CreatingtheChangeCharter

Purpose
TheChangeCharteroutlinestheChangeTeamsmissionfortheSAPSystemimplementation,including goals,objectives,andcriticalsuccessfactors.Thisdocumentsetstheoveralldirectionforthemembersof theChangeTeamastheyplanandimplementthechangeprocessesthatwilladdressthehuman resourceandorganizationalaspectsoftheSAPSystemimplementation.Itisfocusedonminimizing projectrisk,acceleratingprojectbenefits,andoptimizingcurrentandfutureprocessesandstructures.

Objective
TheChangeCharterdefineshowtheChangeTeamwillworkwithintheProjectandtheOrganization.

ActionSteps
1. DefinetheChangeTeamsmission(purpose)andrationaleforthedurationoftheproject. 2. Definethekeyrelationshipswiththebusinessandtheproject. 3. Definethechangecharterfortheorganizationoptimizationactivities Mission Guidingprinciples ObjectivesandGoals Criticalsuccessfactors

4. Definethechangecharterforthecommunicationactivities Mission Guidingprinciples ObjectivesandGoals Criticalsuccessfactors

5. Definethechangecharterforthesponsorshipandleadershipactivities Mission Guidingprinciples ObjectivesandGoals Criticalsuccessfactors

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CreatingtheChangeCharter

QuestionstoAskandExamplesofChangeCharterSections
1.TheChangeTeamMission
Question: WhatistheoverallmissionoftheChangeTeam? ExampleofanOverallMission TheCoreChangeTeamisresponsibleforensuringthatorganizationalandhumanriskstothe implementationareidentified,andthatsupportisprovidedtothoseareasofthebusinessthathavethe responsibilityforresolvingthem.

2.KeyRelationships
Question: WhatarethekeyrelationshipsbetweentheChangeTeam,theprojectandthebusiness?

Projectinformationmay berequiredtodefine messagestosupport executivesand sponsors.

SponsorshipandLeadership
Keymessagesand materialneedtobe providedbythe projecttoensure leadershipand sponsorshipbuyin. Executives and Leaders Impacted

Business Optimization
Informationaboutthe definitionoftherole shouldbeprovidedto impactedbusinessesto allowthemtosupport localchangeactivities.

Programme Manager Core Change Team Process Design Teams TheChangeTeam needstoensurethat communicationrisks areidentifiedand addressed.

Local Change Teams Users Impacted Human Resources LocalHRspecialists needinformationabout processesandrolesas arawmaterialto conductlocalHR activities. Eg.Job Impact.

ProcessandRole documentation providesanimportant sourceofmaterialfor thecorechangeteam.

Other Stakeholders

Communication

ExampleofKeyRelationships

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CreatingtheChangeCharter

3.TheCommunicationcharter
Sectionofthecharter 3.1Mission Questionstoanswer
Whataretheoverallobjectives ofthecommunicationplans andactivities?

Examples
TheChangeTeamwillprovide consistentinformationtailored tothespecificneedsofthe stakeholdergroups.Asaresult stakeholdersareableto embracetheproposed changes. Allcommunicationonthe projectwillbesimple, understandable,andtailoredto meettheneedsofevery stakeholdergroup. TheChangeTeamwillensure thateveryemployeeaffected bytheprogramisprovidedwith informationaboutthebenefits. Timelycommunicationhas beenprovidedtoevery stakeholdergroupaffectedby, orprovidingsupporttothe project.

3.2GuidingPrinciples

WhatprincipleswilltheChange Teamfollowtoensurethat communicationrisksare minimized,andbenefitsare maximizedacrossall stakeholdergroups? Whatspecificobjectivesand goalsshouldtheChangeTeam followwhenconductingthis work? HowwilltheChangeTeam knowthatithasbeen successfulinreducingthe communicationrisksacrossall stakeholdergroups?

3.3Objectives&Goals

3.4CriticalSuccess Factors

4.TheSponsorshipandleadershipcharter
Sectionofthecharter 4.1Mission Questionstoanswer
Whataretheoverallobjectives ofthesponsorship&leadership plansandactivities?

Examples
TheChangeTeamwillprovide aworldclassprogramfor executivesandleaders,to ensurethattheytake ownershipofthechangesand setanexampletotherestof theorganizationindriving homethebenefits. TheChangeTeamwillensure thatsponsorshipand leadershipinitiativesaredriven fromwithinthebusinesses,not forcedinfromtheoutside.

4.2GuidingPrinciples

WhatprincipleswilltheChange Teamfollowtoensurethat sponsorship&leadershiprisks areminimized,andbenefitsare maximizedacrossall stakeholdergroups?

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Copyright2007SAPAG.Allrightsreserved

CreatingtheChangeCharter
Sectionofthecharter 4.3Objectives&Goals Questionstoanswer
Whatspecificobjectivesand goalsshouldtheChangeTeam followwhenconductingthis work? HowwilltheChangeTeam knowthatithasbeen successfulinreducingthe sponsorshipandleadership risksacrossallstakeholder groups?

Examples
TheChangeTeamwillensure thatinformationandcoaching isavailableforeveryexecutive andleaderwhererequested. Theleadersoftheorganization areactivelyparticipatingin drivinghomethekey messages,andsellingthe benefits.

4.4CriticalSuccessFactors

5.TheOrganizationOptimizationCharter
Sectionofthecharter 5.1Mission Questionstoanswer
Whataretheoverallobjectives oftheorganizationoptimization plansandactivities? WhatprincipleswilltheChange Teamfollowtoensurethat risksareminimized,and benefitsaremaximized?

Examples
Tominimizeriskstothe programthatcouldoccurfrom theorganization/jobsandthe systemnotbeingaligned. TheChangeTeamwillprovide allrelevantdesigninformation aboutrolestolocalHR specialists.TheHRspecialists willimplementlocaljob changesusingthisinformation. TheChangeTeamwillensure thatinformationaboutevery roleisdocumentedand providedtothebusinessbythe endoftheblueprintphase. Organizationalstructuresare appropriatelyandeffectively alignedtosupportfull optimizationofthesystem beyondtheimplementation.

5.2GuidingPrinciples

5.3Objectives&Goals

Whatspecificobjectivesand goalsshouldtheChangeTeam followwhenconductingthis work? HowwilltheChangeTeam knowthatithasbeen successfulinreducingthe organizationoptimizationrisks?

5.4CriticalSuccessFactors

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