style="font-size:15px;"> 16. Who defines (or who defined) the rules and roles?
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17. Do you have a Training analysis success story or case study ready to tell and share?
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18. Do you have organizational privacy requirements?
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19. How is the team tracking and documenting its work?
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20. What constraints exist that might impact the team?
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21. Are approval levels defined for contracts and supplements to contracts?
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22. Are required metrics defined, what are they?
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23. How do you gather requirements?
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24. Has the improvement team collected the ‘voice of the customer’ (obtained feedback – qualitative and quantitative)?
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25. When is the estimated completion date?
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26. How will variation in the actual durations of each activity be dealt with to ensure that the expected Training analysis results are met?
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27. In what way can you redefine the criteria of choice clients have in your category in your favor?
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28. Is there a completed SIPOC representation, describing the Suppliers, Inputs, Process, Outputs, and Customers?
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29. Who approved the Training analysis scope?
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30. Are resources adequate for the scope?
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31. What are the Training analysis tasks and definitions?
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32. Does the team have regular meetings?
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33. How did the Training analysis manager receive input to the development of a Training analysis improvement plan and the estimated completion dates/times of each activity?
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34. What is in the scope and what is not in scope?
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35. What are the dynamics of the communication plan?
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36. What system do you use for gathering Training analysis information?
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37. What sources do you use to gather information for a Training analysis study?
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38. How does the Training analysis manager ensure against scope creep?
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39. When are meeting minutes sent out? Who is on the distribution list?
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40. What is the scope of Training analysis?
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41. What is the worst case scenario?
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42. Are task requirements clearly defined?
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43. What is the scope of the Training analysis work?
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44. How do you hand over Training analysis context?
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45. How do you keep key subject matter experts in the loop?
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46. Is Training analysis required?
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47. Is there a critical path to deliver Training analysis results?
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48. How and when will the baselines be defined?
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49. What Training analysis requirements should be gathered?
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50. What is the definition of Training analysis excellence?
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51. Is Training analysis currently on schedule according to the plan?
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52. How can the value of Training analysis be defined?
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53. Is there a completed, verified, and validated high-level ‘as is’ (not ‘should be’ or ‘could be’) stakeholder process map?
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54. What critical content must be communicated – who, what, when, where, and how?
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55. Has a high-level ‘as is’ process map been completed, verified and validated?
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56. How do you think the partners involved in Training analysis would have defined success?
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57. What are the compelling stakeholder reasons for embarking on Training analysis?
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58. Scope of sensitive information?
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59. What are the requirements for audit information?
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60. What is out of scope?
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