22. What is the context?
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23. How and when will the baselines be defined?
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24. Are resources adequate for the scope?
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25. Has anyone else (internal or external to the group) attempted to solve this problem or a similar one before? If so, what knowledge can be leveraged from these previous efforts?
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26. How do you build the right business case?
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27. What critical content must be communicated – who, what, when, where, and how?
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28. What customer feedback methods were used to solicit their input?
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29. Is the current ‘as is’ process being followed? If not, what are the discrepancies?
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30. What gets examined?
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31. Is there regularly 100% attendance at the team meetings? If not, have appointed substitutes attended to preserve cross-functionality and full representation?
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32. What is in scope?
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33. What was the context?
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34. Is Personnel director linked to key stakeholder goals and objectives?
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35. Is there any additional Personnel director definition of success?
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36. What knowledge or experience is required?
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37. What happens if Personnel director’s scope changes?
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38. What is the scope of the Personnel director effort?
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39. Are the Personnel director requirements testable?
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40. Do you have organizational privacy requirements?
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41. Has the improvement team collected the ‘voice of the customer’ (obtained feedback – qualitative and quantitative)?
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42. Is data collected and displayed to better understand customer(s) critical needs and requirements.
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43. What Personnel director services do you require?
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44. Do you all define Personnel director in the same way?
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45. What sources do you use to gather information for a Personnel director study?
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46. Is the Personnel director scope complete and appropriately sized?
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47. When are meeting minutes sent out? Who is on the distribution list?
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48. Are required metrics defined, what are they?
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49. Has a Personnel director requirement not been met?
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50. Are roles and responsibilities formally defined?
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51. Does the scope remain the same?
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52. How do you catch Personnel director definition inconsistencies?
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53. Are different versions of process maps needed to account for the different types of inputs?
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54. Who is gathering information?
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55. Is there a completed SIPOC representation, describing the Suppliers, Inputs, Process, Outputs, and Customers?
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56. How have you defined all Personnel director requirements first?
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57. What are the Personnel director use cases?
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58. What information do you gather?
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59. How do you keep key subject matter experts in the loop?
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60. Are customer(s) identified and segmented according to their different needs and requirements?
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61. Has a high-level ‘as is’ process map been completed, verified and validated?
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62. What system do you use for gathering Personnel director information?
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63. How is the team tracking and documenting its work?
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64. Is Personnel director required?
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65. What is the worst case scenario?
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66. How does the Personnel director manager ensure against scope creep?
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