answer to this question is clearly defined’.
There are two ways in which you can choose to interpret this statement;
1.how aware are you that the answer to the question is clearly defined
2.for more in-depth analysis you can choose to gather evidence and confirm the answer to the question. This obviously will take more time, most Self-Assessment users opt for the first way to interpret the question and dig deeper later on based on the outcome of the overall Self-Assessment.
A score of ‘1’ would mean that the answer is not clear at all, where a ‘5’ would mean the answer is crystal clear and defined. Leave emtpy when the question is not applicable or you don’t want to answer it, you can skip it without affecting your score. Write your score in the space provided.
After you have responded to all the appropriate statements in each section, compute your average score for that section, using the formula provided, and round to the nearest tenth. Then transfer to the corresponding spoke in the Personnel Director Scorecard on the second next page of the Self-Assessment.
Your completed Personnel Director Scorecard will give you a clear presentation of which Personnel Director areas need attention.
Personnel Director
Scorecard Example
Example of how the finalized Scorecard can look like:
Personnel Director
Scorecard
Your Scores:
BEGINNING OF THE
SELF-ASSESSMENT:
Table of Contents
About The Art of Service7
Included Resources - how to access7
Purpose of this Self-Assessment9
How to use the Self-Assessment10
Personnel Director
Scorecard Example12
Personnel Director
Scorecard13
BEGINNING OF THE
SELF-ASSESSMENT:14
CRITERION #1: RECOGNIZE15
CRITERION #2: DEFINE:26
CRITERION #3: MEASURE:42
CRITERION #4: ANALYZE:56
CRITERION #5: IMPROVE:72
CRITERION #6: CONTROL:87
CRITERION #7: SUSTAIN:99
Personnel Director and Managing Projects, Criteria for Project Managers:124
1.0 Initiating Process Group: Personnel Director125
1.1 Project Charter: Personnel Director127
1.2 Stakeholder Register: Personnel Director129
1.3 Stakeholder Analysis Matrix: Personnel Director130
2.0 Planning Process Group: Personnel Director132
2.1 Project Management Plan: Personnel Director134
2.2 Scope Management Plan: Personnel Director136
2.3 Requirements Management Plan: Personnel Director138
2.4 Requirements Documentation: Personnel Director140
2.5 Requirements Traceability Matrix: Personnel Director142
2.6 Project Scope Statement: Personnel Director144
2.7 Assumption and Constraint Log: Personnel Director146
2.8 Work Breakdown Structure: Personnel Director148
2.9 WBS Dictionary: Personnel Director150
2.10 Schedule Management Plan: Personnel Director152
2.11 Activity List: Personnel Director154
2.12 Activity Attributes: Personnel Director156
2.13 Milestone List: Personnel Director158
2.14 Network Diagram: Personnel Director160
2.15 Activity Resource Requirements: Personnel Director162
2.16 Resource Breakdown Structure: Personnel Director164
2.17 Activity Duration Estimates: Personnel Director166
2.18 Duration Estimating Worksheet: Personnel Director168
2.19 Project Schedule: Personnel Director170
2.20 Cost Management Plan: Personnel Director172
2.21 Activity Cost Estimates: Personnel Director174
2.22 Cost Estimating Worksheet: Personnel Director176
2.23 Cost Baseline: Personnel Director178
2.24 Quality Management Plan: Personnel Director180
2.25 Quality Metrics: Personnel Director182
2.26 Process Improvement Plan: Personnel Director184
2.27 Responsibility Assignment Matrix: Personnel Director186
2.28 Roles and Responsibilities: Personnel Director188
2.29 Human Resource Management Plan: Personnel Director190
2.30 Communications Management Plan: Personnel Director192
2.31 Risk Management Plan: Personnel Director194
2.32 Risk Register: Personnel Director196
2.33 Probability and Impact Assessment: Personnel Director198
2.34 Probability and Impact Matrix: Personnel Director200
2.35 Risk Data Sheet: Personnel Director202
2.36 Procurement Management Plan: Personnel Director204
2.37 Source Selection Criteria: Personnel Director206
2.38 Stakeholder Management Plan: Personnel Director208
2.39 Change Management Plan: Personnel Director210
3.0 Executing
