Executing Process Group: Learning On The Job215
3.1 Team Member Status Report: Learning On The Job217
3.2 Change Request: Learning On The Job219
3.3 Change Log: Learning On The Job221
3.4 Decision Log: Learning On The Job223
3.5 Quality Audit: Learning On The Job225
3.6 Team Directory: Learning On The Job228
3.7 Team Operating Agreement: Learning On The Job230
3.8 Team Performance Assessment: Learning On The Job232
3.9 Team Member Performance Assessment: Learning On The Job235
3.10 Issue Log: Learning On The Job237
4.0 Monitoring and Controlling Process Group: Learning On The Job239
4.1 Project Performance Report: Learning On The Job241
4.2 Variance Analysis: Learning On The Job243
4.3 Earned Value Status: Learning On The Job245
4.4 Risk Audit: Learning On The Job247
4.5 Contractor Status Report: Learning On The Job249
4.6 Formal Acceptance: Learning On The Job251
5.0 Closing Process Group: Learning On The Job253
5.1 Procurement Audit: Learning On The Job255
5.2 Contract Close-Out: Learning On The Job257
5.3 Project or Phase Close-Out: Learning On The Job259
5.4 Lessons Learned: Learning On The Job261
Index263
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. How do you identify subcontractor relationships?
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2. Which needs are not included or involved?
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3. Are there recognized Learning on the job problems?
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4. Can management personnel recognize the monetary benefit of Learning on the job?
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5. Do you have/need 24-hour access to key personnel?
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6. Does the problem have ethical dimensions?
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7. What is the smallest subset of the problem you can usefully solve?
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8. Are there regulatory / compliance issues?
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9. Is the need for organizational change recognized?
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10. What are the minority interests and what amount of minority interests can be recognized?
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11. Are problem definition and motivation clearly presented?
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12. Who should resolve the Learning on the job issues?
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13. Will Learning on the job deliverables need to be tested and, if so, by whom?
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14. Are employees recognized or rewarded for performance that demonstrates the highest levels of integrity?
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15. What creative shifts do you need to take?
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16. How does it fit into your organizational needs and tasks?
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17. What would happen if Learning on the job weren’t done?
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18. What activities does the governance board need to consider?
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19. How do you take a forward-looking perspective in identifying Learning on the job research related to market response and models?
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20. How are the Learning on the job’s objectives aligned to the group’s overall stakeholder strategy?
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21. Where do you need to exercise leadership?
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22. Why the need?
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23. Are there Learning on the job problems defined?
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24. Who defines the rules in relation to any given issue?
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25. Does your organization need more Learning on the job education?
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26. What is the problem and/or vulnerability?
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27. Are employees recognized for desired behaviors?
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28. What information do users need?
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29. What extra resources will you need?
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30.
