Report: Social Cognition212
3.2 Change Request: Social Cognition214
3.3 Change Log: Social Cognition216
3.4 Decision Log: Social Cognition218
3.5 Quality Audit: Social Cognition220
3.6 Team Directory: Social Cognition223
3.7 Team Operating Agreement: Social Cognition225
3.8 Team Performance Assessment: Social Cognition227
3.9 Team Member Performance Assessment: Social Cognition229
3.10 Issue Log: Social Cognition231
4.0 Monitoring and Controlling Process Group: Social Cognition233
4.1 Project Performance Report: Social Cognition235
4.2 Variance Analysis: Social Cognition237
4.3 Earned Value Status: Social Cognition239
4.4 Risk Audit: Social Cognition241
4.5 Contractor Status Report: Social Cognition243
4.6 Formal Acceptance: Social Cognition245
5.0 Closing Process Group: Social Cognition247
5.1 Procurement Audit: Social Cognition249
5.2 Contract Close-Out: Social Cognition252
5.3 Project or Phase Close-Out: Social Cognition254
5.4 Lessons Learned: Social Cognition256
Index258
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. Who needs what information?
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2. Who should resolve the Social cognition issues?
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3. What should be considered when identifying available resources, constraints, and deadlines?
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4. How can auditing be a preventative security measure?
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5. Will Social cognition deliverables need to be tested and, if so, by whom?
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6. How are training requirements identified?
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7. Which needs are not included or involved?
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8. Looking at each person individually – does every one have the qualities which are needed to work in this group?
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9. What does Social cognition success mean to the stakeholders?
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10. What Social cognition problem should be solved?
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11. Do you know what you need to know about Social cognition?
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12. What else needs to be measured?
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13. Are losses recognized in a timely manner?
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14. Have you identified your Social cognition key performance indicators?
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15. How do you identify subcontractor relationships?
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16. Where do you need to exercise leadership?
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17. What creative shifts do you need to take?
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18. Where is training needed?
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19. Who needs to know about Social cognition?
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20. To what extent does each concerned units management team recognize Social cognition as an effective investment?
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21. What is the problem or issue?
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22. As a sponsor, customer or management, how important is it to meet goals, objectives?
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23. Are problem definition and motivation clearly presented?
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24. When a Social cognition manager recognizes a problem, what options are available?
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25. What is the smallest subset of the problem you can usefully solve?
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26. What prevents you from making the changes you know will make you a more effective Social cognition leader?
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27. Do you recognize Social cognition achievements?
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28. What resources or support might you need?
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29. Are there regulatory / compliance issues?
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30. How are the Social cognition’s objectives aligned to the group’s overall stakeholder strategy?
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31.
