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64. What happens if Employee trust’s scope changes?
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65. Are required metrics defined, what are they?
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66. What is in the scope and what is not in scope?
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67. What knowledge or experience is required?
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68. Are the Employee trust requirements complete?
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69. How did the Employee trust manager receive input to the development of a Employee trust improvement plan and the estimated completion dates/times of each activity?
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70. What is the definition of success?
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71. Does the team have regular meetings?
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72. What are the boundaries of the scope? What is in bounds and what is not? What is the start point? What is the stop point?
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73. The political context: who holds power?
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74. Is the work to date meeting requirements?
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75. What Employee trust services do you require?
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76. What key stakeholder process output measure(s) does Employee trust leverage and how?
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77. Is there a critical path to deliver Employee trust results?
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78. Is there a clear Employee trust case definition?
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79. Is data collected and displayed to better understand customer(s) critical needs and requirements.
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80. Do you have organizational privacy requirements?
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81. How have you defined all Employee trust requirements first?
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82. Is the Employee trust scope manageable?
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83. What are the tasks and definitions?
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84. How would you define Employee trust leadership?
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85. What is the scope of the Employee trust work?
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86. Has a team charter been developed and communicated?
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87. Why are you doing Employee trust and what is the scope?
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88. What sources do you use to gather information for a Employee trust study?
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89. Will a Employee trust production readiness review be required?
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90. Do you have a Employee trust success story or case study ready to tell and share?
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91. In what way can you redefine the criteria of choice clients have in your category in your favor?
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92. What is the context?
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93. If substitutes have been appointed, have they been briefed on the Employee trust goals and received regular communications as to the progress to date?
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94. What defines best in class?
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95. Are approval levels defined for contracts and supplements to contracts?
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96. Has a high-level ‘as is’ process map been completed, verified and validated?
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97. Where can you gather more information?
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98. Are roles and responsibilities formally defined?
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99. Is scope creep really all bad news?
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100. Has the direction changed at all during the course of Employee trust? If so, when did it change and why?
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101. Is Employee trust linked to key stakeholder goals and objectives?
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102. Are improvement team members fully trained on Employee trust?
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103. What is the definition of Employee trust excellence?
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104. What scope to assess?
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105. Is special Employee trust user knowledge required?
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106. Have the customer needs been translated into specific, measurable requirements? How?
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107. When are meeting minutes sent out? Who is on the distribution list?
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108. Does the scope remain the same?
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