The Hay Group Guide Chart-Profile Method can help an organization Thousands of organizations—including more than half of the world’s largest companies—rely on Hay Group’s job evaluation methodology to help them bring together the right people, jobs and structures to execute their strategies. Commonly known as The Hay Group Method, our system provides clients with a consistent and objective framework to analyze organizational structures, evaluate people and jobs, define career progressions, develop pay and reward programs, and manage their human resources more effectively.Hay Group Guide Chart-Profile Method Having the best job evaluation tools is critical. Hay Group offers the world’s best, time-tested evaluation methodology for assessing jobs by relative size, nature and importance, at all levels in all types of organizations. : Gain an understanding of relative accountabilities of all roles – HQ, business, function, and category. Establish clear, effective career paths, useful in determining career moves and development programs. Design internally equitable pay structures. Ensure meeting requirements of &quot;equal value&quot; legislation. Make accurate market competitiveness assessments through “measured job-size” surveys. Analyze job and organization design efficiency and effectiveness. Determine the best job/person match. Hay Group works with clients to develop a full understanding of their organization and business context, and the resulting needs. We then provide advice and tools enabling a &quot;fit for purpose&quot; process, including: Job documentation. Stakeholder engagement. Methodology customization. Supporting IT tools . Methodology training (if needed). Quality assurance (ensures consistent method application). Ongoing support of clients’ evaluated structures.
Depending on Data Management’s alignment and positioning in an organization, the organization size, centralization/decentralization, industry, and other factors, these generic roles may be clustered or aligned in different configurations. This is a very generic matrix of roles within functional areas by broad banded functions. Data Resource Management is presumed to be the overall management of all data resources and services, including portfolio management of the data resource, program and project management, skill development, procurement, etc. Database Administration is presumed to be the functional area for managing DBMS software, data structure development, performance monitoring, performance tuning, backup, recovery, archiving, security, and storage management. Data Warehousing/Business Intelligence is presumed to be the functional area for decision support systems, data warehouse, data marts, query and reporting tools, … Meat Data / Repository Management is presumed to be the functional area responsible for developing and managing the data requirements, data models, data descriptions, taxonomies/ontologies, data resource knowledge base (aka repository)… Management = planning organizing, directing, controlling, and leading resources – integrating/aligning processes, deliverables, priorities with organizational strategies and CSFs Architecture = managing the integration and infrastructure of data resources Analysis & Design = evaluation of business problems and needs, defining functional data requirements, data and metadata definition Engineering = translation of requirements into physical specifications, implementation of specifications in data structures, storage and communications capabilities, managing performance, controlling access, ensuring availability Operations = installing, monitoring, maintenance of the operational environment, i.e., equipment and facilities
Not sure what I was going for here… maybe overall qualifications for a role-based Data Management Professional Certification?
Okay, this I came up with while sitting in a Toastmasters club officer meeting and thinking about levels of competencies… so I used the Toastmasters’ labels – Competent, Advanced, Distinguished… don’t know if it helps us with our task, but I thought it was interesting… I had to do something in that meeting to keep from nodding out and banging my forehead on the table…
I think this or some variation is what I was originally charged with… probably should/could add a column for vendor/product specific trainign and “certifications”?
Creating a Personal Training Program for Enterprise Data Management Deborah Henderson (CapGemini - DAMAI VP Education) Anne Marie Smith Ph.D. (EWSolutions, Northcentral University) EIM Conference June Toronto 2008 DAMA International
Internationally recognized expert and speaker in the fields of enterprise information management, data modeling, meta data management and data warehousing, one of the top industry experts in data governance and information management strategy and planning
Over 20 years experience in delivering solutions in enterprise information management for numerous companies / clients across varied industries
Published over 50 articles that have been featured in some of the industry’s most prestigious magazines and newsletters
Contributing author to the DAMA Data Management Body of Knowledge (DMBOK)
Has taught at several institutions of higher learning including LaSalle University
Holds certifications in PMP, CDPM and has earned a PhD in Management Information Systems
Editor-in-Chief, Real World Decision Support journal: http:// www.realworlddecisionsupport.com
The Data Management profession has members who are entrusted with the information of major organizations.
