What constraints exist that might impact the team?
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21. What are the Roles and Responsibilities for each team member and its leadership? Where is this documented?
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22. How is the team tracking and documenting its work?
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23. Has the improvement team collected the ‘voice of the customer’ (obtained feedback – qualitative and quantitative)?
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24. Are the Employee trust requirements testable?
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25. Is there any additional Employee trust definition of success?
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26. What are (control) requirements for Employee trust Information?
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27. What scope do you want your strategy to cover?
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28. Is the scope of Employee trust defined?
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29. What are the rough order estimates on cost savings/opportunities that Employee trust brings?
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30. What would be the goal or target for a Employee trust’s improvement team?
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31. How will variation in the actual durations of each activity be dealt with to ensure that the expected Employee trust results are met?
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32. How do you keep key subject matter experts in the loop?
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33. Are customer(s) identified and segmented according to their different needs and requirements?
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34. What is out-of-scope initially?
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35. What information do you gather?
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36. Who is gathering Employee trust information?
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37. Do you all define Employee trust in the same way?
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38. What system do you use for gathering Employee trust information?
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39. Has the Employee trust work been fairly and/or equitably divided and delegated among team members who are qualified and capable to perform the work? Has everyone contributed?
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40. 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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41. When is the estimated completion date?
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42. Who are the Employee trust improvement team members, including Management Leads and Coaches?
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43. Scope of sensitive information?
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44. What was the context?
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45. What is out of scope?
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46. Has your scope been defined?
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47. Is full participation by members in regularly held team meetings guaranteed?
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48. What are the record-keeping requirements of Employee trust activities?
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49. When is/was the Employee trust start date?
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50. What are the core elements of the Employee trust business case?
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51. Is the team sponsored by a champion or stakeholder leader?
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52. What are the Employee trust use cases?
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53. How would you define the culture at your organization, how susceptible is it to Employee trust changes?
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54. How do you catch Employee trust definition inconsistencies?
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55. 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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56. Is the team equipped with available and reliable resources?
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57. How often are the team meetings?
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58. 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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59. What information should you gather?
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60. Is the team formed and are team leaders (Coaches and Management Leads) assigned?
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61. How do you manage scope?
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62. What critical content must be communicated – who, what, when, where, and how?
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63. How do you manage changes in Employee trust requirements?
