This is because performance metrics are measurable values that indicate how well the IT assets are performing in terms of functionality, quality, efficiency, and effectiveness1. By implementing performance metrics for key IT assets, the organization can:
Monitor and review the IT assets' progress, performance, quality, and outcomes Highlight the IT assets' achievements, challenges, and opportunities Demonstrate the alignment of the IT assets with the IT strategy, goals, and priorities Provide recommendations and feedback for the IT assets' improvement and adjustment Implementing performance metrics for key IT assets can help the organization determine the contribution of IT assets in achievement of IT goals, and ensure that they deliver value to the business.
The other options, establishing the span of control during the life cycle of IT assets, determining the average cost of controls for protection of IT assets, and comparing the performance of IT assets against industry best practices are not as beneficial as determining the contribution of IT assets in achievement of IT goals for implementing performance metrics for key IT assets. They are more related to specific aspects or outcomes of IT asset management, rather than a holistic and strategic benefit. They may also not be relevant or applicable to all types or categories of IT assets. They may not address the full scope or potential of IT asset improvement and optimization. Reference:= What Is an IT Asset Management KPI? | Filewave, Performance Measurement Metrics for IT Governance - ISACA

A succession plan is a process of identifying and preparing potential candidates to take over key roles in an organization when the current incumbents leave or retire. A succession plan is an important governance action to prepare for the possibility of losing a large portion of the organization's key IT staff, as it can help to ensure the continuity and stability of the IT function and its alignment with the business objectives and strategies. A succession plan can also help to mitigate the risks and challenges associated with talent shortages, knowledge gaps, and leadership transitions. A succession plan should be developed in collaboration with the human resources (HR) department, the IT senior management, and the board of directors, and should include the following steps:
Identify the critical IT roles and their competencies, responsibilities, and performance expectations Assess the current IT staff and their readiness, potential, and interest to assume higher-level or more complex roles Conduct a gap analysis to determine the difference between the current and future skills and capabilities needed for the IT function Develop a talent pipeline and a talent pool of internal and external candidates who can fill the critical IT roles Provide learning and development opportunities for the identified candidates, such as training, coaching, mentoring, job rotation, or shadowing Monitor and evaluate the progress and performance of the candidates and provide feedback and support Review and update the succession plan periodically to reflect any changes in the business or IT environment

The most important consideration during the decision-making process of outsourcing some IT services is to identify the core IT processes that are critical for the organization's strategic objectives and competitive advantage. Core IT processes are those that provide unique value to the organization and differentiate it from its competitors. Outsourcing core IT processes may result in loss of control, innovation, and differentiation, as well as increased dependency and risk. Therefore, core IT processes should be retained in-house, while non-core IT processes can be outsourced to benefit from economies of scale, cost reduction, and access to specialized skills and technologies. Reference := CGEIT Exam Content Outline, Domain 3: Benefits Realization1; COBIT 5: Enabling Processes, chapter 4, section 4.2.32; IT governance -managing the outsourcing relationship

The IT program manager should first obtain confirmation from the business and a decision by the steering committee before proceeding with the requirement change request. This is because the requirement change request is a major scope change that will affect the program budget, schedule, quality, and risk. The IT program manager needs to ensure that the business owner and the steering committee are aware of the implications and benefits of the change, and that they approve it formally. The IT program manager also needs to follow the established change management process and document the change request and its approval.
Requesting additional funding from the business owner to cover the additional scope is not the first step, as it assumes that the change request is already approved and justified. The IT program manager should first seek confirmation and approval from the business owner and the steering committee before asking for more resources.
Reporting the matter to internal audit as a program deviation to be reviewed is not the first step, as it implies that the change request is a violation or a problem. The IT program manager should first communicate with the business owner and the steering committee to understand their rationale and expectations for the change request, and to present the impact analysis and alternatives.
Aligning IT with the business and agreeing to the business request is not the first step, as it disregards the role and authority of the steering committee. The IT program manager should not accept or reject the change request without consulting with the steering committee, which is responsible for overseeing and governing the program.
References := Program Management Best Practices | Smartsheet, Best Practices for Running an Ongoing Program section. Program Management: 8 Tips & Tricks for Success (Update 2023), Tip 2: Defining the control processes section. Program Management Best Practices - Project Management Institute, Comprehend the differences between programs and projects section.