Employee Trust217
3.3 Change Log: Employee Trust219
3.4 Decision Log: Employee Trust221
3.5 Quality Audit: Employee Trust223
3.6 Team Directory: Employee Trust226
3.7 Team Operating Agreement: Employee Trust228
3.8 Team Performance Assessment: Employee Trust230
3.9 Team Member Performance Assessment: Employee Trust233
3.10 Issue Log: Employee Trust235
4.0 Monitoring and Controlling Process Group: Employee Trust237
4.1 Project Performance Report: Employee Trust239
4.2 Variance Analysis: Employee Trust241
4.3 Earned Value Status: Employee Trust243
4.4 Risk Audit: Employee Trust245
4.5 Contractor Status Report: Employee Trust247
4.6 Formal Acceptance: Employee Trust249
5.0 Closing Process Group: Employee Trust251
5.1 Procurement Audit: Employee Trust253
5.2 Contract Close-Out: Employee Trust255
5.3 Project or Phase Close-Out: Employee Trust257
5.4 Lessons Learned: Employee Trust259
Index261
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 is the extent or complexity of the Employee trust problem?
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2. What else needs to be measured?
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3. Are there regulatory / compliance issues?
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4. What are the minority interests and what amount of minority interests can be recognized?
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5. What are the expected benefits of Employee trust to the stakeholder?
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6. How do you take a forward-looking perspective in identifying Employee trust research related to market response and models?
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7. As a sponsor, customer or management, how important is it to meet goals, objectives?
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8. Will Employee trust deliverables need to be tested and, if so, by whom?
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9. What does Employee trust success mean to the stakeholders?
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10. Which information does the Employee trust business case need to include?
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11. Are losses recognized in a timely manner?
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12. What creative shifts do you need to take?
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13. Looking at each person individually – does every one have the qualities which are needed to work in this group?
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14. Are employees recognized or rewarded for performance that demonstrates the highest levels of integrity?
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15. Do you need different information or graphics?
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16. Why the need?
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17. What extra resources will you need?
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18. Can management personnel recognize the monetary benefit of Employee trust?
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19. How do you recognize an objection?
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20. Does your organization need more Employee trust education?
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21. What is the recognized need?
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22. What prevents you from making the changes you know will make you a more effective Employee trust leader?
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23. Does the problem have ethical dimensions?
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24. Will it solve real problems?
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25. What Employee trust coordination do you need?
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26. Who are your key stakeholders who need to sign off?
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27. Will a response program recognize when a crisis occurs and provide some level of response?
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28. How are training requirements identified?
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29. Who needs budgets?
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30. Who else hopes to benefit from it?
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31. Would you recognize a threat from the inside?
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