Status SCAMPI v1.

3 March 2011
1 Plan and Prepare for Appraisal
1.1 Analyze Requirements
1.1.1 Determine Appraisal Objectives
Required Practices
• Identify sponsor and relevant stakeholders, and establish communication
• Document the business objectives provided by the sponsor and the specific appraisal objectives
• Ensure the alignment of the appraisal objectives to the business objectives
• Determine and document the appraisal usage mode (i.e., Internal Process Improvement, Supplier
Selection, Process Monitoring)
Parameters and Limits
At least one communication between the appraisal team leader and sponsor is required.
1.1.2 Determine Data Collection Strategy
Required Practices
• Work with the sponsor or designee to identify the data collection strategy that best aligns with the
appraisal objectives and constraints
• Document the planned data collection strategy
• Document the tailoring decisions made using the tailoring checklist in Appendix H - SCAMPI A
Tailoring Checklist
Parameters and Limits

The data collection strategy must address:

• the data collection approach (discovery, managed discovery and/or verification)
• the techniques for collecting artifacts (e.g., documents, demonstrations, presentations)
• the techniques for collecting affirmations (e.g., interviews, demonstrations, presentations)
• a high-level schedule for collecting data
• roles and responsibilities for collecting appraisal data
The identified data collection strategy must be documented in the data collection plan, which is part
of the overall appraisal plan. The data collection strategy will evolve throughout the appraisal
planning process.
1.1.3 Determine Appraisal Constraints
Required Practices
• Establish high-level cost and schedule constraints
• Document model scope of the appraisal and initial rating targets (if any)
• Document initial description of the organizational unit
• Negotiate constraints and objectives with stakeholders to ensure feasibility
• Document negotiated constraints to be met
Parameters and Limits
Constraints identified by the appraisal plan must be negotiated between the sponsor and the
appraisal team leader
1.1.4 Determine Appraisal Scope
Required Practices
• Determine and document the reference model scope and representation to be used for the
appraisal
• Determine and document the organizational unit to be investigated during the appraisal
• Determine and document the basic units into which people are organized to accomplish the work
done by the organizational unit
 • Determine and document the support functions that exist and the responsibilities assigned to
each function
• Determine and document the sampling factors used to specify the organizational unit and the
organizational scope of the appraisal
• Determine and document a mapping between each basic unit or support function and the process
areas in the scope of the appraisal
• Determine and document the organizational scope of the appraisal
• Determine and document the list of individuals who will participate in the appraisal
• Determine and document the planned coverage of each process area in the model scope of the
appraisal for each basic unit or support function within the organizational scope of the appraisal
Parameters and Limits
The reference model scope shall include the PAs in the selected model(s) and for CMMI models in
the representation chosen as well as the associated maximum capability or maturity level targeted.
The reference model scope of the appraisal shall include at least one PA. All practices and goals that
are part of the selected PAs must be included; individual practices and goals within a PA shall not be
excluded.

When a PA is determined to be outside of the organizational unit's scope of work, the PA is

designated as "not applicable" and the rationale for is exclusion must be documented in the
appraisal plan and appraisal disclosure statement (ADS).

The organizational scope of the appraisal shall be documented by listing the basic units and support
functions selected for participation in the appraisal. The rationale for these selections is based on
the way the organization allocates roles and responsibilities to accomplish the work, as well as the
sampling factors that affect the way people do the work.

Sampling factors associated with the variety and diversity of conditions under which work is
performed in the organizational unit must be recorded during planning. The following candidate
sampling factors must be evaluated to determine the organizational scope of the appraisal:
• Location: if work is performed differently in different locations (e.g., countries, cities, sites, or
installations)
• Customer: if work is performed differently depending on the customer served by that work
• Size: if work is performed differently based on the size of the basic unit or support function
• Organizational Structure: if work is performed differently in different parts of the
organizational structure (e.g., different divisions as depicted on an organizational chart)
• Type of Work: if work is performed differently based on the "type of work" (e.g., system
integration, software development, IT-support services, or help-desk)

Each of these potential sampling factors shall be evaluated for its effect on the conditions under
which work is performed in different parts of the organizational unit. Other sources of diversity that
affect these conditions shall also be considered as additional potential sampling factors. Examples of
sampling factors could include funding source, duration, complexity, or other factors that affect the
conditions under which work is performed.

Evaluations of potential sampling factors shall be based on the identification of meaningful values
(e.g., large or small units; the name of cities where sites are located) into which basic units can be
allocated for each sampling factor. The number of subgroups is determined by analyzing all
combinations of values within the sampling factors. The result is a set of subgroups that represents
the potentially unique conditions under which work is performed across the organizational unit.
Potential sampling factors that do not drive differences in conditions under which work is performed
may reasonably be excluded. Rationale for inclusion or exclusion of these factors in determining a
representative sample shall be documented in the appraisal plan, along with the subgroups defined
by the combination of all relevant sampling factors.
Subgroups defined using the sampling factors represent determined to be relevant represent
clusters of similar conditions for process implementation. These subgroups contain one or more
basic units that are candidates to participate in the appraisal data collection activities (i.e., supply
artifacts and/or affirmations).

Establish a representative sample for the organizational unit by selecting basic units from each of the
subgroups according to the following formula:

Minimum number of Basic Units to be selected from a given subgroup = (Number of subgroups X
Number of Basic Units in the given subgroup) / Total number of Basic Units

The computed value of the formula above may generate a fractional number. If the computed value
using this formula is less than 1, then the required number of basic units shall be 1. Fractional
values (greater than 1) resulting from the computation shall be subject to standard rounding rules
(i.e., 1.51 becomes 2 and 1.49 becomes 1). The organizational scope of the appraisal is defined as
the set of basic units selected using the process described above and the identified support
functions. This set of organizational entities shall provide data for the model scope of the appraisal,
in accordance with the data coverage rules specified below.

The mapping of PAs to basic units and support functions shall be recorded in order to establish how
the organizational scope of the appraisal is linked to the model scope of the appraisal. Some PAs
may be instantiated in each and every basic unit. Other PAs may be instantiated in a single support
function. It is also possible that a given PA is instantiated in parallel support functions that exist
within given subgroups, or are shared across a number of subgroups.
The following coverage rules ensure corroboration of objective evidence from multiple independent
sources across the set of basic units or support function sampled.

Coverage Rules for Process Areas

Coverage–1: Objective evidence provided for a process area must address all practices that are part
of that process area. For CMMI models, this includes all specific practices as well as all generic
practices included in the scope of the process area. Each basic unit or support function sampled
must address all practices in the process areas for which they supply data.

Coverage–2: In terms of the organizational coverage of a process area, the design of the process in
the organization may lead to process areas implemented by one of the following:
• an individual basic unit within a subgroup
• a single support function that serves the entire organizational unit
• a set of support functions that each serve different parts of the organizational unit
• some hybrid of the above where the groupings of basic units in subgroups would be too limiting (It
would make sense to ‘collapse the subgroups together’ for the purpose of looking at this process
area because of the level of standardization.)

