Sheet: Organizational Communications208
2.36 Procurement Management Plan: Organizational Communications210
2.37 Source Selection Criteria: Organizational Communications212
2.38 Stakeholder Management Plan: Organizational Communications214
2.39 Change Management Plan: Organizational Communications216
3.0 Executing Process Group: Organizational Communications218
3.1 Team Member Status Report: Organizational Communications220
3.2 Change Request: Organizational Communications222
3.3 Change Log: Organizational Communications224
3.4 Decision Log: Organizational Communications226
3.5 Quality Audit: Organizational Communications228
3.6 Team Directory: Organizational Communications231
3.7 Team Operating Agreement: Organizational Communications233
3.8 Team Performance Assessment: Organizational Communications235
3.9 Team Member Performance Assessment: Organizational Communications237
3.10 Issue Log: Organizational Communications239
4.0 Monitoring and Controlling Process Group: Organizational Communications241
4.1 Project Performance Report: Organizational Communications243
4.2 Variance Analysis: Organizational Communications245
4.3 Earned Value Status: Organizational Communications247
4.4 Risk Audit: Organizational Communications249
4.5 Contractor Status Report: Organizational Communications251
4.6 Formal Acceptance: Organizational Communications253
5.0 Closing Process Group: Organizational Communications255
5.1 Procurement Audit: Organizational Communications257
5.2 Contract Close-Out: Organizational Communications259
5.3 Project or Phase Close-Out: Organizational Communications261
5.4 Lessons Learned: Organizational Communications263
Index265
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. Do you need to avoid or amend any Organizational communications activities?
<--- Score
2. What prevents you from making the changes you know will make you a more effective Organizational communications leader?
<--- Score
3. Why the need?
<--- Score
4. How are you going to measure success?
<--- Score
5. Will new equipment/products be required to facilitate Organizational communications delivery, for example is new software needed?
<--- Score
6. Are your goals realistic? Do you need to redefine your problem? Perhaps the problem has changed or maybe you have reached your goal and need to set a new one?
<--- Score
7. What do you need to start doing?
<--- Score
8. Are controls defined to recognize and contain problems?
<--- Score
9. What Organizational communications capabilities do you need?
<--- Score
10. Are problem definition and motivation clearly presented?
<--- Score
11. How many trainings, in total, are needed?
<--- Score
12. Does the problem have ethical dimensions?
<--- Score
13. What else needs to be measured?
<--- Score
14. What creative shifts do you need to take?
<--- Score
15. What is the extent or complexity of the Organizational communications problem?
<--- Score
16. What are the clients issues and concerns?
<--- Score
17. Would you recognize a threat from the inside?
<--- Score
18. What do employees need in the short term?
<--- Score
19. How does it fit into your organizational needs and tasks?
<--- Score
20. Will Organizational communications deliverables need to be tested and, if so, by whom?
<--- Score
21. How are the Organizational communications’s objectives aligned to the group’s overall stakeholder strategy?
<--- Score
22. What would happen if Organizational communications weren’t done?
<--- Score
23. Is it clear when you think of the day ahead of you what activities and tasks you need to complete?
<--- Score
24. To what extent does each concerned units management team recognize Organizational communications as an effective investment?
<--- Score
