LITMIR.BIZ

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      130. Is the improvement team aware of the different versions of a process: what they think it is vs. what it actually is vs. what it should be vs. what it could be?

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      131. How will the Person Analysis team and the group measure complete success of Person Analysis?

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      132. Are required metrics defined, what are they?

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      133. Are roles and responsibilities formally defined?

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      134. How do you keep key subject matter experts in the loop?

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      135. Has the Person Analysis 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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      136. Will team members perform Person Analysis work when assigned and in a timely fashion?

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      137. 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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      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 Person Analysis Index at the beginning of the Self-Assessment.

      CRITERION #3: MEASURE:

      INTENT: Gather the correct data. Measure the current performance and evolution of the situation.

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

      5 Strongly Agree

      4 Agree

      3 Neutral

      2 Disagree

      1 Strongly Disagree

      1. How can you manage cost down?

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      2. Do you aggressively reward and promote the people who have the biggest impact on creating excellent Person Analysis services/products?

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      3. Which measures and indicators matter?

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

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      5. How do you stay flexible and focused to recognize larger Person Analysis results?

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      6. How are measurements made?

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      7. How do you aggregate measures across priorities?

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      8. What details are required of the Person Analysis cost structure?

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      9. Where is the cost?

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      10. What would be a real cause for concern?

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      11. How do you prevent mis-estimating cost?

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      12. Is the cost worth the Person Analysis effort ?

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      13. How do you focus on what is right -not who is right?

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      14. How do you verify performance?

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      15. What are hidden Person Analysis quality costs?

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      16. What are the current costs of the Person Analysis process?

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      17. Are Person Analysis vulnerabilities categorized and prioritized?

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      18. How will success or failure be measured?

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      19. What are your customers expectations and measures?

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      20. What would it cost to replace your technology?

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      21. How do you measure lifecycle phases?

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      22. Among the Person Analysis product and service cost to be estimated, which is considered hardest to estimate?

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      23. What causes extra work or rework?

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

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      25. Is the solution cost-effective?

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      26. At what cost?

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      27. Will Person Analysis have an impact on current business continuity, disaster recovery processes and/or infrastructure?

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      28. Who should receive measurement reports?

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      29. How will you measure success?

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      30. Have you included everything in your Person Analysis cost models?

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      31. Why a Person Analysis focus?

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      32. How do you verify your resources?

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      33. What does losing customers cost your organization?

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      34. How do you verify and validate the Person Analysis data?

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      35. What is the root cause(s) of the problem?

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      36. Are supply costs steady or fluctuating?

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      37. What users will be impacted?

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      38. Are there measurements based on task performance?

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      39. What happens if cost savings do not materialize?

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      40. What measurements are being captured?

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      41. Where can you go to verify the info?

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      42. How are costs allocated?

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      43. What is the total cost related to deploying Person Analysis, including any consulting or professional services?

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      44. How can you measure the performance?

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      45. How do your measurements capture

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