FCA 151 Projects Management and Policies & Procedures (40%) Assignment #2 Due Date: Nov 1 2017 Part I A project charter formally authorise the existence of a project. It describes what is and what is...

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FCA 151 Projects Management and Policies & Procedures (40%)




Assignment #2 Due Date: Nov 1 2017


Part I


A project charter formally authorise the existence of a project. It describes what is and what is not included in a project. More importantly, a project charter supports the decision making process of a project and its initial definition of project scope helps prevents a project from creeping!


Based on the Treasury Board of Canada Secretariat’s Project Charter Guide, review the 2 project charter templates provided and critique both on its advantages and disadvantages.


Which templates do you prefer and why? (10%) You choice should be based on a review of the following criteria:




  • Content (Even though they are not comparable projects, a successful project charter should contain all information that are necessary to achieve its objectives.)




  • Format




  • Presentation – how it addresses the end user of the charter




  • Language and usability




Which template might suit the needs of a compliance project better? (5%)


Template 1 https://it.ucsf.edu/sites/it.ucsf.edu/files/enterprise_reporting_charter.pdf


Template 2 Attached


Part II


You work for a bank and most of your company’s asset management product had entered the declining stage of the Product Life Cycle. In order to survive the current shrinking and competitive market place, you must focus your resources on developing a new product. The new product is a “New” daily interest savings account that has the following characteristics




  • Competitive daily interest




  • Unlimited internet (online) transactions




  • 10 free ATM transactions at all interac banking terminal




  • Free cheques




Develop a Project charter for the new product development using the Treasury Board template (15%)




  • Make all necessary assumptions for resources, cost and participants of the project




  • Since it is a relatively simple product launch, you have only 30 days to complete the process




  • Your deliverables should includes all information necessary for the launch, advertising and promotion of the new product




  • Assume that the project had already passed the screening process and is a “GO”




  • Review comprehensive business analysis process in coming up with Risk factors






Probable resources for researches focus




  • Notes on product development




  • Financial Services Product marketing texts and papers






Template # 2


Project Charter
































1.0 PROJECT IDENTIFICATION



Name



Employee Recognition Framework



Description



Design, develop and implement the employee recognition framework



Sponsor






Project Manager






Project Team Resources






Communications, Policy, Healthy Workplace Advisory group, Attraction & Retention working group















2.0 BUSINESS REASONS FOR PROJECT





  • Improve government’s ability to attract and recruit high quality candidates and to compete more effectively (with the private sector and other levels of government for candidates)




  • Respond to the level of employee engagement and employee perceptions relayed though the corporate employee surveys.




  • An element of the Corporate Human Resource Plan




  • Component of a healthy workplace




  • Element of the Public Service Commission’s Business Plan for 2006/2007




  • Complements and builds upon existing departmental recognition activities




  • Complements corporate human resource values




  • Element of performance management

















3.0 PROJECT OBJECTIVES (PURPOSE)





  • Overall, to create a workplace culture that includes regular recognition and feedback




  • To recognize employees for their high-quality service and commitment to public service




  • To reinforce linkages between employee performance and department business goals to achieve corporate goals




  • To develop tools, guidelines and support for departments to assist with departmental recognition activities




  • To develop and implement corporate recognition activities

















4.0 PROJECT SCOPE





  • To include recognition activities for all government departments




  • To address two components of recognition - a corporate component and a department component




  • Includes guidelines to govern corporate and department activities




  • Does not include mandatory requirements




  • Framework, research summary, guidelines and tools to be developed and implemented by March 2007






















































5.0 KEY PROJECT DELIVERABLES



Name



Description



Framework




Overall roadmap outlining key components of recognition activities



Project charter






Logic Model



Outlines key activities, outcomes and measures



Project backgrounder



A supplement to the project charter outlining definitions and outcomes



Research summary



To include general, jurisdictional and corporate research



Guidelines



To include general program guidelines and financial guidelines



Tools and resources



To include templates, guides, sample surveys, quotes, tips, etc… for use by departments



Communication/ Implementation plan



Communication of framework, tools resources to stakeholder groups, communication plan



Website



To contain framework, guidelines, general information, tools and resources for use by departments, along with information on current activities/events.













































































6.0 MILESTONE DATES



Item



Major Events / Milestones



Dates



1.



