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3. How do you gather requirements?
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4. Is there a critical path to deliver Human Resources for Health results?
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5. Who approved the Human Resources for Health scope?
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6. Is there any additional Human Resources for Health definition of success?
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7. What sources do you use to gather information for a Human Resources for Health study?
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8. What intelligence can you gather?
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9. What critical content must be communicated – who, what, when, where, and how?
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10. What scope to assess?
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11. Is scope creep really all bad news?
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12. How do you keep key subject matter experts in the loop?
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13. Who is gathering information?
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14. Are task requirements clearly defined?
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15. What constraints exist that might impact the team?
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16. What are the Roles and Responsibilities for each team member and its leadership? Where is this documented?
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17. In what way can you redefine the criteria of choice clients have in your category in your favor?
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18. The political context: who holds power?
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19. Is Human Resources for Health required?
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20. Has the direction changed at all during the course of Human Resources for Health? If so, when did it change and why?
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21. Do the problem and goal statements meet the SMART criteria (specific, measurable, attainable, relevant, and time-bound)?
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22. What are the record-keeping requirements of Human Resources for Health activities?
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23. What is the scope of Human Resources for Health?
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24. Will team members perform Human Resources for Health work when assigned and in a timely fashion?
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25. Has/have the customer(s) been identified?
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26. Is data collected and displayed to better understand customer(s) critical needs and requirements.
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27. What scope do you want your strategy to cover?
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28. What is the context?
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29. Has a team charter been developed and communicated?
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30. Is the current ‘as is’ process being followed? If not, what are the discrepancies?
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31. Has the improvement team collected the ‘voice of the customer’ (obtained feedback – qualitative and quantitative)?
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32. Have specific policy objectives been defined?
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33. Is full participation by members in regularly held team meetings guaranteed?
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34. Have all of the relationships been defined properly?
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35. Where can you gather more information?
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36. What are the rough order estimates on cost savings/opportunities that Human Resources for Health brings?
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37. Has a Human Resources for Health requirement not been met?
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38. What is the scope of the Human Resources for Health effort?
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39. What are the core elements of the Human Resources for Health business case?
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40. Are there any constraints known that bear on the ability to perform Human Resources for Health work? How is the team addressing them?
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41. Has your scope been defined?
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42. What system do you use for gathering Human Resources for Health information?
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43. Is the scope of Human Resources for Health defined?
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44. What information should you gather?
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45. How would you define Human Resources for Health leadership?
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46. How does the Human Resources for Health manager ensure against scope creep?
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47. What is in the scope and what is not in scope?
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48. Are approval levels defined for contracts and supplements to contracts?
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49. How do you gather Human Resources for Health requirements?
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50. What is out of scope?
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51. Is there a clear Human Resources for Health case definition?
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52. What is the worst case scenario?
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53. When are meeting minutes sent out? Who is on the distribution list?
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54. What are the Human Resources for Health tasks and definitions?
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55. What is out-of-scope initially?
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56. What would be the goal or target for a Human Resources for Health’s improvement team?
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57. What customer feedback methods were used to solicit their input?
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58. How do you build the right business case?
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59. Is it clearly defined in and to your organization