Many, if not most, of these professionals work for large organizations and are charged with definition, development, and management of the mission-critical information stores of significant organizations of the world.
In smaller organizations, IT professionals take on multiple roles so that a portion of the work is data management; but ‘hidden’ in the overall skill set
Most of these professionals have been out of college for 15 to 20 years – this is not an entry-level profession (from a DAMA survey 2006)
Data Management suffers from a lack of standard job titles: Part of the problem is that generic job titles are a purposeful strategy for businesses to describe a multitude of job skills eg. The Hay Group Method
Topics an area that are explored to some degree within the DAMAI Curriculum; a curriculum and /or course learning unit
Topics may relate to one or more courses, and may be combined as appropriate with other topics
Topic Cluster: is a highly related set of topics which are typically taught together – courses are developed by assembling a series of topics within a cluster and adding additional materials/topics as necessary
Role Education Certification Experience Manager Min : UG – CS/Business Recommended : MBA/MSIS Min : IT Mgt training program Recommended : ICCP-CCP/DMP Min : 3 years in two or more related roles Recommended : 5 years in more than two related roles Architect Min : UG – CS/MIS Recommended : MS-CS/MSIS Min : Vendor Certification Program Recommended : ICCP-CCP/DMP Min : 3 years in one or more related roles Recommended : 5 years in two or more related roles Analyst/ Designer Min : UG – CS/Business Recommended : UG – CS Min : Vendor Certification Program/ACP Recommended : ICCP-CCP/DMP Min : 2 years in one or more related roles Recommended : 4 years in one or more related roles Engineer Min : UG – CS, Math, Engineering Recommended : Post Graduate studies Min : Vendor Certification Program/ACP Recommended : ICCP-CCP/DMP Min : 1 years in one or more related roles Recommended : 3 years in one or more related roles Operator Min : AAS Recommended : UG-CS Min : ACP Recommended : Vendor Certification Program Min : - Recommended : 1 year + in business role
Recommended Competencies Role Novice Practitioner Advanced Manager
Minimum education and experience levels
One or more Specialty/Vendor training programs
One or more Specialty/Vendor exams
ICCP Proficiency Exam(s)
Active membership in domain related professional association or user group
Competent plus :
Recommended education and experience levels
A professional certification, CCP or DMP
Regular continuing professional education program/ recertification
Active professional network of peers
Presentations at local professional association/user group
Leadership role in local professional association/user group
Advanced plus at least 3 of the following :
Advanced experience in at least one other professional role
Additional ICCP/other proficiency exams
Presentations at national or international conferences
Leadership role at the national or international level in professional organization/user group
Teaching at institution of higher education
Publication of articles in trade magazines, academic journals
Published author of professional text
Architect Analyst/ Designer Engineer Operator
Recommended ICCP Exams Role ICCP Exams Manager CCP Core + Data Management + IS Management/Systems Development/Business Information Systems Architect CCP/DMP Core + Data Management + Data Warehousing/Database Administration/Systems Development Analyst/ Designer CCP/DMP Core + Data Management + Data Warehousing/Database Administration/Systems Development Engineer CCP/DMP /ACP Core + Database Administration + Data Management/Data Warehousing/Systems Development Or, ACP/proficiency exam in Database Administration Operator ACP Any data proficiency exams, ACP
Building a Foundation for Tomorrow – Skill Standards for Information Technology , National Workforce Center for Emerging Technologies, 1999. http://www.nwcet.org
DAMA International Curriculum for Post-Secondary Education http://www.dama.org
Institute for Certifying Computing Professionals (ICCP) http://www.iccp.org
Anne Marie Smith, PhD. Director of Education Principal Consultant EWSolutions, Inc. [email_address] Deborah Henderson, MLS Senior Consulting Data Specialist Inergi LP / CapGemini LP President DAMA Foundation VP Education and Research DAMAI [email_address] Contact US!