style="font-size:15px;"> 51. Is there a clear Human Resources for Health case definition?
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52. What is the worst case scenario?
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53. When are meeting minutes sent out? Who is on the distribution list?
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54. What are the Human Resources for Health tasks and definitions?
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55. What is out-of-scope initially?
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56. What would be the goal or target for a Human Resources for Health’s improvement team?
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57. What customer feedback methods were used to solicit their input?
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58. How do you build the right business case?
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59. Is it clearly defined in and to your organization what you do?
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60. Is there a completed, verified, and validated high-level ‘as is’ (not ‘should be’ or ‘could be’) stakeholder process map?
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61. Have all basic functions of Human Resources for Health been defined?
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62. Are roles and responsibilities formally defined?
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63. Is the team adequately staffed with the desired cross-functionality? If not, what additional resources are available to the team?
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64. Are accountability and ownership for Human Resources for Health clearly defined?
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65. Is the Human Resources for Health scope complete and appropriately sized?
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66. What is the scope?
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67. Does the team have regular meetings?
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68. What information do you gather?
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69. What are the requirements for audit information?
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70. How often are the team meetings?
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71. What gets examined?
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72. How do you manage scope?
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73. How will the Human Resources for Health team and the group measure complete success of Human Resources for Health?
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74. Are required metrics defined, what are they?
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75. Why are you doing Human Resources for Health and what is the scope?
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76. Are there different segments of customers?
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77. What baselines are required to be defined and managed?
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78. Will team members regularly document their Human Resources for Health work?
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79. What Human Resources for Health services do you require?
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80. What are the compelling stakeholder reasons for embarking on Human Resources for Health?
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81. What specifically is the problem? Where does it occur? When does it occur? What is its extent?
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82. Who defines (or who defined) the rules and roles?
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83. Has the Human Resources for Health 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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84. Will a Human Resources for Health production readiness review be required?
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85. How do you think the partners involved in Human Resources for Health would have defined success?
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86. Have the customer needs been translated into specific, measurable requirements? How?
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87. Are the Human Resources for Health requirements testable?
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88. Are customer(s) identified and segmented according to their different needs and requirements?
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89. Is there a Human Resources for Health management charter, including stakeholder case, problem and goal statements, scope, milestones, roles and responsibilities, communication plan?
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90. Are improvement team members fully trained on Human Resources for Health?
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91. What is the definition of Human Resources for Health excellence?
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92. What are the dynamics of the communication plan?
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93. How do you manage changes in Human Resources for Health requirements?
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94. Are the Human Resources for Health requirements
