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104. When are meeting minutes sent out? Who is on the distribution list?
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105. What sources do you use to gather information for a Organizational justice study?
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106. Is there a Organizational justice management charter, including stakeholder case, problem and goal statements, scope, milestones, roles and responsibilities, communication plan?
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107. What are (control) requirements for Organizational justice Information?
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108. How can the value of Organizational justice be defined?
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109. How are consistent Organizational justice definitions important?
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110. Is the current ‘as is’ process being followed? If not, what are the discrepancies?
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111. In what way can you redefine the criteria of choice clients have in your category in your favor?
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112. Do the problem and goal statements meet the SMART criteria (specific, measurable, attainable, relevant, and time-bound)?
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113. Are all requirements met?
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114. What key stakeholder process output measure(s) does Organizational justice leverage and how?
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115. Have all of the relationships been defined properly?
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116. Has the Organizational justice work been fairly and/or equitably divided and delegated among team members who are qualified and capable to perform the work? Has everyone contributed?
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117. Has the direction changed at all during the course of Organizational justice? If so, when did it change and why?
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118. How is the team tracking and documenting its work?
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119. Has everyone on the team, including the team leaders, been properly trained?
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120. What scope to assess?
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121. Have the customer needs been translated into specific, measurable requirements? How?
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122. Is special Organizational justice user knowledge required?
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123. What Organizational justice services do you require?
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124. What are the Roles and Responsibilities for each team member and its leadership? Where is this documented?
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125. What scope do you want your strategy to cover?
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126. What intelligence can you gather?
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127. What is the definition of success?
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128. If substitutes have been appointed, have they been briefed on the Organizational justice goals and received regular communications as to the progress to date?
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129. How do you catch Organizational justice definition inconsistencies?
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130. Is Organizational justice required?
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131. What specifically is the problem? Where does it occur? When does it occur? What is its extent?
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132. What knowledge or experience is required?
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133. Has/have the customer(s) been identified?
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134. How have you defined all Organizational justice requirements first?
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135. Does the team have regular meetings?
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136. Is the Organizational justice scope manageable?
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137. Is data collected and displayed to better understand customer(s) critical needs and requirements.
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138. How does the Organizational justice manager ensure against scope creep?
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139. Do you all define Organizational justice in the same way?
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140. Do you have organizational privacy requirements?
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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 Organizational justice 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
