Example
Leveraging Organizational Efficiency with the Power of a PMO – Readiness Notes and Scorecard
Starting State People Process Structure
• One PMP & people with good PM skills
• Limited PM knowledge within the organization
• Good relationships for grassroots training
Your Turn! Who currently does PM in your organization?
• Limited organizational process for national work
• Strong processes in pockets at business units
What key processes are followed in the various stages of a project?
• Highly decentralized, $500M+
• New CEO with eye toward centralization
• Leverage key stakeholders (executives) leading business units
If no PMO, how are project resources organized?
Example
Desired State
People Process Structure
• 12 FTEs, 3 dedicated PMs in PMO
• All dept members skilled in PM at varying levels
• Strong training and support processes
Your Turn! How would you reasonably resource a PMO?
• Clear tools and process for national initiatives
• Commitment to several key documents – charter, product backlog, closure
• Agreed-upon PM software (Teams)
What are crucial project management processes that would fit your industry and organization?
• PMO under Office ofAdministration (Procurement, New Business, EA Team) and reports to COO
• Move to matrix org with CEO wanting consistency
Where should the PMO land functionally in your organization? Who should run it?
Want to discuss further? Contact Sarah Boone, National Director of Project Management at Devereux Advanced Behavioral Health, at sboone2@devereux.org
Organization is generally resistant to change 2 – I have an idea of who a sponsor but might be but do not have a relationship
– PM training is available but not widely used
– I have a sponsor identified
– My sponsor has clout in org and already talks about a PMO.
– Some PM training exists informally within the organization
–Awareness of PM exists but is generally limited to IT/construction projects 2 – Organization resists change, but individuals may be open to a new way of doing things
– Some PM tools/techniques are used informally
– Organization changes occasionally but slowly
– Organization embraces change