AWS prescriptive-guidance documentation change
Summary
Updated image paths, formatting changes to role descriptions (bullets and bold headers), and minor text adjustments in organizational change governance documentation
Security assessment
Changes involve documentation formatting, image path updates, and role description restructuring without any mention of security vulnerabilities, access controls, or security policies. The modifications focus on organizational structure and process documentation rather than security-related content.
Diff
diff --git a/prescriptive-guidance/latest/oca-framework-mobilize-team/program-governance.md b/prescriptive-guidance/latest/oca-framework-mobilize-team/program-governance.md index 93fe26eb0..a06b489fe 100644 --- a//prescriptive-guidance/latest/oca-framework-mobilize-team/program-governance.md +++ b//prescriptive-guidance/latest/oca-framework-mobilize-team/program-governance.md @@ -5 +5 @@ -[Documentation](/index.html)[AWS Prescriptive Guidance](https://aws.amazon.com/prescriptive-guidance/)[AWS Organizational Change Acceleration (OCA) 6-Point Framework – 1. Mobilize Team](introduction.html) +[Documentation](/index.html)[AWS Prescriptive Guidance](https://aws.amazon.com/prescriptive-guidance/)[AWS Organizational Change Acceleration (OCA) 6-Point Framework - 1. Mobilize Team](introduction.html) @@ -40 +40 @@ Establish a high-level structure that depicts reporting relationships and high-l - + @@ -46 +46 @@ Define the roles of the organizational change acceleration team. Provide the hig - + @@ -74 +74 @@ Define the high-level responsibilities of relevant OCA roles in your organizatio - + @@ -78 +78 @@ These roles and time commitments might include the following. -Executive sponsor (25%) +**Executive sponsor (25%)** @@ -80 +80 @@ Executive sponsor (25%) - * Member of steering committee +• Member of steering committee @@ -82 +82 @@ Executive sponsor (25%) - * Executive role who makes decisions on significant issues +• Executive role who makes decisions on significant issues @@ -84 +84 @@ Executive sponsor (25%) - * Partner with OCA advisor on change strategy and decision-making +• Partner with OCA advisor on change strategy and decision-making @@ -86 +86 @@ Executive sponsor (25%) - * Review and approve scope changes +• Review and approve scope changes @@ -88 +88 @@ Executive sponsor (25%) - * Review and approve project and program plans +• Review and approve project and program plans @@ -90 +90 @@ Executive sponsor (25%) - * Provide final project approval +• Provide final project approval @@ -91,0 +92 @@ Executive sponsor (25%) +**Organizational change acceleration lead (100%)** @@ -92,0 +94 @@ Executive sponsor (25%) +• Partner with OCA lead on co-development and delivery of change assessments, strategy, and roadmap @@ -93,0 +96 @@ Executive sponsor (25%) +• Assist to identify stakeholder groups, business objectives, risks, blockers, and synergies @@ -95 +98 @@ Executive sponsor (25%) -Organizational change acceleration lead (100%) +• Provide active and visible change leadership @@ -97 +100 @@ Organizational change acceleration lead (100%) - * Partner with OCA lead on co-development and delivery of change assessments, strategy, and roadmap +• Serve as organization change champion @@ -99 +102 @@ Organizational change acceleration lead (100%) - * Assist to identify stakeholder groups, business objectives, risks, blockers, and synergies +**Program/engagement lead(s) (100%)** @@ -101 +104 @@ Organizational change acceleration lead (100%) - * Provide active and visible change leadership +• Assist in workshop recording and documentation @@ -103 +106 @@ Organizational change acceleration lead (100%) - * Serve as organization change champion +• Assist in scheduling assessment interviews @@ -104,0 +108 @@ Organizational change acceleration lead (100%) +• Serve as first point of escalation @@ -105,0 +110 @@ Organizational change acceleration lead (100%) +• Review and comment on deliverables @@ -106,0 +112 @@ Organizational change acceleration lead (100%) +• Review and comment on project plans @@ -108 +114 @@ Organizational change acceleration lead (100%) -Program/engagement lead(s) (100%) +**Line of business owner(s) (50%)** @@ -110 +116 @@ Program/engagement lead(s) (100%) - * Assist in workshop recording and documentation +• Work with OCA team to define business needs @@ -112 +118 @@ Program/engagement lead(s) (100%) - * Assist in scheduling assessment interviews +• Attend workshops and interviews @@ -114 +120 @@ Program/engagement lead(s) (100%) - * Serve as first point of escalation +• Provide subject matter expertise for portions of the project @@ -116 +122 @@ Program/engagement lead(s) (100%) - * Review and comment on deliverables +• Review and comment on deliverables @@ -118 +124 @@ Program/engagement lead(s) (100%) - * Review and comment on project plans +**Training and communications SMEs (30%)** @@ -119,0 +126 @@ Program/engagement lead(s) (100%) +• Co-develop with OCA messaging to create awareness and engagement @@ -120,0 +128 @@ Program/engagement lead(s) (100%) +• Provide messaging standards and guidelines @@ -121,0 +130 @@ Program/engagement lead(s) (100%) +• Provide translation support @@ -123,30 +132 @@ Program/engagement lead(s) (100%) -Line of business owner(s) (50%) - - * Work with OCA team to define business needs - - * Attend workshops and interviews - - * Provide subject matter expertise for portions of the project - - * Review and comment on deliverables - - - - -Training and communications SMEs (30%) - - * Co-develop with OCA messaging to create awareness and engagement - - * Provide messaging standards and guidelines - - * Provide translation support - - * Partner with OCA team on communications strategy and roadmap - - - - -HR business partner (20%) - - * Partner with OCA team to provide targeted HR support at point of need (before and after transition) - +• Partner with OCA team on communications strategy and roadmap @@ -153,0 +134 @@ HR business partner (20%) +**HR business partner (20%)** @@ -154,0 +136 @@ HR business partner (20%) +• Partner with OCA team to provide targeted HR support at point of need (before and after transition) @@ -160 +142 @@ Develop a strategy for the ongoing identification of people and change risks tha -The objective of the risk mitigation strategy and plan is to ensure a seamless process to manage status, issues, and escalations and resolve conflicts in a timely manner. + @@ -162 +144 @@ The objective of the risk mitigation strategy and plan is to ensure a seamless p - +The objective of the risk mitigation strategy and plan is to ensure a seamless process to manage status, issues, and escalations and resolve conflicts in a timely manner. @@ -170 +152 @@ Lastly, define the specific accountabilities and responsibilities for key organi - +