As an exception to the following coverage rules specified for basic units below, the implementation
of a process area in a standardized manner across subgroups may reduce the data collection needs.
By documenting rationale in the appraisal plan, the appraisal team leader may define a data
collection strategy that collapses the subgroups when considering process areas implemented in a
highly standardized fashion.
Coverage Rules for Basic Units
Coverage–1: For each subgroup, both artifacts and affirmations shall be provided for at least one
basic unit for every process area implemented by basic units within that subgroup. This sampled
basic unit shall provide data for all process areas. Selection of this basic unit must consider the
schedule of work (e.g., lifecycle stage) achieved, in order to maximize coverage of the process areas.
In cases where this sampled basic unit would have “not yet” characterizations in a process area,
additional basic units must be sampled to cover that process area (unless no other basic units
remain to be sampled in the subgroup).

Coverage–2: For at least 50 percent of the sampled basic units in each subgroup, both artifacts and
affirmations shall be provided for at least one process area implemented by basic units within that
subgroup.

Coverage–3: For all sampled basic units in each subgroup either artifacts or affirmations shall be
provided for at least one process area implemented by basic units within that subgroup.

For subgroups with only one sampled basic unit, satisfaction of the first rule leads to satisfaction of
the other two rules.

Coverage Rules for Support Functions

Coverage–1: Both artifacts and affirmations shall be provided for each support function for all
process areas relating to the work performed by that support function.

Coverage–2: The artifacts and affirmations provided by support functions shall demonstrate the
work performed for basic units for at least one sampled basic unit in each subgroup. This applies for
each process area relating to the work performed by that support function for basic units. For
example, quality assurance or configuration management functions would provide data on the
application of PPQA or CM respectively. The linkage of the functions to assure quality or maintain
configurations of key work products related to other process areas does not mean these support
functions must address all the practices in those other process areas.

Coverage–3: In cases where multiple support functions exist within the organizational unit, all
instances of the support function shall be included in the appraisal scope. For example, if division-
specific Configuration Management groups exist, every group in each division included in the
organizational unit must be sampled.

Organizational unit size (i.e., number of people and number of basic units) and sizes of basic units
(i.e., number of people) in the organizational scope shall be documented in the appraisal plan as
well as the percentage ratio of these two measures:
• Population percent: the number of people in the organizational scope divided by the number of
people in the organizational unit (x100)
• Basic unit percent: the number of basic units in the organizational scope divided by the number
of basic units in the organizational unit (x100)

Basic units that are specifically excluded from participating in the appraisal (though they are
included in the definition of the organizational unit) must be identified in the appraisal plan and in
the appraisal disclosure statement along with a justification for their exclusion. Such exclusions might
arise from logistical constraints identified during planning – such as unplanned urgent customer
demands. Units that are not part of the organizational unit need not be listed in this manner – as the
results do not apply to them.
 The appraisal team reserves the right to seek clarification or data from other basic units or support
functions within the organizational unit, beyond those specified in the data collection plan. These
basic units or support functions must also be identified in the appraisal disclosure statement.

The organizational scope to be investigated during the appraisal will drive the selection of
participants needed to provide sources of objective evidence. An initial determination of appraisal
participants, by name and role, must be negotiated with the appraisal sponsor and/or the senior site
manager as part of the early determination of organizational scope. This initial determination will be
refined later during detailed appraisal planning.

If the Conduct Appraisal phase is to be performed using incremental subsets of the organizational
unit or the model, the appraisal plan must identify the organizational scope and appraisal reference
model scope for each increment.

Delta appraisals are not permitted. A delta appraisal is defined as a second appraisal performed on a
subset of an original appraisal model scope after correcting weaknesses reported in the previous
appraisal, and then combining the results of the second appraisal with the results of the parts of the
first appraisal that were not investigated in the second appraisal to get new results.
1.1.5 Determine Outputs
Required Practices
• Review required SCAMPI A outputs with the appraisal sponsor
• Review and select optional SCAMPI A outputs with the appraisal sponsor
Parameters and Limits

Required SCAMPI A outputs include:

• appraisal record (see Activity 3.2.2, Generate Appraisal Record)
• SEI data (see Activity 3.2.3, Provide Appraisal Feedback to the SEI)

At least all the goals for the process area or process areas within the model scope must be rated for
the organizational unit, although the choice may be made to not disclose the ratings to anyone other
than the appraisal sponsor. Ratings for individual disciplines or for individual basic units, unless the
basic unit is the organizational unit, are not allowed.
The sponsor shall receive the appraisal record, which includes:
• final findings, including statements of strengths and weaknesses documented for every PA
investigated
• all ratings planned for and generated by the team
• the ADS
The appraisal team leader and sponsor are required to sign the ADS
1.1.6 Obtain Commitment to Initial Appraisal Plan
Required Practices
• Record required information in the initial appraisal plan
• Obtain sponsor approval of the initial appraisal plan
• Manage changes to the initial appraisal plan, obtaining sponsor approval of changes
Parameters and Limits

The appraisal plan is often generated incrementally throughout the Plan and Prepare for Appraisal
phase, and must be approved prior to the start of the conduct appraisal phase. The initial appraisal
plan addresses the requirements of the appraisal, and guides future appraisal planning. At a
minimum, the initial appraisal plan provides the information needed to address the following:
SEE APPRAISAL PLAN CONTENT TAB FOR DETAILS
1.2 Develop Appraisal Plan
1.2.1 Tailor Method
Required Practices
• Review and select tailoring options within each activity.
• Ensure that the tailoring decisions are self-consistent and that they are appropriate in light of the
appraisal objectives and constraints.
• Document the tailoring decisions made in the appraisal plan
Parameters and Limits
The structure of the MDD clarifies which SCAMPI A features are required. Parameters and Limits
sections define the allowable variation within these method requirements. Tailoring guidance and
Implementation Guidance are provided to assist with tuning the method to fit sponsor objectives
and appraisal constraints.
1.2.2 Identify Needed Resources
Required Practices
• Identify appraisal team members.
• Identify appraisal participants.
• Identify equipment and facilities.
• Identify other appraisal resources needed.
• Document resource decisions in the appraisal plan.
Parameters and Limits

The level of detail in the identification of needed resources must be sufficient to support the
creation of the appraisal plan. At a minimum, the appraisal team leader must identify the following:
• the names of people who are candidates for affirmations or appraisal team membership, and
support personnel
• the organizational or basic unit affiliation of these people
• the location, seating capacity, and configuration of rooms to be used by the team
• specific equipment needed (e.g., overhead projector, laptop projector, or video-conferencing)
1.2.3 Develop Data Collection Plan
Required Practices
Document the data collection plan
Parameters and Limits
The data collection plan must specify contingencies to manage the risk of having insufficient data
For every instantiation of every model practice, the data collection plan must specify how, when, and
by whom the objective evidence will be verified

