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What are the Employee trust key cost drivers?

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      48. Are actual costs in line with budgeted costs?

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      49. Are you aware of what could cause a problem?

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      50. How do you quantify and qualify impacts?

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      51. How are you verifying it?

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      52. How are measurements made?

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      53. Is there an opportunity to verify requirements?

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      54. How to cause the change?

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      55. How is performance measured?

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      56. What details are required of the Employee trust cost structure?

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      57. How much does it cost?

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      58. What would be a real cause for concern?

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      59. Why do the measurements/indicators matter?

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      60. What does verifying compliance entail?

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      61. Is it possible to estimate the impact of unanticipated complexity such as wrong or failed assumptions, feedback, etcetera on proposed reforms?

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      62. What disadvantage does this cause for the user?

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      63. What causes investor action?

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      64. Among the Employee trust product and service cost to be estimated, which is considered hardest to estimate?

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      65. What is measured? Why?

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      66. Are the Employee trust benefits worth its costs?

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      67. When should you bother with diagrams?

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      68. How are costs allocated?

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      69. What methods are feasible and acceptable to estimate the impact of reforms?

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      70. When are costs are incurred?

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      71. How do controls impact employee trust in the employer?

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      72. How do you measure variability?

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      73. Are the units of measure consistent?

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      74. How do you measure lifecycle phases?

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      75. How do you control the overall costs of your work processes?

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      76. What does your operating model cost?

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      77. What drives O&M cost?

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      78. What is the cause of any Employee trust gaps?

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      79. Does management have the right priorities among projects?

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      80. Do you have an issue in getting priority?

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      81. Do you effectively measure and reward individual and team performance?

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      82. How sensitive must the Employee trust strategy be to cost?

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      83. What are the costs of delaying Employee trust action?

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      84. Where is it measured?

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      85. Why do you expend time and effort to implement measurement, for whom?

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      86. What is your decision requirements diagram?

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      87. Is the solution cost-effective?

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      88. Which Employee trust impacts are significant?

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      89. What is the total cost related to deploying Employee trust, including any consulting or professional services?

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      90. How do you measure efficient delivery of Employee trust services?

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      91. Will Employee trust have an impact on current business continuity, disaster recovery processes and/or infrastructure?

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      92. How will effects be measured?

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      93. How do you verify and validate the Employee trust data?

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      94. What are your primary costs, revenues, assets?

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      95. What are the types and number of measures to use?

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      96. Who pays the cost?

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      97. Was a business case (cost/benefit) developed?

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      98. Are you taking your company in the direction of better and revenue or cheaper and cost?

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      99. What are the strategic priorities for this year?

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      100. Do the benefits outweigh the costs?

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      101. Did you tackle the cause or the symptom?

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      102. Are Employee trust vulnerabilities categorized and prioritized?

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      103. Who is involved in verifying compliance?

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      104. How do you verify the Employee trust requirements quality?

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      105. How will measures be used to manage and adapt?

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      106. Have you included everything in your Employee trust cost models?

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      107. When a disaster occurs, who gets priority?

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      108. What measurements are being captured?

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      109.

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