Enterprise Integration Toolkit

The plan needs to address what needs to change and why. It is effective for leadership to drive the developing of a 'case for change' at the enterprise and site levels so that everyone understands why the transformation is critical to the future of the organization. In addition, the plan should include how change will come about and who is responsible for implementing change from a leadership perspective.

Implement plan and monitor its effectiveness through routine reporting and assessment of results.

Drive the responsibility for change to all levels of the organization to assure that everyone knows how they will be affected. Leaders will be responsible for assuring this occurs within their area of responsibility. Leaders should assure all levels of the organization are involved as appropriate throughout the implementation. Document these levels of responsibility in a commitment plan.

Measure effectiveness of leadership participation and support for required changes in all areas of change management. Identify top focus areas, and recommendations for target groups ( Assure consistent with Communications Plan). Report result for all leaders via routine status meeting and scorecard. Identify areas of concern and appropriate interventions

Establish portal, web page, etc for communications if determined that a mechanism would be used for the organization/ user community to 'pull' information about the project

Create communication tools to 'push' communications throughout the organization (videos, briefings, town hall meeting plans / materials, collateral)

Perform the tasks in the detailed task plan. Assure that the timing stays in sync with the actual progress of the project. Proactively adjust the plan as necessary.

Report status (scorecard - red, yellow, green) to CM leadership and steering committee on a regular basis.

Define and document the new organization in detail as a result of finalizing the requirements and future processes.

Define a detailed transition plan for each new, change and/or eliminated role in the organization. Identify the resources impacted and determine how each situation will be handled.

Begin to execute the transition plan for those individuals with new or changed responsibilities (including hiring of new roles) during the Build phase. Continue to execute the transition plan through transition / cutover and into production for the new and changed roles as well as implementing the transition for those positions eliminated.

Report status (scorecard - red, yellow, green) to CM leadership and steering committee on a regular basis.

Expose the organization to the new processes via conference room pilots and process scenario walkthroughs. Use output and reactions to focus on key readiness areas identifies. Engage all levels of the organization as appropriate throughout the implementation.

Measure and assess organization and ensure buy-in, change acceptance, and other readiness factors addressing specific target audiences and recommendations relevant to each group. Implement a continuous readiness assessment process, with appropriate interventions, to assure the best state of readiness across the organization at system introduction. Adjust leadership activities and communications as necessary.

Report status (scorecard - red, yellow, green) to CM leadership and steering committee on a regular basis.

During Detailed Requirements and Design, finalize end user role definition and training requirements based on tasks and skills needed. (Task-to-skills-to-roles). Develop detailed role descriptions and End User Training Strategy. Survey end-users to determine major generic (non EI System) skills needed such as basic PC skills. Develop role based training plan. Also establish end user training materials / end user documentation standards and templates.

During Build, determine the trainers and fully engage them in the end user training process. Fully engage trainers and power users in testing and final end user training materials/documentation preparation. Conduct End User Training to include basic system education and role specific training as described in the End User Training Plan. A job-ready-qualification will ensure the needed skills are gained by the end users.

Report status (scorecard - red, yellow, green) to CM leadership and steering committee on a regular basis.