[{"data":1,"prerenderedAt":-1},["ShallowReactive",2],{"detail-sidebar-cat-1-en-105":3,"doc-seo-245701-105":53,"doc-detail-245701-en":127},{"code":4,"msg":5,"data":6},0,"success",[7,14,19,24,29,34,39,44,49],{"id":8,"doc_module":9,"doc_module_name":10,"category_name":11,"show_sort_weight":12,"slug":13},11,1,"Template","Presentations",90,"presentations",{"id":15,"doc_module":9,"doc_module_name":10,"category_name":16,"show_sort_weight":17,"slug":18},12,"Resumes",80,"resumes",{"id":20,"doc_module":9,"doc_module_name":10,"category_name":21,"show_sort_weight":22,"slug":23},14,"Invoices",70,"invoices",{"id":25,"doc_module":9,"doc_module_name":10,"category_name":26,"show_sort_weight":27,"slug":28},15,"Posters",60,"posters",{"id":30,"doc_module":9,"doc_module_name":10,"category_name":31,"show_sort_weight":32,"slug":33},16,"Social Media",50,"social-media",{"id":35,"doc_module":9,"doc_module_name":10,"category_name":36,"show_sort_weight":37,"slug":38},17,"Forms",40,"forms",{"id":40,"doc_module":9,"doc_module_name":10,"category_name":41,"show_sort_weight":42,"slug":43},18,"Letters",30,"letters",{"id":45,"doc_module":9,"doc_module_name":10,"category_name":46,"show_sort_weight":47,"slug":48},21,"Paper Templates",5,"papers-templates",{"id":50,"doc_module":9,"doc_module_name":10,"category_name":51,"show_sort_weight":4,"slug":52},158,"General","general-158",{"code":4,"msg":54,"data":55},"ok",{"site_id":56,"language":57,"slug":58,"title":59,"keywords":60,"description":61,"schema_data":62,"social_meta":120,"head_meta":122,"extra_data":124,"updated_unix":126},105,"en","prosci-risk-assessment-assessing-change-organizational-readiness-change-management-scoring-grid","Prosci Risk Assessment - Assessing Change & Organizational Readiness - Change Management Scoring Grid","","Prosci Risk Assessment provides a structured way to evaluate organizational readiness and change risk. The tool guides scoring across change characteristics (scope, impacted employees, type and degree of change, technology, job roles, restructuring, staffing, compensation, and timeframe). It also measures organizational attributes such as perceived need for change, impact of past changes, change capacity, shared vision, resources, culture, reinforcement, and leadership and management competencies. Results combine scores to identify whether the organization is change resistant or change ready, supporting project planning and risk 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does the Prosci Risk Assessment evaluate?","Question",{"text":109,"@type":110},"It evaluates both change characteristics and organizational attributes to determine readiness and overall change risk.","Answer",{"name":112,"@type":107,"acceptedAnswer":113},"How are change characteristics scored in the assessment?",{"text":114,"@type":110},"Scoring covers scope, impacted employees, variation across groups, type and degree of process/technology/job-role change, restructuring, staffing and compensation impacts, and the timeframe.",{"name":116,"@type":107,"acceptedAnswer":117},"What does the final risk grid conclude?",{"text":118,"@type":110},"A combined score indicates whether the organization is change resistant or change ready and places the project into low/medium/high risk categories based on the 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 \nScope of change:  \n\n| Workgroup Department Division Enterprise |  |  |  |  |\n| --- | --- | --- | --- | --- |\n| 1 | 2 | 3 | 4 | 5 |\n\nNumber of impacted employees:  \n\n| Less than 10 Over 1000 |  |  |  |  |\n| --- | --- | --- | --- | --- |\n| 1 | 2 | 3 | 4 | 5 |\n\nVariation in groups that are impacted:  \n\n| All groups impacted the same Groups experiencing the change differently |  |  |  |  |\n| --- | --- | --- | --- | --- |\n| 1 | 2 | 3 | 4 | 5 |\n\nType of change:  \n\n| Single aspect, simple change Many aspects, complex change |  |  |  |  |\n| --- | --- | --- | --- | --- |\n| 1 | 2 | 3 | 4 | 5 |\n\nDegree of process change:  \n\n| No change 100% change |  |  |  |  |\n| --- | --- | --- | --- | --- |\n| 1 | 2 | 3 | 4 | 5 |\n\nDegree of technology and system change:  \n\n| No change 100% change |  |  |  |  |\n| --- | --- | --- | --- | --- |\n| 1 | 2 | 3 | 4 | 5 |\n\nDegree of job role change:  \n\n| No change 100% change |  |  |  |  |\n| --- | --- | --- | --- | --- |\n| 1 | 2 | 3 | 4 | 5 |\n\nDegree of organization restructuring:  \n\n| No change 100% change |  |  |  |  |\n| --- | --- | --- | --- | --- |\n| 1 | 2 | 3 | 4 | 5 |\n\nAmount of change overall:  \n\n| Incremental change Radical change |  |  |  |  |\n| --- | --- | --- | --- | --- |\n| 1 | 2 | 3 | 4 | 5 |\n\nImpact on employee compensation:  \n\n| No impact on pay or benefits Large impact on pay or benefits |  |  |  |  |\n| --- | --- | --- | --- | --- |\n| 1 | 2 | 3 | 4 | 5 |\n\nReduction in total staffing levels:  \n\n| No change expected Significant change expected |  |  |  |  |\n| --- | --- | --- | --- | --- |\n| 1 | 2 | 3 | 4 | 5 |\n\nTimeframe for change:  \n\n| Very short (\u003C month) or very long (> year) 3 month to 12 month initiative |  |  |  |  |\n| --- | --- | --- | --- | --- |\n| 1 | 2 | 3 | 4 | 5 |\n\n\n| Sum of points for Change Characteristics Assessment (out of 60 total) |  |\n| --- | --- |\n\n2 Copyright © Prosci Inc. All rights reserved.  \nORGANIZATIONAL ATTRIBUTES ASSESSMENT  \nPerceived need for change among employees and managers:  \n\n| Compelling business need for change is visibleemployees are dissatisfied with the current state\u003Cbr>Employees do not view change as necessaryemployees are satisfied with the current state |  |  |  |  |\n| --- | --- | --- | --- | --- |\n| 1 | 2 | 3 | 4 | 5 |\n\nImpact of past changes on employees:  \n\n| Employees perceive past changes as positive Employees perceive past changes as negative |  |  |  |  |\n| --- | --- | --- | --- | --- |\n| 1 | 2 | 3 | 4 | 5 |\n\nChange capacity:  \n\n| Very few changes underway Everything is changing |  |  |  |  |\n| --- | --- | --- | --- | --- |\n| 1 | 2 | 3 | 4 | 5 |\n\nPast changes:  \n\n| Changes were successful and well-managed Many failed projects and changes were poorly managed |  |  |  |  |\n| --- | --- | --- | --- | --- |\n| 1 | 2 | 3 | 4 | 5 |\n\nShared vision and direction for the organization:  \n\n| Widely shared and unified vision Many different directions and shifting priorities |  |  |  |  |\n| --- | --- | --- | --- | --- |\n| 1 | 2 | 3 | 4 | 5 |\n\nResources and funding availability:  \n\n| Adequate resources and funds are available Resources and funds are limited |  |  |  |  |\n| --- | --- | --- | --- | --- |\n| 1 | 2 | 3 | 4 | 5 |\n\nOrganization’s culture and responsiveness to change:  \n\n| Open and receptive to new ideas and change\u003Cbr>Closed and resistant to new ideas and change |  |  |  |  |\n| --- | --- | --- | --- | --- |\n| 1 | 2 | 3 | 4 | 5 |\n\nOrganizational reinforcement:  \n\n| Employees are rewarded for risk taking and embracing change\u003Cbr>Employees are rewarded for consistency and predictability |  |  |  |  |\n| --- | --- | --- | --- | --- |\n| 1 | 2 | 3 | 4 | 5 |\n\nLeadership style and power distribution:  \n\n| Centralized Distributed |  |  |  |  |\n| --- | --- | --- | --- | --- |\n| 1 | 2 | 3 | 4 | 5 |\n\nExecutive/senior management change competency:  \n\n| Business leaders demonstrate Business ","cbCaian0O3CB229a","https://ap.wps.com/l/cbCaian0O3CB229a","pdf",206384,"English","# Change Characteristics Assessment\n## Scope of change\n## Number of impacted employees\n## Variation in groups that are impacted\n## Type of change\n## Degree of process change\n## Degree of technology and system change\n## Degree of job role change\n## Degree of organization restructuring\n## Amount of change overall\n## Impact on employee compensation\n## Reduction in total staffing levels\n## Timeframe for change\n# Organizational Attributes Assessment\n## Perceived need for change among employees and managers\n## Impact of past changes on employees\n## Change capacity\n## Past changes\n## Shared vision and direction for the organization\n## Resources and funding availability\n## Organization’s culture and responsiveness to change\n## Organizational reinforcement\n## Leadership style and power distribution\n## Executive/senior management change competency\n## Middle management change competency\n## Employee change competency\n# Prosci Risk Assessment Grid","[{\"question\":\"What does the Prosci Risk Assessment evaluate?\",\"answer\":\"It evaluates both change characteristics and organizational attributes to determine readiness and overall change risk.\"},{\"question\":\"How are change characteristics scored in the assessment?\",\"answer\":\"Scoring covers scope, impacted employees, variation across groups, type and degree of process/technology/job-role change, restructuring, staffing and compensation impacts, and the timeframe.\"},{\"question\":\"What does the final risk grid conclude?\",\"answer\":\"A combined score indicates whether the organization is change resistant or change ready and places the project into low/medium/high risk categories based on the grid.\"}]","Prosci Risk Assessment - Assessing Change & Organizational Readiness - Change Management Scoring Grid | PDF",1789230596]