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      21. Are accountability and ownership for Cost of labor clearly defined?

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      22. Has a high-level ‘as is’ process map been completed, verified and validated?

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      23. What key stakeholder process output measure(s) does Cost of labor leverage and how?

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      24. How was the ‘as is’ process map developed, reviewed, verified and validated?

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      25. How do you gather requirements?

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      26. Is the Cost of labor scope complete and appropriately sized?

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      27. Scope of sensitive information?

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      28. What Cost of labor services do you require?

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      29. What constraints exist that might impact the team?

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      30. Is it clearly defined in and to your organization what you do?

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      31. Is special Cost of labor user knowledge required?

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      32. Has the improvement team collected the ‘voice of the customer’ (obtained feedback – qualitative and quantitative)?

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      33. Has/have the customer(s) been identified?

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      34. Who is gathering Cost of labor information?

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      35. When are meeting minutes sent out? Who is on the distribution list?

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

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      37. Are approval levels defined for contracts and supplements to contracts?

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      38. What happens if Cost of labor’s scope changes?

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      39. What are the Roles and Responsibilities for each team member and its leadership? Where is this documented?

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      40. In what way can you redefine the criteria of choice clients have in your category in your favor?

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      41. Is there a clear Cost of labor case definition?

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      42. Is there any additional Cost of labor definition of success?

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      43. How do you manage scope?

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      44. Does the scope remain the same?

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      45. Do you all define Cost of labor in the same way?

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      46. Is there a critical path to deliver Cost of labor results?

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      47. What scope do you want your strategy to cover?

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

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      49. How have you defined all Cost of labor requirements first?

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      50. 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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      51. Do the problem and goal statements meet the SMART criteria (specific, measurable, attainable, relevant, and time-bound)?

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      52. What would be the goal or target for a Cost of labor’s improvement team?

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      53. Is there a Cost of labor management charter, including stakeholder case, problem and goal statements, scope, milestones, roles and responsibilities, communication plan?

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      54. Are roles and responsibilities formally defined?

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      55. Has a Cost of labor requirement not been met?

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      56. Has a team charter been developed and communicated?

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      57. How often are the team meetings?

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      58. Why are you doing Cost of labor and what is the scope?

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      59. What are the tasks and definitions?

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

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      61. What are the Cost of labor tasks and definitions?

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      62. What is in scope?

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      63. Is Cost of labor currently on schedule according to the plan?

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

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

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      66. What customer feedback methods were used to solicit their input?

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      67. What information should you gather?

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      68. How will variation in the actual durations of each activity be dealt with to ensure that the expected Cost of labor results are met?

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      69. Where can you gather more information?

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      70. Is the current ‘as is’ process being followed? If not, what are the discrepancies?

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      71. Who approved the Cost of labor scope?

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      72. Does the team have regular meetings?

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      73. What is out-of-scope initially?

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      74. What knowledge or experience is required?

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      75. What is the definition of Cost of labor excellence?

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      76. 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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