For instantiations of model practices that have not been addressed in the initial objective evidence,
the data collection plan must specify how the team intends to discover the presence or absence of
objective evidence that characterizes the extent of implementation for that practice.
 The data collection plan is considered part of the appraisal plan and is often documented in a variety
of artifacts, which may be completed at different phases of appraisal planning. The data collection
plan includes
• documentation of the approach to data collection strategy (see activity 1.1.2, Determine Data
Collection Strategy)
• identification of participants to be involved in affirmation activities
• assignment of PAs to team members
• the schedule and success criteria for readiness reviews
• the approach for using Class C and Class B appraisals for data collection and/or readiness reviews
(if they are used for this purpose)
• a summary of initial objective evidence provided by the organization
• identification of highest priority data needs
• a schedule of interview-gathering events, revised over time to include more detail
• for interviews, the identification of an initial set questions (this may be maintained outside of
the overall appraisal plan)
• identification of artifacts still needed after the performance of readiness reviews (if any)
• risks associated with the sufficiency of the data and the adequacy of the schedule
1.2.4 Determine Cost and Schedule
Required Practices
• Estimate the duration of key events as a basis for deriving a comprehensive schedule.
• Estimate the effort required for the people participating in the appraisal.
• Estimate the costs associated with using facilities and equipment as appropriate.
• Estimate the costs for incidentals (e.g., travel, lodging, meals) as appropriate.
• Document a detailed schedule in the appraisal plan.
• Document detailed cost estimates in the appraisal plan.
Parameters and Limits
Scheduling for each day of the appraisal is required.
1.2.5 Plan and Manage Logistics
Required Practices
• Document logistical schedules and dependencies.
• Maintain communication channels for providing status.
• Assign responsibilities for tracking logistical issues.
Parameters and Limits
None
1.2.6 Document and Manage Risks
Required Practices
• Identify appraisal risks.
• Develop mitigation plans for key appraisal risks, and implement these plans as necessary.
• Keep the appraisal sponsor and other stakeholders informed of the appraisal risk status.
The risks and mitigation plans identified through conducting this activity are required elements of
the appraisal plan (see Parameters and Limits for activity 1.2.7, Obtain Commitment to Appraisal
Plan). If an identified risk occurs during appraisal execution then this should be documented in the
plan.
 The appraisal team leader is responsible for keeping the appraisal sponsor informed of risk
management activities so that, if needed, timely sponsor intervention is possible to ensure the
achievement of appraisal objectives
Parameters and Limits

When evaluating risks to an appraisal plan the following potential risk areas must be considered:
• personnel
• logistics
• technical
• facilities
• schedule
1.2.7 Obtain Commitment to Appraisal Plan
Required Practices
• Document the appraisal plan.
• Review the appraisal plan with the sponsor and secure the sponsor’s approval.
• Provide the appraisal plan to relevant stakeholders for review.
Parameters and Limits

Required contents of the appraisal plan include the following, at a minimum:

• the initial appraisal plan (see activity 1.1.6, Obtain Commitment to Initial Appraisal Plan)
• the activities to be performed in conducting the appraisal
• resources needed for conducting the appraisal (see activity 1.2.2, Identify Needed Resources)
• data collection plan (see activity 1.2.3, Develop Data Collection Plan)
• cost and schedule estimates for performing the appraisal (see activity 1.2.4, Determine Cost and
Schedule)
• appraisal logistics (see activity 1.2.5, Plan and Manage Logistics)
• risks and mitigation plans associated with appraisal execution (see activity 1.2.6, Document and
Manage Risks)

There must be a signature block for the appraisal tem leader and the sponsor to indicate in writing
their commitment to the plan. If minor updates are made to the plan, signatures do not have to be
obtained again. If changes affect the scope (mode or organizational) of the appraisal, then the plan
must be re-baselined.
At a minimum, the appraisal team members are considered relevant stakeholders and should receive
a copy of the approved appraisal plan.
1.3 Select and Prepare Team
1.3.1 Identify Appraisal Team Leader
Required Practices
• Select an authorized SCAMPI Lead Appraiser to serve as the appraisal team leader
• Verify the qualifications of the appraisal team leader (experience, knowledge, and skills).
Parameters and Limits

The appraisal team leader must be an SEI-certified SCAMPI Lead Appraiser in good standing (or a
candidate SCAMPI Lead Appraiser being observed by a Qualified Observing Lead Appraiser). This
certification can be verified on the web or by contacting the SEI directly.

If the SCAMPI A to be performed includes the rating of High Maturity Process Areas, the appraisal
team lead must be an SEI-certified High Maturity Lead Appraiser in good standing. This certification
can be verified on the web, or by contacting the SEI directly.
 There can be only one official appraisal team leader on any given appraisal. The appraisal team
leader has sole discretion to delegate important tasks to appraisal team members, but cannot
delegate leadership responsibility or ultimate responsibility for the successful completion of the
appraisal. The inclusion of multiple SCAMPI Lead Appraisers on a team for a given appraisal can be a
strong asset for the leader of that team. However, the single designated appraisal team leader must
perform the leadership role and manage the appraisal process.
1.3.2 Select Team Members
Required Practices
•• Select
Select individual
individual team
team members
members that
that meet the minimum
collectively meet thecriteria
minimum for individual
criteria forteam members.
the team as a
whole.
• Document the qualifications and responsibilities of team members in the appraisal plan
Parameters and Limits
The minimum acceptable team size for a SCAMPI A appraisal is four people (including the appraisal
team leader).

Each Appraisal Team Member must have previously completed an SEI-licensed offering of the
designated introductory course relating to each and every reference model (e.g., CMMI
Constellation, or People CMM) that is included in the scope of the appraisal

The team overall must have field experience relating to the content of the reference model (e.g.,
development of products and services for CMMI-DEV, delivery of services for CMMI-SVC, acquisition
for CMMI-ACQ, human resources for P-CMM). For each reference model (e.g., constellation) in the
scope of the appraisal, the team must have:
• Individual members with at least two years of field experience performing the type of work
addressed in each appraisal reference model included. This means each team member has field
experience with each included model. The appraisal team leader, at their discretion, may accept one
team member with no field experience - however, this must be documented along with the
rationale for this exception in the appraisal plan.
• An average of at least 6 years of field experience excluding the experience of the appraisal team
leader, relating to the content of each of the reference models. This ensures that team members
with relatively limited experience are balanced by others who have a greater level of experience.
• An aggregate of 25 years of field experience relating to the content of each of the reference
models excluding the experience of the Lead Appraiser. This ensures that the team as a whole has a
substantial experience base to support their judgments.
The Appraisal Team Leader is required to evaluate and validate the team members' experience by
either a review of the team members' resumes or interview each team member to determine their
level of expertise
The team (as a group) must have a total of at least 10 years of management experience, and at least
one team member must have at least 6 years experience as a manager - excluding the team leader.
The selected appraisal team members and their organizational affiliation and qualifications
(individually and in aggregate) must be documented in the appraisal plan.
The team leader must identify the range of roles, functions, or activities performed in the work done
within the organizational unit (e.g., life cycle stages for CMMI-DEV).
The appraisal team as a whole, must have members with experience performing practices from all of
the Process Areas included in the appraisal scope.

