and definitions?
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108. Is there a completed SIPOC representation, describing the Suppliers, Inputs, Process, Outputs, and Customers?
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109. Will a Person Analysis production readiness review be required?
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110. Have all basic functions of Person Analysis been defined?
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111. What would be the goal or target for a Person Analysis’s improvement team?
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112. Are the Person Analysis requirements testable?
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113. Are accountability and ownership for Person Analysis clearly defined?
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114. What is the definition of success?
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115. Has/have the customer(s) been identified?
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116. Is there a clear Person Analysis case definition?
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117. The political context: who holds power?
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118. Will team members regularly document their Person Analysis work?
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119. What is in scope?
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120. What Person Analysis requirements should be gathered?
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121. What baselines are required to be defined and managed?
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122. What is the scope of the Person Analysis work?
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123. Are there any constraints known that bear on the ability to perform Person Analysis work? How is the team addressing them?
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124. What is the worst case scenario?
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125. Has everyone on the team, including the team leaders, been properly trained?
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126. What critical content must be communicated – who, what, when, where, and how?
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127. What Person Analysis services do you require?
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128. Is the team adequately staffed with the desired cross-functionality? If not, what additional resources are available to the team?
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129. What are the tasks and definitions?
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130. 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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131. How will the Person Analysis team and the group measure complete success of Person Analysis?
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132. Are required metrics defined, what are they?
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133. Are roles and responsibilities formally defined?
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134. How do you keep key subject matter experts in the loop?
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135. Has the Person Analysis 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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136. Will team members perform Person Analysis work when assigned and in a timely fashion?
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137. 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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Add up total points for this section: _____ = Total points for this section
Divided by: ______ (number of statements answered) = ______ Average score for this section
Transfer your score to the Person Analysis Index at the beginning of the Self-Assessment.
CRITERION #3: MEASURE:
INTENT: Gather the correct data. Measure the current performance and evolution of the situation.
In my belief, the answer to this question is clearly defined:
5 Strongly Agree
4 Agree
3 Neutral
2 Disagree
1 Strongly Disagree
1. How can you manage cost down?
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2. Do you aggressively reward and promote the people who have the biggest impact on creating excellent Person Analysis services/products?
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3. Which measures and indicators matter?
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4. Are you taking your company in the direction of better and revenue or cheaper and cost?
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5. How do you stay flexible and focused to recognize larger Person Analysis results?
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6. How are measurements made?
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7. How do you aggregate measures across priorities?
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