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112. What are the requirements for audit information?
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113. How do you gather the stories?
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114. What are the record-keeping requirements of Personnel director activities?
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115. If substitutes have been appointed, have they been briefed on the Personnel director goals and received regular communications as to the progress to date?
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116. How do you gather Personnel director requirements?
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117. What sort of initial information to gather?
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118. Do you have a Personnel director success story or case study ready to tell and share?
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119. Are approval levels defined for contracts and supplements to contracts?
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120. Has a team charter been developed and communicated?
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121. Is it clearly defined in and to your organization what you do?
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122. Is special Personnel director user knowledge required?
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123. What is out of scope?
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124. What baselines are required to be defined and managed?
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125. Does the team have regular meetings?
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126. How will the Personnel director team and the group measure complete success of Personnel director?
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127. What is the definition of Personnel director excellence?
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128. Has/have the customer(s) been identified?
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129. How would you define Personnel director leadership?
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130. What intelligence can you gather?
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131. How was the ‘as is’ process map developed, reviewed, verified and validated?
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132. Who is gathering Personnel director information?
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133. What would be the goal or target for a Personnel director’s improvement team?
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134. What are the core elements of the Personnel director business case?
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135. Why are you doing Personnel director and what is the scope?
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136. How do you manage changes in Personnel director requirements?
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137. What are (control) requirements for Personnel director Information?
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138. How will variation in the actual durations of each activity be dealt with to ensure that the expected Personnel director results are met?
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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 Personnel director 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. How do you verify the Personnel director requirements quality?
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2. Will Personnel director have an impact on current business continuity, disaster recovery processes and/or infrastructure?
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3. What does your operating model cost?
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4. When a disaster occurs, who gets priority?
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5. Do you aggressively reward and promote the people who have the biggest impact on creating excellent Personnel director services/products?
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6. What methods are feasible and acceptable to estimate the impact of reforms?
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7. What does losing customers cost your organization?
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8. Does a Personnel director quantification method exist?
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9. What do you measure and why?
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10. Are there competing Personnel director priorities?
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11. How do you control the overall costs of your work processes?
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12.