The appraisal team shall not be comprised entirely of staff who wrote the processes being appraised.
If one or more process authors are included on the team, the risk management section of the
appraisal plan must address how potential conflicts of interest will be managed.
 The sponsor of the appraisal shall not be an appraisal team member
A senior manager who has supervisory authority over the entire Organizational Unit shall not be an
appraisal team member.
Additional requirements specific to High Maturity appraisals:
• Ensure all members of the high maturity mini-team have high maturity experience.
• A high maturity lead appraiser or appraisal team member with statistical analysis and other high
maturity-related training and experience shall be assigned to all mini-teams focused on high
maturity PAs

The team as a whole must have collective experience implementing High Maturity activities such as
establishing, evaluating, using, or analyzing process performance baselines and process performance
models.
The appraisal team leader is the final authority on acceptance of appraisal team members and is
responsible for ensuring their qualifications and suitability for the appraisal scope
1.3.3 Document and Manage Conflicts of Interest
Required Practices
• Identify potential conflicts of interest
• Take steps to avoid those conflicts of interest that can be avoided
• Develop strategies to manage potential conflicts of interest that cannot be avoided, and document
those strategies in the appraisal plan
• Monitor the conflicts of interest to ensure that management strategies are effective
• Take appropriate corrective action when conflict of interest management strategies do not work
Parameters and Limits

The appraisal team leader must use professional judgment and evaluate, at a minimum, the
following potential conflicts of interest, review them with the sponsor and ensure detailed
documentation and rationale in their appraisal plan:
• Are any team members authors of one or more processes included in the scope of the appraisal?
• Are any members of the organization’s process group serving on the appraisal team?
• Are any “process owners” serving as appraisal team members?
• Are staff with supervisory responsibility over one or more parts of the Organizational Unit on the
team?
• Are people who served on previous appraisals (Class C, B or A) of the Organizational Unit serving
as appraisal team members?
• Are any of the appraisal team members in a direct reporting relationship above any appraisal
participants or other appraisal team members, including administrative, functional, basic unit,
performance, or technical authority (e.g., supervisory, basic unit, program, technical)?
• Will any of the appraisal team members be interviewed or providing evidence?
• Are members of the appraisal team involved in process or product quality audits?
• If using a translator,
a. Is the translator an appraisal team member?
b. Does the translator work for the appraised company?
c. Does the translator work within the Organizational Unit?
d. In support of this appraisal, was the appraisal team leader or any of the appraisal team
members providing coaching, consulting, or labor for the OU's project work or process identification,
documentation, or creation? (Providing SEI-licensed training is excluded.)
The sponsor of the appraisal shall not be an appraisal team member (see activity 1.3.2 Select Team
Members)
 Potential conflicts of interest that cannot be avoided, along with the strategy to be used to manage
them, are to be documented in the risk management section of the appraisal plan.

The appraisal team leader must keep the appraisal sponsor informed of management activities fro
conflicts of interest so that, if needed, timely sponsor intervention is possible to ensure the
achievement of appraisal objectives. Caution must be exercised to ensure that confidentiality and
non-attribution requirements of the appraisal are maintained.

In the event that conflicts of interest prove unmanageable, or compromise the team's objectivity
and ability to reach valid conclusions, the appraisal team lead must take appropriate steps, up to and
including termination of the appraisal
The level of effort devoted to conflict of interest management activities is something the appraisal
team leader must adjust to fit the existing situation
1.3.4 Prepare Team
Required Practices
• Ensure that appraisal team members have received appraisal reference model training.
• Provide appraisal method training to appraisal team members or ensure that they have already
received it.
• Foster team building and establishing team norms
• Provide an orientation to team members on appraisal objectives, plans, and their assigned roles
and responsibilities
• Ensure that no appraisal activity (performed by team members) begins until after the method
training relating to that activity has been completed.
Parameters and Limits
Model training must be provided using the standard introductory course for the model(s) in scope,
delivered by an instructor who is certified by the SEI.

At a minimum, all team members must be trained on the following topics using information from the
SCAMPI A team training materials provided by the SEI:
• SCAMPI A method overview
• appraisal planning, including the contents of the appraisal plan
• objective evidence collection and analysis
• team decision making
• appraisal confidentiality and non-attribution
• practice characterization
• findings development, verification, and validation
• rating
• appraisal output requirements

For teams involved in U.S. government source selection or process monitoring appraisals, team
members must also be trained in:
• applicable laws, regulations, and policies that affect the appraisal such as Federal Acquisition
Regulations and DoD service or organizational regulations and policies
• role of the appraisal and the appraisal team in source selection or process monitoring processes
and structures
• limitations on findings development, validation, and release
• special domain and/or model requirements (e.g. space, command and control, information
technology, suppliermay
Appraisal activities sourcing,
not beand statistical
performed process
until management)
the method training for those activities has been
provided.
 Three configurations of method training are recognized:
• to a single appraisal team
• to multiple appraisal teams in a single event
• to a large group of potential future team members who are not currently engaged in an
appraisal

When appraisal method training will be delivered to more than one appraisal team in a single event,
the SEI must be notified in writing (e.g. via email), at least 30 days prior to the first day of training.
When method training is delivered in this way, care must be exercised to ensure that confidentiality
of information is maintained between organizations.
Method training delivered to groups of potential future team members must cover the complete set
of tailoring options and allowable variations for the method to prepare them for a range of
situations they are likely to encounter on future appraisals. When method training is to be delivered
in this way, the SEI must be notified, in writing (e.g., via email), at least 30 days prior to the first day
of training.

Team members who have previously received SCAMPI A team training are not automatically
qualified to participate on an appraisal without first attending method training. In such cases, the
appraisal team leader is required to understand the nature of the training delivered previously and
the adequacy of that training for the appraisal at hand.
There must be at least one event where the team gathers as a group for the purpose of establishing
team norms and make operational decisions about how the team will work for the appraisal at hand.
Even if all team members have previously been trained in the method, there must be a team
orientation session that brings the team together in order to identify potential issues with team
operation.
Any training-related waivers must be documented in the appraisal plans.
Individuals who are not SEI-Certified SCAMPI Lead Appraisers or People CMM Appraisers may not
deliver appraisal method training.

Due to the confidentiality required during an appraisal and the cohesiveness needed to participate
in appraisal activities, observers are not permitted to participate in the appraisal processes. The only
exception is an observer who is authorized by the SEI.
1.4 Obtain and Inventory Initial Objective Evidence
1.4.1 Obtain Initial Objective Evidence
Required Practices
• Obtain data reflecting the implementation of model practices among sample Basic Units and
support functions within the Organizational Unit.
Parameters and Limits

At a minimum, the organization must provide a list of artifacts that are relevant to understanding the
processes in use among sample Basic Units and support functions within the Organizational Unit,
unless a discovery-based appraisal has been planned. This list must be mapped to the model
practices that are in the scope of the appraisal.

