the scope of Organizational justice defined?
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101. What are the dynamics of the communication plan?
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102. Is there a clear Organizational justice case definition?
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103. Is the team adequately staffed with the desired cross-functionality? If not, what additional resources are available to the team?
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