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  2. 2007
  3. December
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  5. Siebel 4.0-2 Change Management Questionnaire - COP
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CF&F Change Management Survey Questionnaire
This questionnaire is used to outline and measure the employee's opinion on the future state of CF&F. This feedback will help us develop and implement the changes that will take place with CF&F. This survey is focused primarily on the way that change affects people during the implementation process.

Your survey responses will be strictly confidential and data from this research will be reported and only used for development purposes only. Your information will be coded and will remain confidential. Please make your answer by selecting the neccesary box or button, or entering an answer in the text box, where applicable.

Thank you very much for your time and support. Please note questions with red asterisk require an answer to be given. Please start with the survey now by clicking on the Continue button below.
 
 
1. What is your Job Title? (please select as applicable)
*  
 
Sales Representative
 
Management
 
Operations
 
Administrative
 
Other
 
Other (please specify)
 
 
 
* How long have you been working at CF&F?
 
less than 1 year
 
2-5 years
 
5-9 years
 
10+years
 
3. What is your current job status?
*  
 
Full Time Employee
 
Contractor
 
Temporary
 
Other (please specify)
 
 
4. Are you familiar with the term of Change Management in how it relates change affecting people?
* If the answer is "No" please click the help icon
 
Yes
 
No
 
5. Which of these statements best applies to how change is managed at CF&F?
*  
 
CF&F exists in a state of rapid and continuous change
 
CF&F evolves through long periods of stability with short bursts of fundamental change
 
Departments within CF&F deal with change incrementally and separately
 
CF&F is constantly undergoing small changes
 
Other (please specify)
 
 
6. Please select how applicable each of these statements are in describing the management of change affecting your job role?
Strongly Agree Agree Neutral Disagree Strongly Disagree Prefer not to say
Training is inadequate leaving unanswered questions about the change
There are long periods of planning before the change is delivered
There are delays in the timescales that are set in the change project
Communication about the change is limited to only those directly concerned with the project
There are logical reasons for change which are visible and the goals are transparent
Involvement in the change project before delivery takes place
Conflicts within the change are looked for and try to be solved
Change projects create resistance which has to be broken
The process of implementation for the change is flexible and reactive
Change is expected without being linked to incentives
Strongly Agree Agree Neutral Disagree Strongly Disagree Prefer not to say
Good ideas for change are hidden and used for personal agendas
The implementation of the change within your role is managed solely by CF&F
Communications about the change are timely and relevant
Project teams have sometimes a lack of consequence and consistency in regards to the change
Those concerned with the outcome of the change project take part in planning
The project lead for the change is known and project champions aid the planning and implementation
 
 
8. Which of the below statements best applies to how you feel the Siebel 4.0-2 project is managed?
Strongly Agree Agree Neutral Disagree Strongly Disagree Prefer not to say
The reasons for change are unclear and there are different views of the goals of the implementation
Implementation communications are open and readily available
Training is frequently given with supporting materials creating confidence with the system and the processes
Wide timescales for the implementation deliverables are set and goals and are met
Key implementation personnel are chosen, put in charge and left unchanged
Incentives are linked with the implementation to aid the process of change
Conflicts within the implementation are avoided
There are predetermined guidelines for how the system implementation is to be managed and these are followed
Ideas are openly communicated and encouraged within the implementation
The direction of the implementation is influenced by resistance
Each release begins with no anticipated planning
Communications about the implementation are not given in advance and not relevant
Once the implementation has taken place, user involvement in the project begins
 
9. Please rank these requirements about change in order of importance to you, from 1 to 9.
* (1 = most important; 9 = least important)
Feeling that everyone is focused on the same goals and objectives
Being able to take ownership and influence details of the change
Awareness of who is ultimately responsible for the project
Understanding why change is happening and why it is necessary
Appreciation of how the change will take place and be effectively communicated
Conscious that key individuals are involved in the project
 
 
 
 
   
 


Thank you very much for your support, it is greatly appreciated

Please contact Mark Hambling at [email protected] or [email protected] if you have any questions regarding this survey.
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