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<p><span style="color:#000000"><span style="font-size:24px"><strong>Team Workload Management Standard Requirements Toolkit</strong></span></span><br />
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<p style="text-align:center"><span style="color:#000000"><span style="font-size:20px">Crucial Requirements:</span></span></p>
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<li style="text-align: left;"><span style="color:#000000"><span style="font-size:15px">Being managed by someone else is totally ingrained in our life and work experience. Parents, teachers, and bosses who teach us to self-manage instead of striving to fulfill their expectations are rare. Why should we expect that when we tell a Team that it is responsible for managing itself, it will know what we are talking about?</span></span><br />
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<li style="text-align: left;"><span style="color:#000000"><span style="font-size:15px">Much of the agile advice is oriented towards small teams of up to ten people, who are either co-located or near located, who have ready access to their primary stakeholders, and who are working on work that can be easily organized into a series of small outcomes. What about large teams?</span></span><br />
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<li style="text-align: left;"><span style="color:#000000"><span style="font-size:15px">How does your workforce performance management system support high-performance work and workforce engagement; consider workforce compensation, reward, recognition, and incentive practices; and reinforce a customer and business focus and achievement of your action plans?</span></span><br />
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<li style="text-align: left;"><span style="color:#000000"><span style="font-size:15px">Scrums productivity stems from doing the right things first and doing those things very effectively. The product owner queues up the right work by prioritizing the product backlog. How does the team maximize its productivity, though?</span></span><br />
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<li style="text-align: left;"><span style="color:#000000"><span style="font-size:15px">Have any potential workforce planning issues such as employee development and training, staffing levels, filling skill gaps with contractors, and/or other activities associated with this project/investment been planned for?</span></span><br />
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<li style="text-align: left;"><span style="color:#000000"><span style="font-size:15px">How are your reward, recognition, and incentive practices? How does your workforce performance management system reinforce a customer and business focus and achievement of your action plans?</span></span><br />
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<li style="text-align: left;"><span style="color:#000000"><span style="font-size:15px">Was there a labor distribution analysis; a review of hours and rates per the labor distribution reports and comparison to employee timesheets and payroll register or other payroll records?</span></span><br />
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<li style="text-align: left;"><span style="color:#000000"><span style="font-size:15px">Do you benchmark the findings from a workload analysis against the workload/performance of a similar business unit within and/or outside the organization to validate requirements?</span></span><br />
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<li style="text-align: left;"><span style="color:#000000"><span style="font-size:15px">Revisit the mission, aims and values of the organization - are such still accurate, do they reflect the current and future work of the organization, can they be made more concise?</span></span><br />
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<li style="text-align: left;"><span style="color:#000000"><span style="font-size:15px">What are your staff's commitment, expertise and willingness to innovate and take risks; customer focus; adherence to values; and focus on strategy, outputs and business results?</span></span><br />
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