Social Welfare216
3.3 Change Log: Social Welfare218
3.4 Decision Log: Social Welfare220
3.5 Quality Audit: Social Welfare222
3.6 Team Directory: Social Welfare225
3.7 Team Operating Agreement: Social Welfare227
3.8 Team Performance Assessment: Social Welfare229
3.9 Team Member Performance Assessment: Social Welfare231
3.10 Issue Log: Social Welfare233
4.0 Monitoring and Controlling Process Group: Social Welfare234
4.1 Project Performance Report: Social Welfare236
4.2 Variance Analysis: Social Welfare238
4.3 Earned Value Status: Social Welfare240
4.4 Risk Audit: Social Welfare242
4.5 Contractor Status Report: Social Welfare244
4.6 Formal Acceptance: Social Welfare246
5.0 Closing Process Group: Social Welfare248
5.1 Procurement Audit: Social Welfare250
5.2 Contract Close-Out: Social Welfare252
5.3 Project or Phase Close-Out: Social Welfare254
5.4 Lessons Learned: Social Welfare256
Index258
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. To what extent does each concerned units management team recognize Social-welfare as an effective investment?
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2. Do you need to avoid or amend any Social-welfare activities?
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3. How do you identify the kinds of information that you will need?
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4. How do you recognize an Social-welfare objection?
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5. What information do users need?
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6. What activities does the governance board need to consider?
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7. Who defines the rules in relation to any given issue?
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8. What extra resources will you need?
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9. Are losses recognized in a timely manner?
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10. Looking at each person individually – does every one have the qualities which are needed to work in this group?
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11. Are there Social-welfare problems defined?
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12. What are the expected benefits of Social-welfare to the stakeholder?
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13. Who needs to know?
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14. What needs to stay?
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15. Will it solve real problems?
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16. Where do you need to exercise leadership?
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17. Does your organization need more Social-welfare education?
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18. Are there recognized Social-welfare problems?
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19. Who are your key stakeholders who need to sign off?
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20. Are employees recognized for desired behaviors?
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21. Are there regulatory / compliance issues?
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22. How do you identify subcontractor relationships?
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23. What else needs to be measured?
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24. Did you miss any major Social-welfare issues?
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25. What resources or support might you need?
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26. Does Social-welfare create potential expectations in other areas that need to be recognized and considered?
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27. When a Social-welfare manager recognizes a problem, what options are available?
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28. What Social-welfare coordination do you need?
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29. Is it needed?
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30. Are problem definition and motivation clearly presented?
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31. Will Social-welfare deliverables need to be tested and, if so, by whom?
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32. Who else hopes to benefit from it?
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