109. How do you gather requirements?
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110. What is the scope of the Employee trust effort?
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111. Will team members perform Employee trust work when assigned and in a timely fashion?
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112. How do you gather Employee trust requirements?
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113. Who is gathering information?
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114. How do you think the partners involved in Employee trust would have defined success?
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115. Are different versions of process maps needed to account for the different types of inputs?
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116. Is the current ‘as is’ process being followed? If not, what are the discrepancies?
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117. Has everyone on the team, including the team leaders, been properly trained?
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118. Who approved the Employee trust scope?
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119. What is in scope?
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120. Has/have the customer(s) been identified?
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121. Do the problem and goal statements meet the SMART criteria (specific, measurable, attainable, relevant, and time-bound)?
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122. Is the Employee trust scope complete and appropriately sized?
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123. Is there a Employee trust management charter, including stakeholder case, problem and goal statements, scope, milestones, roles and responsibilities, communication plan?
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124. Is the team adequately staffed with the desired cross-functionality? If not, what additional resources are available to the team?
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125. What are the compelling stakeholder reasons for embarking on Employee trust?
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126. Are there any constraints known that bear on the ability to perform Employee trust work? How is the team addressing them?
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127. How does the Employee trust manager ensure against scope creep?
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128. What is a worst-case scenario for losses?
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129. How are consistent Employee trust definitions important?
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130. Have specific policy objectives been defined?
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131. What is the worst case scenario?
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132. How do you hand over Employee trust context?
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133. How do you manage unclear Employee trust requirements?
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134. Is there a completed, verified, and validated high-level ‘as is’ (not ‘should be’ or ‘could be’) stakeholder process map?
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135. Will team members regularly document their Employee trust work?
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136. Are task requirements clearly defined?
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137. How was the ‘as is’ process map developed, reviewed, verified and validated?
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Add up total points for this section: _____ = Total points for this section
Divided by: ______ (number of statements answered) = ______ Average score for this section
Transfer your score to the Employee trust Index at the beginning of the Self-Assessment.
CRITERION #3: MEASURE:
INTENT: Gather the correct data. Measure the current performance and evolution of the situation.
In my belief, the answer to this question is clearly defined:
5 Strongly Agree
4 Agree
3 Neutral
2 Disagree
1 Strongly Disagree
1. Has a cost center been established?
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2. What measurements are possible, practicable and meaningful?
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3. What is the Employee trust business impact?
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4. Have you made assumptions about the shape of the future, particularly its impact on your customers and competitors?
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5. What is the cost of rework?
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6. Are there any easy-to-implement alternatives to Employee trust? Sometimes other solutions are available that do not require the cost implications of a full-blown project?
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7. What harm might be caused?
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8. What causes innovation to fail or succeed in your organization?
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9. What are the estimated costs of proposed changes?
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