For this ATQ,  Pawel Brodzinski helped me out with the questions.
1) Looking at a burn-up chart one can say:
a) How much work has been done
b) How much work is yet to be done
c) What is roughly the pace at which the work is progressing
d) When roughly the work is expected to be done
e) How much time has elapsed since the team started tracking work using the chart
2) Looking at a burn-up chart one can’t say:
a) How much time it took to build work items that are completed
b) How many work items were completed on each day
c) The exact date when the work will be finished
d) How many people worked in a team on each day
e) What the quality of estimates for each work item was
3) On a burn-up chart you measure amount of work on a vertical axis. What measure you can use?
a) Story points
b) Number of work items of any type
c) Number of user stories
d) Weighted size, e.g. if you use T-shirt sizing, L item will be worth more than M, etc.
e) Estimated effort needed to complete work
4) What is a difference between a burn-up and a burn-down chart?
a) On a burn-up chart the curve goes up, not down
b) It is easier to show scope change on a burn-up chart
c) On a burn-up chart the curve shows only change of completed work, while on burn-down it can also refer to the change of scope
d) Steepness of the curve on a burn-up chart always allows to figure out the pace of work, while on a burn-down chart it isn’t always possible
e) A burn-up chart can be easily enhanced to Cumulative Flow Diagram while it’s not that easy with a burn-down chart

Please add your answers in the comments and on monday I’ll publish Pawel’s answers.


2 Responses to “Agile Thursday Quiz: Questions about Burn-up charts…”

  1. Philippe Launay says:

    Hi Yves
    Thanks a lot for this Quiz on Burnups. As you know, I do like burn-up for years now.
    You mentioned that burn-up will show scope changes. Yes it does, but this is more than that.
    It can be used by management as a tool for decision making.
    As you can see the impacts of scope change, you can then align your strategy according to the result.
    Most of the managers wants to know the capacity of a team in order to plan. Here we can also see the result with the current situation of the team. Then it is possible to act according to this, by doing additional scope changes, by changing delivery dates, etc.
    What can be more powerful for team leaders and managers?