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5. What information do users need?
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6. What activities does the governance board need to consider?
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7. Who defines the rules in relation to any given issue?
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8. What extra resources will you need?
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9. Are losses recognized in a timely manner?
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10. Looking at each person individually – does every one have the qualities which are needed to work in this group?
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11. Are there Social-welfare problems defined?
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12. What are the expected benefits of Social-welfare to the stakeholder?
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13. Who needs to know?
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14. What needs to stay?
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15. Will it solve real problems?
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16. Where do you need to exercise leadership?
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17. Does your organization need more Social-welfare education?
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18. Are there recognized Social-welfare problems?
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19. Who are your key stakeholders who need to sign off?
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20. Are employees recognized for desired behaviors?
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21. Are there regulatory / compliance issues?
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22. How do you identify subcontractor relationships?
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23. What else needs to be measured?
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24. Did you miss any major Social-welfare issues?
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25. What resources or support might you need?
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26. Does Social-welfare create potential expectations in other areas that need to be recognized and considered?
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27. When a Social-welfare manager recognizes a problem, what options are available?
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28. What Social-welfare coordination do you need?
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29. Is it needed?
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30. Are problem definition and motivation clearly presented?
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31. Will Social-welfare deliverables need to be tested and, if so, by whom?
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32. Who else hopes to benefit from it?
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33. What Social-welfare problem should be solved?
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34. What are the Social-welfare resources needed?
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35. What tools and technologies are needed for a custom Social-welfare project?
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36. Who should resolve the Social-welfare issues?
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37. What is the Social-welfare problem definition? What do you need to resolve?
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38. What situation(s) led to this Social-welfare Self Assessment?
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39. Does the problem have ethical dimensions?
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40. Is it clear when you think of the day ahead of you what activities and tasks you need to complete?
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41. What prevents you from making the changes you know will make you a more effective Social-welfare leader?
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42. How do you assess your Social-welfare workforce capability and capacity needs, including skills, competencies, and staffing levels?
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43. Is the quality assurance team identified?
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44. Whom do you really need or want to serve?
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45. What is the problem and/or vulnerability?
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46. Can management personnel recognize the monetary benefit of Social-welfare?
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47. Will a response program recognize when a crisis occurs and provide some level of response?
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48. How much are sponsors, customers, partners, stakeholders involved in Social-welfare? In other words, what are the risks, if Social-welfare does not deliver successfully?
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49. What is the recognized need?
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50. What creative shifts do you need to take?
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51. How can auditing be a preventative security measure?
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52. Consider your own Social-welfare project, what types of organizational problems do you think might be causing or affecting your problem, based on the work done so far?
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53. What Social-welfare capabilities do you need?
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54. How are the Social-welfare’s objectives aligned to the group’s overall stakeholder strategy?
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55. What are the minority interests and what amount of minority interests can be recognized?
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56. Are controls defined to recognize and contain problems?
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57. How do you recognize an objection?
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58. Do you need different information or graphics?
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59. Are employees recognized or rewarded for performance that demonstrates the highest levels of integrity?
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60. Do you know what you need to know about Social-welfare?
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61. Is the need for organizational change recognized?
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62. Have you identified your