This activity does not replace the activities in section 2.2, Examine Objective Evidence.
1.4.2 Inventory Objective Evidence
Required Practices
• Examine the initial set of objective evidence provided by the organizational unit, unless a
discovery-based appraisal has been selected.
• Determine the extent to which additional objective evidence is needed for adequate coverage of
model practices.
Parameters and Limits
 Information provided by the organizational unit must be detailed enough to understand the extent
to which each type of objective evidence (i.e., artifacts and affirmations) is available for each
process instantiation for each model practice within the scope of the appraisal. This initial review of
objective evidence identifies model practices for which the team may decide it has
• strong objective evidence
• no objective evidence
• conflicting objective evidence
• inconsistent objective evidence
• insufficient objective evidence

In the process of inventorying the available objective evidence, potential alternative practices must
be considered. Any objective evidence for such practices must be determined as early as possible.
See Appendix B, Alternative Practice Identification and Characterization Guidance, for information on
identifying acceptable alternative practices.

Key artifacts are identified that can be used to gain insight regarding a number of model practices.
These artifacts contain potential high-leverage information and may be good candidates for early
review by team members.

Identify additional objective evidence needs relative to model practices for each basic unit or
support function within the scope of the appraisal. This activity does not replace the activities in
section 2.2, Examine Objective Evidence.
1.5 Prepare for Appraisal Conduct
1.5.1 Perform Readiness Review
Required Practices

• Determine whether the objective evidence for each for each instance of each practice in the
appraisal scope is adequate to proceed with the appraisal as planned (refer to activity 1.4.2,
Inventory Objective Evidence)
• Determine whether the appraisal team is prepared to conduct the appraisal (refer to activity 1.3.4,
Prepare Team)
• Ensure the appraisal logistics (e.g. facilities, equipment, and participant availability) have been
arranged and confirmed (refer to activity 1.2.5, Plan and Manage Logistics)
• Review identified appraisal risks to determine status and impact to conducting the appraisal as
planned (see to activity 1.2.6, Document and Manage Risks)
• Review the feasibility of the appraisal plan in light of data readiness, team readiness, logistics
readiness, and overall risk.
Parameters
The numberandof Limits
Readiness Reviews planned and their dates must be documented in the data
collection plan.
Explicit criteria for determining readiness must be established by the appraisal team leader. These
criteria must be documented in the data collection plan. At least one Readiness Review must be
conducted.

The conduct of the Readiness Review may trigger the start of the 90 day constraint for accomplishing
Phase II activities. If team members perform document review during the Readiness Review (for the
purpose of data collection to support characterization) or if any practice characterizations are
determined - then the Readiness Review starts the "90 day clock" for conducting Phase II activities.
If the plan calls for such document review or characterization, then the entire team must participate
in the Readiness Review where those activities are carried out.
A Readiness Review many not be used to identify weaknesses in the organization's implementation
with the intent to fix them prior to the beginning of the Conduct Appraisal Phase.
 If the performance of the Readiness Review for a SCAMPI A is integrated with the performance of a
class B or Class C appraisal, then the following constraints apply:
- The Phase II start date of the class B or class C appraisal is taken as the start of the 90 day period
of performance for Phase II of the SCAMPI A appraisal
- The draft appraisal plan for the SCAMPI A must be written prior to the start of Phase I of the
class B or class C appraisal

The performance of class B or class C appraisals in advance of the SCAMPI A does not require
performance of Readiness Review activities. The constraints above apply only in situations where
Readiness Review activities are carried out along with the class B or class C appraisal activities.
1.5.2 Re-plan Data Collection
Required Practices
• Review the current inventory of objective evidence and determine model practices for which the
objective evidence is inadequate relative to the appraisal plan.
• Revise the data collection plan as necessary based on the appraisal status and availability of
objective evidence.
• Renegotiate the appraisal plan with the sponsor if the appraisal cannot proceed as planned.
2 Conduct Appraisal
2.1 Prepare Participants
2.1.1 Conduct Participant Briefing
Required Practices
• Brief appraisal participants on the appraisal process.
• Provide orientation to appraisal participants on their roles in the appraisal.
Parameters and Limits
• Participants must reconfirm their availability to participate in the appraisal.
2.2 Examine Objective Evidence
2.2.1 Examine Objective Evidence from Artifacts
Required Practices
Update the inventory of artifacts used as a source of objective evidence
Review information obtained from artifacts and determine if it is acceptable as objective evidence.
Determine the model practices corresponding to the objective evidence obtained from artifacts

Determine the portions of the organizational unit that correspond to the objective evidence
obtained from artifacts

Review artifacts and determine the extent to which model practices have been implemented in the
Organizational Unit
Parameters and Limits
The appraisal team must evaluate the content artifacts to determine how they support model
practice implementation

If the appraisal team performs any part of this activity during any Readiness Review or other
appraisal preparation activity, the Conduct Appraisal phase has begun, and the appraisal must be
completed within 90 days.
 Artifacts used as objective evidence must have been created or revised prior to the start of the
Conduct Appraisal phase. The team may request to view artifacts that result from recurring
activities, even if the activity occurred after the start of the appraisal. In no case would an artifact
created after the start of the appraisal be accepted as the only artifact demonstrating the
implementation of a practice.
2.2.2 Examine Objective Evidence from Affirmations
Required Practices
• Establish and maintain an inventory of affirmations used as a source of objective evidence
•• Conduct affirmationobtained
Review information activities from
to obtain information
affirmations that may beif used
and determine as objective
it is acceptable asevidence.
objective
evidence.
• Determine the model practices corresponding to the objective evidence obtained from
affirmations

• Determine the portions of the organizational unit that correspond to the objective evidence
obtained from affirmations

• Review information from affirmations and determine the extent to which model practices have
been implemented in the Organizational Unit
Parameters and Limits
All SCAMPI A appraisals must use affirmations as a source of information on the extent to which
practices have been implemented in the organizational unit and within the sampled Basic Units and
support functions
Sessions where affirmations are sought and collected must include at least two members of the
appraisal team designated by the appraisal team leader

Whenever virtual methods such as video conferences, teleconferences, and other similar
technologies are used for affirmations, the appraisal team leader must ensure that these methods
do not compromise the integrity or accuracy of the appraisal activities or the appraisal results.
Sufficient affirmations must be obtained to meet the coverage specified in the data collection plan.
Steps must be taken to ensure open communication during affirmations by addressing potential
issues among interviewees and team members (e.g., presence of supervisors or process owners).

The rules of confidentiality and the expected use of appraisal data must be communicated to every
interviewee.

