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65. Has a project plan, Gantt chart, or similar been developed/completed?
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66. Is the team equipped with available and reliable resources?
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67. Is scope creep really all bad news?
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68. Is the team adequately staffed with the desired cross-functionality? If not, what additional resources are available to the team?
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69. Is Human Capital Risk linked to key stakeholder goals and objectives?
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70. How often are the team meetings?
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71. Are approval levels defined for contracts and supplements to contracts?
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72. Is there any additional Human Capital Risk definition of success?
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73. What is the scope of the Human Capital Risk work?
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74. What are the Roles and Responsibilities for each team member and its leadership? Where is this documented?
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75. Has a team charter been developed and communicated?
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76. Is Human Capital Risk currently on schedule according to the plan?
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77. When is the estimated completion date?
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78. How does the Human Capital Risk manager ensure against scope creep?
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79. What sort of initial information to gather?
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80. What is the definition of Human Capital Risk excellence?
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81. Is the Human Capital Risk scope complete and appropriately sized?
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82. What sources do you use to gather information for a Human Capital Risk study?
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83. Is there a completed SIPOC representation, describing the Suppliers, Inputs, Process, Outputs, and Customers?
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84. How will variation in the actual durations of each activity be dealt with to ensure that the expected Human Capital Risk results are met?
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85. Does the team have regular meetings?
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86. The political context: who holds power?
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87. Is the scope of Human Capital Risk defined?
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88. 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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89. How do you gather requirements?
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90. 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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91. Is the team formed and are team leaders (Coaches and Management Leads) assigned?
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92. How do you keep key subject matter experts in the loop?
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93. What are the compelling stakeholder reasons for embarking on Human Capital Risk?
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94. What customer feedback methods were used to solicit their input?
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95. What intelligence can you gather?
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96. 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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97. When is/was the Human Capital Risk start date?
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98. Is it clearly defined in and to your organization what you do?
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99. What is the definition of success?
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100. Is the Human Capital Risk scope manageable?
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101. What was the context?
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102. How is the team tracking and documenting its work?
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103. Are roles and responsibilities formally defined?
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104. Has everyone on the team, including the team leaders, been properly trained?
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105. What are (control) requirements for Human Capital Risk Information?
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106. Who is gathering Human Capital Risk information?
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107. What key stakeholder process output measure(s) does Human Capital Risk leverage and how?
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108. Is there a Human Capital Risk management
