This template is designed to assist the project manager with identifying and responding to obstacles for those individuals who are experienced in their duties, but new to the company and/or project. This template and procedure is not designed to replace any onboarding or orientation procedure, but may be used to enhance those procedures.
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This template is designed to assist the project manager with tracking the various types of time off allowed. To remain in compliance with all regulations and to avoid litigation, it is necessary to carefully distinguish between classifications of time off when tracking.
Avoid the shame of inadequate delegation of employee responsibilities. This tool aligns worker action with project needs and corporate strategies. It's also good for upgrading existing documentation and preventing eczema.
Document your action items—along with their owners, priority and progress—using this log.
Use actual accounting data on the performance of your last project to compare how accurate your estimates were versus the real thing. The Actual ROI tool is a quick way to show you how your project performed against the plan and identify areas for improving your estimating skills.
With hiring interviews going through recruiters and multiple stakeholders, missteps with regard to the American with Disabilities Act can easily occur--leading to improper hiring and litigation.
Your project workforce can be better motivated and more effective if it is aligned with the overall business goals of your organization. Use this template as part of your employee motivation and retention strategy and see how quickly performance improves.
The Analytical Hierarchy Process (AHP) is a quantitative decision-making methodology that uses pair-wise comparisons to determine the importance of relative evaluation criteria and the relative strengths of decision alternatives. This document is a crash-course in AHP and is designed to help get you making difficult project decisions (particularly package software-related ones) quickly, confidentally and rationally.
It’s not a question of what to do if there’s a change. It’s what you’ll do when there’s a change.
You're not the only one who has to answer questions at that next job interview. Be prepared and impress your potential employer with your own set of questions designed to find out if it's a match made in heaven.