If the appraisal team performs any part of this activity during any Readiness Review or other
appraisal preparation activity, the Conduct Appraisal phase has begun, and the appraisal must be
completed within 90 days.
2.3 Document Objective Evidence
2.3.1 Take/Review/Tag Notes
Required Practices
• Record notes obtained from objective evidence data-gathering sessions.
• Relate notes to corresponding practices in the appraisal reference model.
Parameters and Limits

Every team member present must take notes during interviews and presentations. These notes must
cover all areas investigated during the interview, and are not limited to the PAs assigned to the
individual team member (i.e., everybody takes notes on everything).
During document reviews, notes must be taken to preserve specific context or focused references, if
the rationale for accepting the objective evidence is not self-evident.
2.3.2 Record Presence/Absence of Objective Evidence
Required Practices
 • For each instantiation, record the presence or absence of objective evidence collected for each
reference model practice within the appraisal scope.
Parameters and Limits

The inventory of objective evidence (be it in electronic or paper form) is updated to reflect what the
data imply about the implementation of particular practices. For every practice within the reference
model scope of the appraisal, annotations indicating the presence or absence of objective evidence
will be made throughout the appraisal conduct. The annotation scheme used must ensure that the
record reveals the following information:
• the basic unit or support group to which the data apply
• the specific or generic practice to which the data apply
• the type of objective evidence being recorded (i.e., artifact or affirmation)
• whether the data imply the presence or absence of the objective evidence
• whether the data suggest that the objective evidence is appropriate
• comments about the appropriateness of the evidence (if needed)
• whether or not additional information is needed before the team can characterize the extent to
which the practice is implemented
• a description of what the evidence is, if such a description was not provided by the organization
in advance
2.3.3 Document Practice Implementation
Required Practices
• Document gaps in the basic unit or support function's implemented processes relative to appraisal
reference model practices.
• Document exemplary implementation in the basic unit or support function's implemented
processes relative to appraisal reference model practices
Parameters and Limits
For any practice that is characterized as something other than Fully Implemented, there must be a
statement explaining the gap between what the organization does and what the model expects.

Statements of practice implementation gaps, presented to the organizational unit in the form of
preliminary findings for validation, must be free of references to specific individuals or groups, unless
basic unit level findings are planned for the appraisal.

Regardless of the medium used, statements describing practice implementation gaps or exemplary
implementation of model practices must be annotated with the following identifying information:
• the model component to which the statement relates (i.e., PA, goal, and practice)
• the data collection session(s) in which the information was uncovered
• the basic unit or support function to which the statement applies
2.3.4 Review and Update the Data Collection Plan
Required Practices
• Review the inventory of objective evidence collected and the data collection plan to determine
what additional objective evidence is still needed for sufficient coverage of the appraisal reference
model scope.
• Revise the data collection plan to obtain additional objective evidence for instances where
insufficient data are available to judge the implementation of appraisal reference model practices.

• Identify priorities for the upcoming data collection events and reevaluate the feasibility of the
schedule in light of the current state of the objective evidence.
Parameters and Limits
 This activity must be enacted at least once a day, and a consolidated summary of the appraisal data
collection status must be available to the team at the start of each day during which data collection
events are planned.
2.4 Verify Objective Evidence
2.4.1 Verify Objective Evidence
Required Practices
• Verify the appropriateness of artifacts provided by basic units or support functions to enable
adequate understanding of the extent of implementation of each practice within the appraisal
reference model scope

• Verify the appropriateness of affirmations provided by people from basic units or support
functions to enable adequate understanding of the extent of implementation of each practice within
the appraisal reference model scope
• Verify that the artifacts and affirmations provided are sufficient to cover the organizational and
model scope of the appraisal
Parameters and Limits

DATA ADEQUACY RULES

Artifacts: for an artifact to be accepted as evidence of practice implementation, it must be a
product or by-product of the practice being examined by the appraisal team

Affirmations: for an affirmation to be accepted as evidence of practice implementation, it must be

supplied by an individual who participated in the implementation of the practice being examined by
the appraisal team
Data Sufficiency: Verify that all data (i.e., artifacts and/or affirmations) are provided for all sampled
basic units and support functions for the model scope of the appraisal, in accordance with the
coverage rules specified in section 1.1.4 Determine Appraisal Scope, and documented in the data
collection plan.
Coverage of the Basic Unit or Support Function: For basic units or support functions that
encompass multiple disciplines or facets of work, ensure that the objective evidence covers all
aspects of the work (e.g., in a systems and software project, looking only at evidence relating to
software engineering is inadequate).
2.4.2 Characterize Implementation of Model Practices and Generate Preliminary Findings
Required Practices
• Characterize the extent to which appraisal reference model practices are implemented
• Aggregate practice implementation characterization values to the organizational unit level.
• Document summary level weaknesses in practice implementation, if appropriate
• Document summary level strengths in practice implementation, if appropriate
• Generate and verify preliminary strengths and weaknesses
Parameters and Limits

Characterization of the implementation of each practice in each basic unit or each support function
is assigned according to the table below. These initial characterizations may be assigned through
consensus of a mini-team (consisting of more than one team member), or may be based on the
consensus of the entire appraisal team

Judgments described in the table below are contingent on the appraisal scope and requirements for
sufficient data, as defined in 1.1.4 and 2.4.1. In some cases, only artifacts will be examined, and in
some cases only affirmations will be examined.
Table defining FI, LI, PI, NI, and NY

The table below summarizes rules for aggregating implementation-level characterizations to derive
organizational unit-level characterizations. Consensus of all members of the appraisal team is
necessary for organizational unit-level characterizations.
 The column labeled "Implementations" is the input condition - the pattern of practice
implementation characterizations for basic units or support functions. The column labeled
"Outcome" is the resultant aggregated practice implementation characterization at the
organizational unit level.
Table of rules for aggregating characterizations
For any practice that is characterized other than Fully Implemented, there must be a statement
explaining the gap between what the organization does and what the model expects.

Statements of strengths and weaknesses presented to the organizational unit in the form of
preliminary findings for validation must be free of references to specific individuals, basic units, or
support functions. Attribution to basic units and support functions is permitted as a tailoring option
- if it is planned and communicated to appraisal participants in advance of the data collection
activities. However, attribution to individuals shall never be permitted.

Findings (i.e., strengths and weaknesses) must be verified, that is, they must be based on sufficient
objective evidence (refer to activity 2.4.1, Verify Objective Evidence) and they must be consistent
with other verified findings. Verified findings cannot be both true and mutually inconsistent; in
aggregate, they constitute a set of truths about the organizational unit that must be consistent.
Strengths are only documented if the implementation of a practice is exemplary (above and beyond
the capability described in the model), and reflects a strong asset of the process in use. An
adequate implementation of a model practice is not a strength. Team members use their collective
experience and judgment to determine whether or not they have uncovered a strength to highlight
in the appraisal findings.
2.5 Validate Preliminary Findings
2.5.1 Validate Preliminary Findings
Required Practices
• Validate preliminary findings (i.e., documented strengths and weaknesses) with members of the
organizational unit.
Parameters and Limits
Every model practice characterized as Not Implemented, Partially Implemented, or Largely
Implemented at the organizational unit level, must have at least one weakness associated with it.
At least one appraisal participant from each basic unit or support function providing objective
evidence and from any associated staff function must participate in the set of validation activities.
Only appraisal participants may participate (i.e., only people who provided data may participate in
validation).
The minimum number of validation sessions required is one
At the appraisal team lead's discretion, or at the request of the sponsor, weaknesses can be written
to describe connections between the weakness and business goals.
The rules of confidentiality and the expected use of appraisal data must be communicated to
participants in each validation activity.
2.6 Generate Appraisal Results
2.6.1 Derive Findings and Rate Goals
Required Practices
• Derive final findings using preliminary findings statements, feedback from validation activities, and
any additional objective evidence collected as a result of the validation activities.

