Probability and Impact Matrix: Compensation And Benefits Review205
2.35 Risk Data Sheet: Compensation And Benefits Review207
2.36 Procurement Management Plan: Compensation And Benefits Review209
2.37 Source Selection Criteria: Compensation And Benefits Review211
2.38 Stakeholder Management Plan: Compensation And Benefits Review213
2.39 Change Management Plan: Compensation And Benefits Review215
3.0 Executing Process Group: Compensation And Benefits Review217
3.1 Team Member Status Report: Compensation And Benefits Review219
3.2 Change Request: Compensation And Benefits Review221
3.3 Change Log: Compensation And Benefits Review223
3.4 Decision Log: Compensation And Benefits Review225
3.5 Quality Audit: Compensation And Benefits Review227
3.6 Team Directory: Compensation And Benefits Review229
3.7 Team Operating Agreement: Compensation And Benefits Review231
3.8 Team Performance Assessment: Compensation And Benefits Review233
3.9 Team Member Performance Assessment: Compensation And Benefits Review235
3.10 Issue Log: Compensation And Benefits Review237
4.0 Monitoring and Controlling Process Group: Compensation And Benefits Review239
4.1 Project Performance Report: Compensation And Benefits Review241
4.2 Variance Analysis: Compensation And Benefits Review243
4.3 Earned Value Status: Compensation And Benefits Review245
4.4 Risk Audit: Compensation And Benefits Review247
4.5 Contractor Status Report: Compensation And Benefits Review249
4.6 Formal Acceptance: Compensation And Benefits Review251
5.0 Closing Process Group: Compensation And Benefits Review253
5.1 Procurement Audit: Compensation And Benefits Review255
5.2 Contract Close-Out: Compensation And Benefits Review257
5.3 Project or Phase Close-Out: Compensation And Benefits Review259
5.4 Lessons Learned: Compensation And Benefits Review261
Index263
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 needs to be done?
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2. Are problem definition and motivation clearly presented?
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3. Are there any specific expectations or concerns about the Compensation and Benefits Review team, Compensation and Benefits Review itself?
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4. Will Compensation and Benefits Review deliverables need to be tested and, if so, by whom?
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5. What Compensation and Benefits Review coordination do you need?
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6. Do you have/need 24-hour access to key personnel?
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7. What are the minority interests and what amount of minority interests can be recognized?
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8. To what extent would your organization benefit from being recognized as a award recipient?
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9. Why is this needed?
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10. What vendors make products that address the Compensation and Benefits Review needs?
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11. Looking at each person individually – does every one have the qualities which are needed to work in this group?
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12. What should be considered when identifying available resources, constraints, and deadlines?
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13. When a Compensation and Benefits Review manager recognizes a problem, what options are available?
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14. Which needs are not included or involved?
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15. What are the expected benefits of Compensation and Benefits Review to the stakeholder?
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16. How do you assess your Compensation and Benefits Review workforce capability and capacity needs, including skills, competencies, and staffing levels?
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17. What are the clients issues and concerns?
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18. Are employees recognized for desired behaviors?
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19. How much are sponsors, customers, partners, stakeholders involved in Compensation and Benefits Review? In other words, what are the risks, if Compensation and Benefits Review does not deliver successfully?
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20. What training and capacity building actions are needed to implement proposed reforms?
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21. Who are your key stakeholders who need to sign off?
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22. Did you miss any major Compensation and Benefits Review issues?
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