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95. Are audit criteria, scope, frequency and methods defined?
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96. How did the Human Resources for Health manager receive input to the development of a Human Resources for Health improvement plan and the estimated completion dates/times of each activity?
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97. How will variation in the actual durations of each activity be dealt with to ensure that the expected Human Resources for Health results are met?
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98. Is the Human Resources for Health scope manageable?
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99. Do you have a Human Resources for Health success story or case study ready to tell and share?
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100. Is Human Resources for Health linked to key stakeholder goals and objectives?
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101. How and when will the baselines be defined?
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102. Do you all define Human Resources for Health in the same way?
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103. Is there a completed SIPOC representation, describing the Suppliers, Inputs, Process, Outputs, and Customers?
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104. What Human Resources for Health requirements should be gathered?
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105. If substitutes have been appointed, have they been briefed on the Human Resources for Health goals and received regular communications as to the progress to date?
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106. 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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107. Has everyone on the team, including the team leaders, been properly trained?
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108. Is the work to date meeting requirements?
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109. How is the team tracking and documenting its work?
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110. Are resources adequate for the scope?
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111. What is in scope?
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112. Has a project plan, Gantt chart, or similar been developed/completed?
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113. What is the scope of the Human Resources for Health work?
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114. What sort of initial information to gather?
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115. Is special Human Resources for Health user knowledge required?
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116. What are the tasks and definitions?
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117. When is the estimated completion date?
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118. Who are the Human Resources for Health improvement team members, including Management Leads and Coaches?
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119. How would you define the culture at your organization, how susceptible is it to Human Resources for Health changes?
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120. Is the team equipped with available and reliable resources?
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121. When is/was the Human Resources for Health start date?
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122. What are (control) requirements for Human Resources for Health Information?
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123. Is Human Resources for Health currently on schedule according to the plan?
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124. How have you defined all Human Resources for Health requirements first?
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125. Are all requirements met?
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126. Is the improvement team aware of the different versions of a process: what they think it is vs. what it actually is vs. what it should be vs. what it could be?
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127. Does the scope remain the same?
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128. What key stakeholder process output measure(s) does Human Resources for Health leverage and how?
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129. Has a high-level ‘as is’ process map been completed, verified and validated?
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130. What knowledge or experience is required?
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131. Do you have organizational privacy requirements?
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132. Has anyone else (internal or external to the group) attempted to solve this problem or a similar one before? If so, what knowledge can be leveraged from these previous efforts?
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133. How do you manage unclear Human Resources for Health requirements?
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134. Are different versions of process maps needed to account for the different types of inputs?
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135. How do you catch Human Resources for Health definition inconsistencies?
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136. How was the ‘as is’
