Support System212
2.38 Stakeholder Management Plan: Executive Support System214
2.39 Change Management Plan: Executive Support System216
3.0 Executing Process Group: Executive Support System218
3.1 Team Member Status Report: Executive Support System220
3.2 Change Request: Executive Support System222
3.3 Change Log: Executive Support System224
3.4 Decision Log: Executive Support System226
3.5 Quality Audit: Executive Support System228
3.6 Team Directory: Executive Support System231
3.7 Team Operating Agreement: Executive Support System233
3.8 Team Performance Assessment: Executive Support System235
3.9 Team Member Performance Assessment: Executive Support System237
3.10 Issue Log: Executive Support System239
4.0 Monitoring and Controlling Process Group: Executive Support System241
4.1 Project Performance Report: Executive Support System243
4.2 Variance Analysis: Executive Support System245
4.3 Earned Value Status: Executive Support System247
4.4 Risk Audit: Executive Support System249
4.5 Contractor Status Report: Executive Support System251
4.6 Formal Acceptance: Executive Support System253
5.0 Closing Process Group: Executive Support System255
5.1 Procurement Audit: Executive Support System257
5.2 Contract Close-Out: Executive Support System259
5.3 Project or Phase Close-Out: Executive Support System261
5.4 Lessons Learned: Executive Support System263
Index265
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. Where is training needed?
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2. What are the stakeholder objectives to be achieved with Executive Support System?
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3. What creative shifts do you need to take?
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4. Will new equipment/products be required to facilitate Executive Support System delivery, for example is new software needed?
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5. What are the minority interests and what amount of minority interests can be recognized?
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6. Why is this needed?
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7. What problems are you facing and how do you consider Executive Support System will circumvent those obstacles?
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8. Think about the people you identified for your Executive Support System project and the project responsibilities you would assign to them, what kind of training do you think they would need to perform these responsibilities effectively?
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9. Which information does the Executive Support System business case need to include?
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10. What needs to stay?
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11. Whom do you really need or want to serve?
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12. Is it clear when you think of the day ahead of you what activities and tasks you need to complete?
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13. What vendors make products that address the Executive Support System needs?
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14. What extra resources will you need?
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15. When a Executive Support System manager recognizes a problem, what options are available?
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16. How are you going to measure success?
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17. Is it needed?
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18. Who else hopes to benefit from it?
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19. Do you recognize Executive Support System achievements?
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20. Are problem definition and motivation clearly presented?
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21. Do you have/need 24-hour access to key personnel?
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22. How are training requirements identified?
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23. How do you take a forward-looking perspective in identifying Executive Support System research related to market response and models?
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24. What prevents you from making the changes you know will make you a more effective Executive Support System leader?
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25. Can management personnel recognize the monetary benefit of Executive Support System?
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26. What Executive Support System problem
