Where is this documented?
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57. Is the current ‘as is’ process being followed? If not, what are the discrepancies?
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58. Are the Health benefits requirements complete?
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59. Are accountability and ownership for Health benefits clearly defined?
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60. What information do you gather?
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61. What are the dynamics of the communication plan?
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62. Are there any constraints known that bear on the ability to perform Health benefits work? How is the team addressing them?
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63. Who defines (or who defined) the rules and roles?
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64. How would you define Health benefits leadership?
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65. What are the tasks and definitions?
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66. What would be the goal or target for a Health benefits’s improvement team?
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67. What are the requirements for continuation of health benefits for employees who leave employment?
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68. How have you defined all Health benefits requirements first?
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69. Is there any additional Health benefits definition of success?
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70. What is a worst-case scenario for losses?
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71. When are meeting minutes sent out? Who is on the distribution list?
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72. How does the Health benefits manager ensure against scope creep?
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73. Is the work to date meeting requirements?
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74. What specifically is the problem? Where does it occur? When does it occur? What is its extent?
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75. How often are the team meetings?
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76. How do you manage changes in Health benefits requirements?
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77. Is there a critical path to deliver Health benefits results?
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78. Has a Health benefits requirement not been met?
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79. Are approval levels defined for contracts and supplements to contracts?
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80. What are the compelling stakeholder reasons for embarking on Health benefits?
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81. Where can you gather more information?
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82. Has/have the customer(s) been identified?
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83. How did the Health benefits manager receive input to the development of a Health benefits improvement plan and the estimated completion dates/times of each activity?
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84. Is the Health benefits scope manageable?
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85. Is Health benefits currently on schedule according to the plan?
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86. Have specific policy objectives been defined?
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87. How would you define the culture at your organization, how susceptible is it to Health benefits changes?
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88. Have the customer needs been translated into specific, measurable requirements? How?
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89. Has your scope been defined?
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90. 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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91. Is there a clear Health benefits case definition?
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92. Do you all define Health benefits in the same way?
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93. Has the Health benefits 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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94. Has a high-level ‘as is’ process map been completed, verified and validated?
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95. Is there a completed, verified, and validated high-level ‘as is’ (not ‘should be’ or ‘could be’) stakeholder process map?
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96. Has the direction changed at all during the course of Health benefits? If so, when did it change and why?
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97. What Health benefits requirements should be gathered?
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98. Why are you doing Health benefits and what is the scope?
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99. How do you manage scope?
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