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71. What scope do you want your strategy to cover?
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72. Is the current ‘as is’ process being followed? If not, what are the discrepancies?
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73. Are audit criteria, scope, frequency and methods defined?
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74. What are the compelling stakeholder reasons for embarking on Human Services Center?
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75. What is the scope?
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76. What is the definition of success?
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77. Has the Human Services Center work been fairly and/or equitably divided and delegated among team members who are qualified and capable to perform the work? Has everyone contributed?
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78. Who is gathering information?
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79. Will team members perform Human Services Center work when assigned and in a timely fashion?
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80. Have all basic functions of Human Services Center been defined?
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81. Are customer(s) identified and segmented according to their different needs and requirements?
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82. Are the Human Services Center requirements complete?
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83. How do you manage changes in Human Services Center requirements?
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84. Why are you doing Human Services Center and what is the scope?
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85. If substitutes have been appointed, have they been briefed on the Human Services Center goals and received regular communications as to the progress to date?
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86. Is scope creep really all bad news?
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87. What constraints exist that might impact the team?
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88. How often are the team meetings?
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89. What scope to assess?
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90. Does the team have regular meetings?
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91. Have the customer needs been translated into specific, measurable requirements? How?
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92. Are there any constraints known that bear on the ability to perform Human Services Center work? How is the team addressing them?
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93. What system do you use for gathering Human Services Center information?
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94. Has the direction changed at all during the course of Human Services Center? If so, when did it change and why?
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95. Has the improvement team collected the ‘voice of the customer’ (obtained feedback – qualitative and quantitative)?
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96. Has/have the customer(s) been identified?
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97. Is the scope of Human Services Center defined?
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98. Is Human Services Center linked to key stakeholder goals and objectives?
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99. Have all of the relationships been defined properly?
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100. How do you hand over Human Services Center context?
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101. Has a team charter been developed and communicated?
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102. How do you gather Human Services Center requirements?
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103. What sources do you use to gather information for a Human Services Center study?
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104. How have you defined all Human Services Center requirements first?
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105. Is there a completed SIPOC representation, describing the Suppliers, Inputs, Process, Outputs, and Customers?
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106. How do you gather requirements?
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107. What is in scope?
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108. What was the context?
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109. Do you all define Human Services Center in the same way?
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110. Are roles and responsibilities formally defined?
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111. What is the definition of Human Services Center excellence?
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112. What knowledge or experience is required?
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113. What is the context?
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114. What are the dynamics of the communication plan?
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115. What is the scope of the Human Services Center work?
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116. Is the Human Services Center scope manageable?
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117. Is there a Human Services Center management charter, including stakeholder case, problem and goal statements, scope, milestones, roles and responsibilities, communication plan?
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118. How are consistent Human Services Center definitions important?
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119. Are approval levels defined for contracts and supplements to contracts?
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120. What are (control) requirements for Human Services Center Information?
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121. What is the scope of the Human Services Center effort?
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122. How do you gather the stories?
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123. 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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124. What are the Roles and Responsibilities for each team member and its leadership? Where is this documented?
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125. What is a worst-case scenario for losses?
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