Define the roles and responsibilities and assign the resources for transition: set up the team; set up a transfer management committee with its meeting frequency; demarcate the responsibilities of the client and provider transition managers in a responsibility matrix and a team structure with its reporting framework; identify the core team supporting the managers; assign roles to individual members on both sides; and, where applicable, have the client appoint a change manager so that restructuring from outsourcing has negligible impact on morale and business. Success factors: transition managers trained or competent in facilitation, communication and conflict resolution, and a committee that appreciates the sensitivity of communicating the strategy to employees and existing providers. Outputs: communication and escalation procedures, committee and contact details, a refined responsibility matrix.
The graph holds this control, the 0 it maps to, and the evidence behind each claim, over MCP and REST.