• Rate each goal within the reference model scope of the appraisal, based on the practice
implementation characterizations at the organizational unit level, as well as the aggregation of
weaknesses associated with that goal.
 • Obtain appraisal team consensus on the findings statements and ratings generated for the
organizational unit level.
Parameters and Limits

When deriving final findings, the aim is to create goal-level statements that summarize the strengths
and weaknesses in practice implementation. These statements must be abstracted to the level of
the organizational unit, and cannot focus on individual basic units or increments (unless the tailoring
option for basic unit- or increment-specific findings has been agreed on during planning).
A goal must be rated Not Rated if there are any associated practices that are not characterized at the
organizational unit level or that are characterized as Not Yet at the organizational unit level.
A goal is rated Not Rated if the associated set of objective evidence does not meet the defined
criteria for sufficient data coverage.

The goal is Satisfied if and only if both of the following are true:
• all associated practices are characterized at the organizational unit level as either Largely
Implemented or Fully Implemented
• the aggregation of weaknesses associated with the goal does not have a significant negative
impact on goal achievement.
For a goal to be rated as Unsatisfied, the team must be able to describe how the set of documented
weaknesses (or single weakness) led to this rating.
2.6.2 Determine Satisfaction of Process Areas
Required Practices
• If using a continuous representation, assign a capability level to each process area within the
scope of the appraisal, based on the highest level for which all specific goals and generic goals within
the appraisal scope have been satisfied. (See the parameters and limits section that follow for more
information).

• If using a staged representation, rate the satisfaction of each process area within the scope of the
appraisal, based on the satisfaction ratings assigned to all goals included in that process area. See
the parameters and limits section (below) for a more specific discussion.
• If any of the goals are rated Not Rated and none of the other goals are rated Unsatisfactory, then
the process area is rated Not Rated.
• When a PA is determined to be outside of the organizational unit’s scope of work, the PA is
designated as “not applicable” and is not rated.
• When an applicable PA is outside of the scope of the model used for the appraisal, the PA is
designated as “out of scope” and is not rated.
Parameters and Limits
For an appraisal using a continuous representation, the following table defines the basis for
capability level ratings (Table for CL1, CL2,and CL3)

For an appraisal using a staged representation model, the "satisfied" rating for a process area may
depend on the target maturity level for the appraisal - if performing the maturity level rating was
selected by the appraisal sponsor.
2.6.3 Determine Process Area Profile
Required Practices
If a process area profile was selected as an output by the sponsor, the appraisal team shall generate
a process area profile depicting the ratings for each process area within the scope of the appraisal.
Parameters and Limits
 A simple bar chart is used for this display. Each PA is represented in a single bar along the horizontal
axis, and the vertical axis represents the rating dimension (i.e., "Satisfied" vs. "Unsatisfied" or a
capability level of 0, 1, 2, or 3). The height of each bar communicates the rating of the PA
represented.

Capability levels take only the values 0, 1, 2, or 3. Intermediate values (e.g. 2.7) are not defined for
this appraisal outcome, and any embellishment of the Capability Profile with such values is outside
the boundaries of SCAMPI A
Satisfaction ratings, which may take on one of two values "Satisfied" or "Unsatisfied" for each
process area, are used when the appraisal is using the staged representation.
2.6.4 Determine Maturity Level
Required Practices
If a maturity level rating was selected as an output by the sponsor, the appraisal team shall assign
the maturity level based on the ratings assigned to process areas.
Parameters and Limits
When using the staged representation, the maturity level determined is the highest level at which all
PAs contained within the maturity level, and within all lower maturity levels, are rated as Satisfied or
Not Applicable. (Note: as explained in the parameters and limits for rating process areas, to achieve
maturity level 3, CMMI models also require satisfaction of generic goal 3 for process areas staged at
maturity level 2).
When using the continuous representation, please consult the discussion of equivalent staging in the
reference model for an explanation of the capability level profiles required for each maturity level
rating.
To determine a maturity level as an output of the appraisal, the model scope of the appraisal must
include the minimum set of PAs required by the appraisal reference model.
2.6.5 Document Appraisal Results
Required Practices
• Document the final findings.
• Document the rating outcome(s).
• Document the ADS
Parameters and the
The ADS and Limits
set of appraisal outputs agreed on with the appraisal sponsor must be
documented.
The ADS, the goal ratings, and the associated findings must be documented as a part of the appraisal
information returned to the SEI.
3 Report Results
3.1 Deliver Appraisal Results
3.1.1 Deliver Final Findings
Required Practices

• Provide appraisal final findings, signed by the appraisal team leader and all appraisal team
members, to the appraisal sponsor.

• Provide an ADS to the appraisal sponsor summarizing the appraisal results and conditions under
which the appraisal was performed. Use the ADS template provided by the SEI. The ADS must be
signed by the appraisal team leader and appraisal sponsor.
Parameters and Limits
 Required elements of the final findings include:
• a summary of the appraisal process
• the findings (i.e., summary of strengths and weaknesses)
• signed verification that the appraisal team leader and all appraisal team members agree with
the findings and any ratings reported
Appraisal team consensus must be obtained on the wording of the final findings, to ensure that the
whole team supports the accuracy of the described appraisal results.

The team, when delivering the final findings, must adhere to some important principles:
• If a model component is reported as Unsatisfied, the corresponding findings of weaknesses that
caused the team to make that judgment must also be reported.
• Confidentiality and non-attribution principles apply to statements made in the presentation of
final findings.
3.1.2 Conduct Executive Session(s)
Required Practices
If the option is selected, hold a private meeting between the appraisal team leader and the sponsor,
including any participants invited by the sponsor.
Parameters and Limits
If an executive session is conducted, the confidentiality and non-attribution of data sources must be
maintained.
3.1.3 Plan for Next Steps
Required Practices
None.
3.2 Package and Archive Appraisal Assets
3.2.1 Collect Lessons Learned
Required Practices
None.
Parameters and Limits
Lessons learned must adhere to the same principles of confidentiality and non-attribution applicable
to other appraisal results.
3.2.2 Generate Appraisal Record
Required Practices
• Collect and baseline appraisal data that becomes part of the permanent records provided to
appraisal stakeholders.
• Document the satisfaction of all SCAMPI A requirements.
• Generate the appraisal record from baselined planning and execution data collected throughout
the appraisal.
• Deliver the appraisal record to the appraisal sponsor.
Parameters and Limits
 Required contents of the appraisal record include the following:
• appraisal plan
• objective evidence, or identification thereof, sufficient to substantiate goal-rating judgments
• characterizations of practice implementation determined at the instantiation level and
aggregated at the organizational unit level
• identification of the appraisal method (and version) used along with any tailoring options
• final findings
* goal level ratings
• all optional ratings rendered during the appraisal (PA ratings, capability levels, maturity levels,
etc.)
• ADS

Appraisal data must comply with rules for non-attribution, confidentiality, protection of proprietary
information, and applicable laws, regulations, or standards (e.g., acquisition regulations or security
classification). Recipients are expected to place the appropriate limitations on the access and use of
the provided appraisal data.
The appraisal team leader documents in the ADS that all SCAMPI A requirements were satisfied.
3.2.3 Provide Appraisal Feedback to CMMI Steward
Required Practices
Submit the completed appraisal data package as required by the SEI.