Develop framework






2.



Complete a research summary






3.



Develop guidelines (general and financial)






4.



Consult with departmental reps (i.e. Health, Tourism), Attraction & Retention Working Group, Healthy Workplace Advisory Group






5.



Networking/Information event for all departments






6.



Develop department toolkit, templates, resources






7.



Implementation and communication to stakeholder groups






8.



Website launch






9.



Long Service Awards






10.



Premiers Award of Excellence






11.



Framework evaluation, consultations, lessons learned






12.



Premiers Award of Excellence



















































7.0 KEY ISSUES



Severity



Description






Different levels of implementation and buy-in; some departments have programs and others have not.






Departmental recognition activities are not mandatory






Buy-in from HR community and managers to take ownership of departmental activities






Maintain momentum and sustainability of activities






Timelines around the coordination of guideline development with development of the healthy workplace policy






Timelines around coordinating the recognition framework implementation with the attraction and retention framework implementation






Employee and manager perceptions






Public perceptions








































8.0 RISKS



Severity



Description






Support and buy-in of framework, guidelines and tools from the HR community






Support and buy-in of framework, guidelines and tools from managers






Support and buy-in of framework, guidelines and tools from employees






Implementation timelines






Availability of supporting resources (i.e. communication, policy)






Treasury and Policy Board support of guidelines















9.0 PROJECT’S CRITERIA FOR SUCCESS (MUST BE MEASURABLE)





  • Increase awareness and consistent practice of recognition throughout the organization (post-presentation evaluations, employee survey results)




  • Enhance Government of Nova Scotia’s preferred employer status (public perception studies)




  • Create a healthier and more supportive working environment (employee survey results)




  • Improved job satisfaction and employee engagement (employee survey results)




  • Improved awareness and linkages between department business plans and individual and team performance (employee survey results)




  • Increased participation in corporate recognition activities (attendance, # of nominations received)




  • Increased favourable employee perceptions of feeling valued for their contributions. (employee survey results)




  • Increased favourable employee perceptions of being recognized for a job well done. (employee survey results)

















10.0 CRITICAL SUCCESS FACTORS





  • Buy-in and support from senior leaders, HR community, managers, employees




  • Effective communication




  • PSC and department collaboration




  • Employee input into development and implementation of recognition activities




  • Employee awareness of department purpose, priorities, objectives, goals and values




  • Recognition efforts need to be: timely; meaningful; fair; inclusive




  • Activities are supportive of organizational values

















11.0 SIGNOFF



Project Sponsor:




Date:




Answered Same DayOct 21, 2019FCA151

Answer To: FCA 151 Projects Management and Policies & Procedures (40%) Assignment #2 Due Date: Nov 1 2017 Part...

David answered on Dec 27 2019
108 Votes
Running Header: Project Management and Policies & Procedure         1
Project Management and Policies & Procedure     7
Project Management and Policies & Procedure
Project Management and Policies
& Procedure
Part I
Template #1 – Review
Advantages
· The format of the report addresses all of the elements essential for any project charter and covers all sections.
· The language is straightforward and clear in its presentation
· The overall content is appropriate and conveys the essential message to the end use
Disadvantages
· The content to a certain extent is
ief and there is differing levels of coverage from section to section.
Template #2 – Review
Advantages
· The report is well presented with
ief bullet point content for all sections.
· The language is easy to understand and the presentation is effective.
Disadvantages
· The charter cannot be said to be complete as not all elements of the charter are addressed in the template. For example, the human resources with roles and responsibilities are evidently missing and is one of the key element of any charter.
· In addition the content of the report is very
ief and made point wide making the reader seek out additional information concerning the charter.
Template Preference
At the outset the review of both these templates indicates both template meet the basic requirements and have their advantages and disadvantages. The Template #2 lacks certain elements of the charter and the content cannot be said to be comprehensive enough to convey all of the points. The Template #1 despite certain minor concerns addresses all of the requirements pertaining to charter and the content of the charter are comprehensive enough to convey all of the points suitably. From the standpoint of compliance project, Template #1 does a better job in delivering its purpose and can be said to be a prefe
ed template.
Part II
Project...
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