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do?

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      60. Is there a completed, verified, and validated high-level ‘as is’ (not ‘should be’ or ‘could be’) stakeholder process map?

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      61. Have all basic functions of Human Resources for Health been defined?

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      62. Are roles and responsibilities formally defined?

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      63. Is the team adequately staffed with the desired cross-functionality? If not, what additional resources are available to the team?

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      64. Are accountability and ownership for Human Resources for Health clearly defined?

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      65. Is the Human Resources for Health scope complete and appropriately sized?

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      66. What is the scope?

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      67. Does the team have regular meetings?

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      68. What information do you gather?

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      69. What are the requirements for audit information?

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      70. How often are the team meetings?

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      71. What gets examined?

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      72. How do you manage scope?

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      73. How will the Human Resources for Health team and the group measure complete success of Human Resources for Health?

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      74. Are required metrics defined, what are they?

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      75. Why are you doing Human Resources for Health and what is the scope?

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      76. Are there different segments of customers?

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      77. What baselines are required to be defined and managed?

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      78. Will team members regularly document their Human Resources for Health work?

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      79. What Human Resources for Health services do you require?

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      80. What are the compelling stakeholder reasons for embarking on Human Resources for Health?

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      81. What specifically is the problem? Where does it occur? When does it occur? What is its extent?

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      82. Who defines (or who defined) the rules and roles?

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      83. Has the Human Resources for Health 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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      84. Will a Human Resources for Health production readiness review be required?

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      85. How do you think the partners involved in Human Resources for Health would have defined success?

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      86. Have the customer needs been translated into specific, measurable requirements? How?

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      87. Are the Human Resources for Health requirements testable?

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      88. Are customer(s) identified and segmented according to their different needs and requirements?

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      89. Is there a Human Resources for Health management charter, including stakeholder case, problem and goal statements, scope, milestones, roles and responsibilities, communication plan?

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      90. Are improvement team members fully trained on Human Resources for Health?

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      91. What is the definition of Human Resources for Health excellence?

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      92. What are the dynamics of the communication plan?

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      93. How do you manage changes in Human Resources for Health requirements?

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      94. Are the Human Resources for Health requirements complete?

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      95. Are audit criteria, scope, frequency and methods defined?

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      96. How did the Human Resources for Health manager receive input to the development of a Human Resources for Health improvement plan and the estimated completion dates/times of each activity?

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      97. How will variation in the actual durations of each activity be dealt with to ensure that the expected Human Resources for Health results are met?

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      98. Is the Human Resources for Health scope manageable?

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      99. Do you have a Human Resources for Health success story or case study ready to tell and share?

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      100. Is Human Resources for Health linked to key stakeholder goals and objectives?

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      101. How and when will the baselines be defined?

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      102. Do you all define Human Resources for Health in the same way?

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

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      104. What Human Resources for Health requirements should be gathered?

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      105. If substitutes have been appointed, have they been briefed on the Human Resources for Health goals and received regular communications as to the progress to date?

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      106. Is there regularly 100% attendance at the team meetings? If not, have appointed substitutes attended to preserve cross-functionality and full representation?

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      107. Has everyone on the team, including the team leaders, been properly trained?

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      108. Is the work to date meeting requirements?

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      109. How is the team tracking and documenting its work?

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      110. Are resources adequate for the scope?

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      111. What is in scope?

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      112. Has a project plan, Gantt chart, or similar been developed/completed?

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