The appraisal data package consists of

• approved ADS
• approved appraisal plan
• the final findings presentation or report
Parameters and Limits

The SEI defines the specific set of data required for submission at the completion of an appraisal.
Submission of the appraisal data package is required for the appraisal to be recorded in the SEI's
database of appraisal results. This data is also a requirement established by the SEI to maintain
SCAMPI Lead Appraiser authorization.
3.2.4 Archive and/or Dispose of Key Artifacts
Required Practices
• Archive or dispose of key artifacts collected by the appraisal team.
• Return objective evidence provided by the organizational unit.
Parameters and Limits
In all usage modes of SCAMPI A, strict non-attribution policies apply. Confidentiality and non-
disclosure agreements established with the appraisal team members remain in effect.
 MDD Process Tailoring Options Option Tailoring Rationale
Chosen (Provide a brief explanation if this option was chosen)
(Y/N)

1.1.1 Determine Appraisal Objectives Appraisal usage mode Internal Process Improvement, Supplier Selection, or Process
1.1.2 Determine Data Collection Collection of objective evidence during the planning Monitoring
Discovery, managed discovery, verification
Strategy or conduct phase or combinations of both
approaches
1.1.4 Determine Appraisal Scope Use of incremental appraisals
1.1.5 Determine Outputs Selection of optional ratings and findings Optional findings: non-model findings, final report, recommendations,
process improvement action plan, basic unit specific findings
Optional ratings: process area, maturity level,

1.3.2 Select Team Members Deliver Appraisal Method training to more than a Reference waiver
single team at the same event
1.3.2 Select Team Members Accept one team member with no field experience
1.3.4 Prepare Team Teams involved in U.S. government source selection Specify additional training to be provided
or process monitoring
1.4.2 Inventory Objective Evidence Collection of objective evidence during the planning Discovery, managed discovery, verification
or conduct phase or combinations of both
approaches
1.5.1 Perform Readiness Review Practice characterizations are done before or during Conduct Appraisal Phase begins
the readiness review
1.5.1 Perform Readiness Review Class B or C (SCAMPI B or C) used as readiness review Conduct Appraisal Phase begins
1.5.1 Perform Readiness Review Used as one of the iterative data collection activities
in a Managed Discovery approach.
2.2.1 Examine Objective Evidence Evaluate the content of artifacts to determine how it Conduct Appraisal Phase begins
from Artifacts supports model practice implementation during
readiness review or other appraisal preparation
activity
2.2.2 Examine Objective Evidence Evaluate the information from affirmations to Conduct Appraisal Phase begins
from Affirmations determine how it supports model practice
implementation during readiness review or other
appraisal preparation activity
2.2.2 Examine Objective Evidence Use of virtual methods for affirmations Risk mitigation plan
from Affirmations
2.6.2 Determine Process Area This is an optional activity selected at the discretion
Ratings of the appraisal sponsor
2.6.3 Determine Process Area Profile This is an optional activity selected at the discretion
of the appraisal sponsor
2.6.4 Determine Maturity Level This is an optional activity selected at the discretion
of the appraisal sponsor
3.1.2 Conduct Executive Session(s) This is an optional activity selected at the discretion
of the appraisal sponsor
3.1.3 Plan for Next Steps This is an optional activity selected at the discretion
of the appraisal sponsor
3.2.1 Collect Lessons Learned This is an optional activity selected at the discretion
of the appraisal sponsor
(Y/N)
Appraisal Plan Checklist
• the identity of the appraisal sponsor and the relationship of the sponsor to the organizational unit being appraised
• the appraisal purpose, including alignment with business objectives (see activity 1.1.1, Determine Appraisal Objectives)
• the organizational unit being appraised
• the appraisal scope (see activity 1.1.4, Determine Appraisal Scope)
- the organizational scope of the appraisal
- the appraisal reference model scope
• critical factors affecting the appraisal
• the process context, which includes, at a minimum
- organizational unit size and demographics
- application domain, size, criticality, and complexity
- high-priority characteristics (e.g., time to market, feature richness, and reliability) of the products and services of the organizational
• the data collection strategy (see activity 1.1.2 Determine Data Collection Strategy) which include

- the data collection techniques (e.g., demonstrations, presentations, interviews and questionnaires)
- responsibility for data collection
• the appraisal constraints (see activity 1.1.3, Determine Appraisal Constraints), which include, at a minimum
- availability of key resources (e.g., staffing, funding, tools, and facilities)
- schedule constraints
- the maximum amount of time to be used for the appraisal (The maximum time to perform the Conduct Appraisal phase is 90 days.)
- specific PAs or organizational entities to be excluded from the appraisal
- the maximum, minimum, or specific sample size or coverage desired for the appraisal
- ownership of appraisal results and any restrictions on their use
- controls on information resulting from a confidentiality agreement
- non-attribution of appraisal outputs to individuals
• the identity of the appraisal reference models used (version, discipline, and representation)
• any PA designated as “not applicable” and the rationale for its exclusion (note that "not applicable" areas may preclude ratings, for som
• the rationale for selecting the sample basic units and support groups as representative of the organizational unit
• basic units, categories, or groups/functions that are specifically excluded from the appraisal as well as the justification for their exclusi
• the identity and affiliation of the SCAMPI Lead Appraiser who is to be the appraisal team leader for the appraisal
• the identity and affiliation of the appraisal team members and their specific appraisal responsibilities
• the identity (i.e., name and organizational affiliation) of appraisal participants and support staff, and their specific responsibilities for t
• any additional information to be collected during the appraisal to support the achievement of the appraisal objectives
• a description of the planned appraisal outputs (see activity 1.1.5, Determine Outputs), including ratings to be generated
• anticipated follow-on activities (e.g., reports, appraisal action plans, or re-appraisal)
• planned tailoring of SCAMPI A and associated tradeoffs
• appraisal usage mode (i.e., Internal Process Improvement, Supplier Selection, or Process Monitoring)
some reference models)

r the appraisal
Warning:

Instructions for Use

Overview

4
Do not modify Columns H, I and J. They are hidden and are used for determining the cell colors.

Instructions for Use

This spreadsheet is for use when planning and leading a v1.3 SCAMPI A appraisal. All Required Practices and
Parameters and Limits are included verbatim from v1.3 of the MDD. The spreadsheet will automatically adjust the
colors based upon your inputs. Green means the activities or set of activities are complete. Yellow means at least one,
but not all, of the sub-activities is done. Red means that none of the sub-activities are done.

Make a new copy for the appraisal.

When each Required Practice or Parameters and Limits has been completely addressed, enter the completion date into
column G. Note the grayed out cells are the only cells active in the color formatting. Entering data into the white cells
has no effect.

By entering the completion date in the gray cells, you will have a record of when the activities were done.

Columns K and beyond can be used for comments or any additional data desired.