Team Member Status Report: Process Isolation217
3.2 Change Request: Process Isolation219
3.3 Change Log: Process Isolation221
3.4 Decision Log: Process Isolation223
3.5 Quality Audit: Process Isolation225
3.6 Team Directory: Process Isolation228
3.7 Team Operating Agreement: Process Isolation230
3.8 Team Performance Assessment: Process Isolation232
3.9 Team Member Performance Assessment: Process Isolation234
3.10 Issue Log: Process Isolation236
4.0 Monitoring and Controlling Process Group: Process Isolation238
4.1 Project Performance Report: Process Isolation240
4.2 Variance Analysis: Process Isolation242
4.3 Earned Value Status: Process Isolation244
4.4 Risk Audit: Process Isolation246
4.5 Contractor Status Report: Process Isolation248
4.6 Formal Acceptance: Process Isolation250
5.0 Closing Process Group: Process Isolation252
5.1 Procurement Audit: Process Isolation254
5.2 Contract Close-Out: Process Isolation256
5.3 Project or Phase Close-Out: Process Isolation258
5.4 Lessons Learned: Process Isolation260
Index262
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. Does the problem have ethical dimensions?
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2. What situation(s) led to this Process isolation Self Assessment?
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3. Who defines the rules in relation to any given issue?
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4. Which information does the Process isolation business case need to include?
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5. How many trainings, in total, are needed?
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6. Are there recognized Process isolation problems?
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7. Does Process isolation create potential expectations in other areas that need to be recognized and considered?
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8. What are the Process isolation resources needed?
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9. Do you recognize Process isolation achievements?
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10. Are controls defined to recognize and contain problems?
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11. What is the problem or issue?
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12. What would happen if Process isolation weren’t done?
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13. What tools and technologies are needed for a custom Process isolation project?
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14. Are losses recognized in a timely manner?
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15. Looking at each person individually – does every one have the qualities which are needed to work in this group?
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16. How do you recognize an Process isolation objection?
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17. Why is this needed?
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18. What are the timeframes required to resolve each of the issues/problems?
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19. Is the need for organizational change recognized?
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20. How does it fit into your organizational needs and tasks?
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21. Are employees recognized or rewarded for performance that demonstrates the highest levels of integrity?
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22. Who needs what information?
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23. What do you need to start doing?
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24. What prevents you from making the changes you know will make you a more effective Process isolation leader?
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25. How can auditing be a preventative security measure?
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26. What should be considered when identifying available resources, constraints, and deadlines?
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27. Are employees recognized for desired behaviors?
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28. Where is training needed?
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29. Where do you need to exercise leadership?
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30. How are the Process isolation’s objectives aligned to the group’s overall stakeholder
