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Management Assessment of Organizational Readiness


	Information by State Print version

1 - INFRASTRUCTURE Remember....when you take an individual or team and move them into a non-traditional workplace, you are not changing their jobs, you are changing the environment in which they perform their jobs. So, attention must include the conditions of their environment and the infrastructure of the organization.
a.	The extent to which people are managed based on outputs and results.
b.	The extent to which performance is measured and tracked using objective criteria.
c.	The level of confidence and trust the manager has in the people he/she manages.
d.	The effectiveness of the organization’s communications processes.
e.	The time it takes for people to respond to communicated messages.
f.	The extent to which people are kept "in the loop" via informal or face-to-face communication.
g.	Resistance to utilizing electronic communications such as e-mail, shared folders, or voice mail.
h.	The level of proficiency the organization has with technology, i.e., the ability to use and support.
i.	The availability of technical support resources when they are needed.
2 - SPECIFIC JOB FUNCTIONS
a.	The extent to which the people/team aspect of this job is adaptable to the telecommuting environment.
b.	The extent to which key tasks and processes can be performed outside of the traditional office.
c.	The extent to which needed information can be accessed, sent, or received from outside the office, with the proper technology.
d.	The extent to which support requirements can be fulfilled when the job/function is being performed remotely.
e.	Other considerations.

Content updated October 10, 2001

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Management Assessment of Organizational Readiness

1 - INFRASTRUCTURE

2 - SPECIFIC JOB FUNCTIONS