Change Request: Person Analysis218
3.3 Change Log: Person Analysis220
3.4 Decision Log: Person Analysis222
3.5 Quality Audit: Person Analysis224
3.6 Team Directory: Person Analysis227
3.7 Team Operating Agreement: Person Analysis229
3.8 Team Performance Assessment: Person Analysis231
3.9 Team Member Performance Assessment: Person Analysis234
3.10 Issue Log: Person Analysis236
4.0 Monitoring and Controlling Process Group: Person Analysis238
4.1 Project Performance Report: Person Analysis240
4.2 Variance Analysis: Person Analysis242
4.3 Earned Value Status: Person Analysis244
4.4 Risk Audit: Person Analysis246
4.5 Contractor Status Report: Person Analysis248
4.6 Formal Acceptance: Person Analysis250
5.0 Closing Process Group: Person Analysis252
5.1 Procurement Audit: Person Analysis254
5.2 Contract Close-Out: Person Analysis257
5.3 Project or Phase Close-Out: Person Analysis259
5.4 Lessons Learned: Person Analysis261
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. Are you dealing with any of the same issues today as yesterday? What can you do about this?
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2. Who should resolve the Person Analysis issues?
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3. Is the quality assurance team identified?
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4. Which needs are not included or involved?
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5. Looking at each person individually – does every one have the qualities which are needed to work in this group?
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6. What are the expected benefits of Person Analysis to the stakeholder?
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7. What is the Person Analysis problem definition? What do you need to resolve?
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8. What prevents you from making the changes you know will make you a more effective Person Analysis leader?
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9. When a Person Analysis manager recognizes a problem, what options are available?
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10. Have you identified your Person Analysis key performance indicators?
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11. Will it solve real problems?
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12. What needs to be done?
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13. Why is this needed?
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14. Do you have/need 24-hour access to key personnel?
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15. What do you need to start doing?
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16. Are employees recognized or rewarded for performance that demonstrates the highest levels of integrity?
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17. Are there regulatory / compliance issues?
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18. What tools and technologies are needed for a custom Person Analysis project?
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19. Are your goals realistic? Do you need to redefine your problem? Perhaps the problem has changed or maybe you have reached your goal and need to set a new one?
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20. How do you recognize an objection?
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21. What situation(s) led to this Person Analysis Self Assessment?
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22. To what extent does each concerned units management team recognize Person Analysis as an effective investment?
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23. What does Person Analysis success mean to the stakeholders?
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24. How do you take a forward-looking perspective in identifying Person Analysis research related to market response and models?
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25. How do you identify subcontractor relationships?
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26. Are there Person Analysis problems defined?
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27. Can management personnel recognize the monetary benefit of Person Analysis?
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28. Is it needed?
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29. Why the need?
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30. What information do users need?
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