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      77. Who approved the Personnel director scope?

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      78. Are accountability and ownership for Personnel director clearly defined?

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      79. Is the scope of Personnel director defined?

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      80. Are there any constraints known that bear on the ability to perform Personnel director work? How is the team addressing them?

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      81. How do you think the partners involved in Personnel director would have defined success?

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

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      83. How can the value of Personnel director be defined?

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      84. What information should you gather?

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      85. Are the Personnel director requirements complete?

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      86. How would you define the culture at your organization, how susceptible is it to Personnel director changes?

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      87. What are the boundaries of the scope? What is in bounds and what is not? What is the start point? What is the stop point?

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      88. Are all requirements met?

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      89. Will a Personnel director production readiness review be required?

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

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      91. Are there different segments of customers?

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      92. What constraints exist that might impact the team?

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

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      94. What is the scope of the Personnel director work?

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      95. What are the Personnel director tasks and definitions?

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      96. When is/was the Personnel director start date?

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      97. Has the Personnel director 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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      98. What are the tasks and definitions?

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      99. Is Personnel director currently on schedule according to the plan?

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      100. What is the scope?

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

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      102. Have specific policy objectives been defined?

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      103. What is the scope of Personnel director?

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      104. Are task requirements clearly defined?

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      105. What is in the scope and what is not in scope?

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

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      107. What Personnel director requirements should be gathered?

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      108. Is the Personnel director scope manageable?

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      109. Is there a Personnel director management charter, including stakeholder case, problem and goal statements, scope, milestones, roles and responsibilities, communication plan?

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      110. When is the estimated completion date?

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      111. Scope of sensitive information?

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      112. What are the requirements for audit information?

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      113. How do you gather the stories?

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      114. What are the record-keeping requirements of Personnel director activities?

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      115. If substitutes have been appointed, have they been briefed on the Personnel director goals and received regular communications as to the progress to date?

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      116. How do you gather Personnel director requirements?

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      117. What sort of initial information to gather?

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      118. Do you have a Personnel director success story or case study ready to tell and share?

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

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      120. Has a team charter been developed and communicated?

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

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      122. Is special Personnel director user knowledge required?

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      123. What is out of scope?

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

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      125. Does the team have regular meetings?

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      126. How will the Personnel director team and the group measure complete success of Personnel director?

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      127. What is the definition of Personnel director excellence?

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

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      129. How would you define Personnel director leadership?

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      130. What intelligence can you gather?

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

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      132. Who is gathering Personnel director information?

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      133. What would be the goal or target for a Personnel director’s

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