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What are the timeframes required to resolve each of the issues/problems?

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      62. What is the Learning on the job problem definition? What do you need to resolve?

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      63. What else needs to be measured?

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      64. Why is this needed?

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      65. Which issues are too important to ignore?

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      66. Who else hopes to benefit from it?

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      67. What Learning on the job capabilities do you need?

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      68. Does Learning on the job create potential expectations in other areas that need to be recognized and considered?

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      69. Would you recognize a threat from the inside?

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      70. How do you recognize an objection?

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      71. Are losses recognized in a timely manner?

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      72. What tools and technologies are needed for a custom Learning on the job project?

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      73. To what extent would your organization benefit from being recognized as a award recipient?

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      74. What training and capacity building actions are needed to implement proposed reforms?

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      75. Do you recognize Learning on the job achievements?

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      76. Which information does the Learning on the job business case need to include?

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      77. What do you need to start doing?

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      78. Do you need to avoid or amend any Learning on the job activities?

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      79. How many trainings, in total, are needed?

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      80. Where is training needed?

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      81. Will a response program recognize when a crisis occurs and provide some level of response?

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      82. What vendors make products that address the Learning on the job needs?

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      83. Is it needed?

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      84. What should be considered when identifying available resources, constraints, and deadlines?

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      85. To what extent does each concerned units management team recognize Learning on the job as an effective investment?

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      86. Is the quality assurance team identified?

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      87. What is the problem or issue?

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      88. For your Learning on the job project, identify and describe the business environment, is there more than one layer to the business environment?

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      89. How do you identify the kinds of information that you will need?

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      90. Who are your key stakeholders who need to sign off?

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      91. How do you assess your Learning on the job workforce capability and capacity needs, including skills, competencies, and staffing levels?

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      92. Will it solve real problems?

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      93. Will new equipment/products be required to facilitate Learning on the job delivery, for example is new software needed?

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      94. Are controls defined to recognize and contain problems?

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      95. What do employees need in the short term?

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      96. What is the extent or complexity of the Learning on the job problem?

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      97. As a sponsor, customer or management, how important is it to meet goals, objectives?

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      98. How much are sponsors, customers, partners, stakeholders involved in Learning on the job? In other words, what are the risks, if Learning on the job does not deliver successfully?

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      99. What are the stakeholder objectives to be achieved with Learning on the job?

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      100. Looking at each person individually – does every one have the qualities which are needed to work in this group?

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      101. Think about the people you identified for your Learning on the job project and the project responsibilities you would assign to them, what kind of training do you think they would need to perform these responsibilities effectively?

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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 Learning on the job Index at the beginning of the Self-Assessment.

      CRITERION #2: DEFINE:

      INTENT: Formulate the stakeholder problem. Define the problem, needs and objectives.

      In my belief, the answer to this question is clearly defined:

      5 Strongly Agree

      4 Agree

      3 Neutral

      2 Disagree

      1 Strongly Disagree

      1. Who approved the Learning on the job scope?

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      2. Is there a completed SIPOC representation, describing the Suppliers, Inputs, Process, Outputs, and Customers?

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      3. Will team members perform Learning on the job work when assigned and in a timely fashion?

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      4. Who are the Learning on the job improvement team members, including Management Leads and Coaches?

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      5. Are the Learning on the job requirements testable?

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      6. How do you manage scope?

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      7. What is out of scope?

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      8. If substitutes have been appointed, have they been briefed on the Learning on the job goals and received regular communications as to the progress to

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