Posts Tagged ‘Stewardship’

What is Data Governance?

Friday, May 12th, 2017

Data Governance (DG) is a cross-functional set of roles, policies and enabling technologies that work together to ensure that an organization is getting the maximum net benefit out of its data assets. To be both successful and sustainable, a DG program must be integrated with business and IT processes throughout the organization.

The fundamental purpose of all DG programs is to improve the effectiveness and efficiency of business processes. Critical business processes are especially sensitive to the quality of data, and the failure of such processes may have far-reaching impacts. Quality data that is “fit for use” across the organization can only be developed and maintained through the collaboration of a diverse set of data stakeholders. This group must commit to formalized responsibilities, policies and procedures around the effective management of data. All DG procedures, including data quality remediation and master data standardization, are most efficient and effective when they are understood and performed consistently throughout the institution.

To achieve institution-wide commitment, the strategy and structure of each DG program must be designed with the unique priorities, competencies and goals of that organization in mind. This may lead to vastly different DG implementations, even among similar organizations. Additionally, as a DG program grows and technical and business environments change, its strategy and structure must continually evolve to remain effective.

High-quality data is a critical success factor across all functions of any organization. Proactive data management and a well-defined Data Governance program are required for the full value of this institutional asset to be realized.

DG@Stanford is getting a new look!!

Friday, May 12th, 2017

DG@Stanford has undergone a remodel and a reorganization, and the revamped site will replace the current site with in the next few weeks.  Have no fear, we are keeping the underlying WordPress format and users of the site will still have access to all the previous blogs.  So what has changed?  We have made it more user friendly so that users of the site, internal and external to Stanford, can find information about our program without having to sift through numerous blogs, while still having the ability to follow the site similar to a traditional blog.

Here is a preview of the updated site:

Come back here to see the new and improved DG@Stanford and give us your feedback (what worked, what didn’t, suggestions etc.). As always we welcome your feedback.

Thank you,

Kathleen Warmoth

Data Governance Manager

 

SUDS-FIN Homework – Payroll and Labor Expense Management – 10/16/2012

Tuesday, October 16th, 2012

Review the definitions that were started during the meeting Tuesday and please provide any feedback through the comments functionality.

We’ll continue to work through the terms in the business questions and work on creating unambiguous definitions.  You can view the current questions (and terms in question) here: http://www.stanford.edu/dept/pres-provost/cgi-bin/dg/wordpress/wp-content/uploads/2012/10/BusinessQuestionWords.pptx

Feel free to begin to critique other definitions and provide feedback through the comments functionality.

SUDS-FIN Minutes – Payroll and Labor Expense Management – 10/16/2012

Tuesday, October 16th, 2012

Attendees: Bryan Brown (FMCS), Rana Glasgal (UHR), Matt Hoying (FMCS), Marissa Lavelle (FMCS), Lillian Lee (IRDS), Nancy Lonhart (Medicine), Jamie Lutton (FMCS), Elaine Moise (FSS), Lily Ng (FMCS), Shawna Powell-Blunt (Payroll), Tim Reuter (OSR), Kurt Staufenberg (PMO), Andy Zell (FMCS)

Thanks to all of those who used the comment functionality on the wiki (https://asconfluence.stanford.edu/confluence/display/~mhoying/Evolving+Financial+Reporting+-+Payroll+and+Labor+Expense+Management+Terms) since the last meeting to continue the discussion.  Unfortunately, it is unlikely we’ll be able to discuss all of the terms in the course of the meetings so it is critical that we all find time to continue the discussion online between meetings.

Starting this week, Matt will start sending out the definitions that have been discussed for final approval.  If there are no issues voiced within the following week, the definition status will be updated to “approved.”

These minutes can be found at http://dg.stanford.edu and additional documentation on today’s discussion can be found at http://www.stanford.edu/dept/pres-provost/cgi-bin/dg/wordpress/wp-content/uploads/2012/10/Meeting_data_stewardship_101612.docx.  If you would like to listen to a recording of today’s discussion at https://stanford.webex.com/stanford/lsr.php?AT=pb&SP=MC&rID=62651322&rKey=2d45a2545d0a2db7.

 

SUDS-FIN Homework – Payroll and Labor Expense Management – 10/11/2012

Thursday, October 11th, 2012

Review the definitions that were started during the meeting Thursday and please provide any feedback through the comments functionality.

Feel free to begin to critique other definitions and provide feedback through the comments functionality.

SUDS-FIN Minutes – Payroll and Labor Expense Management – 10/11/2012

Thursday, October 11th, 2012

Attendees: Isabel Alverez-Valdez (FMCS), Bryan Brown (FMCS), Dora Brown (OSR), Jesse Charlton (RFCS), Cathy Downs (FMCS), Nick Hartman (UG Admission), Marilou Hemenway (RFCS), Matt Hoying (FMCS), Lillian Lee (IRDS), Nancy Lonhart (Medicine), Jamie Lutton (FMCS), Cindy Martin (UHR), Lori McVay (FSI), Elaine Moise (FSS), Lily Ng (FMCS), Samir Pandey (DMR), Andrea Perez (FMCS), Tim Reuter (OSR), Nguyet Sin (OSR), Marilyn Smith (Earth Science), Kurt Staufenberg (PMO), Abhijit Tambe (FMCS), Kelly Wright (Payroll), Andy Zell (FMCS)

 

Over the next four weeks we’ll be meeting to discuss and come to consensus on the definitions and derivations of data associated with the Payroll and Labor Expense Management (PLM) Reporting Project.  The goal isn’t to necessarily change the terms that are used in the payroll and labor expense management business process but to produce an unambiguous lexicon of terms that can be used in the course of this project as well as later training and support.  Developing a business glossary early in the project can accelerate the development cycle, minimize rework and take significant pressure off of QA.

To assure the team is building robust and consistent definitions, please review the Data Definitions Best Practices document which can be found at http://www.stanford.edu/dept/pres-provost/cgi-bin/dg/wordpress/wp-content/uploads/2012/09/DG-Data-Definition-Best-Practices.docx.

Unfortunately, there is little chance that we will be able to go through every term in the course of the four weekly meetings.  For this reason, please review the list of terms on the wiki (https://asconfluence.stanford.edu/confluence/display/~mhoying/Evolving+Financial+Reporting+-+Payroll+and+Labor+Expense+Management+Terms) and provide input in the time between meetings.  Even the terms that we do cover in the meetings may not get as many revisions as they should.  For this reason, we are going to focus on definitions that are fit for use in terms of the PLM project and will avoid wordsmithing definitions in the course of the meetings.  For non-substantive changes (such as fixing typos or adding words to improve the readability of the sentence) please make your edits in-page using the “Edit” button.  For questions or recommendations around the actual content of the definition or the derivation, please use the comment functionality by clicking the comment button that appears at the bottom of each page.

After a week of online review, any term that has been discussed in a meeting will put up for pre-approval by this group.  If there are no objections to the wording within this group, the term will be considered approved and reviewed with management within two weeks.  When a term is sent out for approval, a non-response will be considered approval.

Next week we’ll focus on terms that are used explicitly in the key business questions that appeared in the survey.  Thanks again for dedicating your time to this critical task.

Going forward, minutes will be posted on the Stanford Data Governance (http://dg.stanford.edu) website within two days of the meeting.

HR Data Stewardship Team – Data Forum Invite – Homework

Wednesday, October 3rd, 2012

Next week we’ll be discussing two items:

1)     What is the “Reports To” field currently used for?

  1. What should it be used for?
  2. What distinct types of “Reports To” should exist?

2)     How one can identify managers in the current system and/or logically.

Both of these items will involve agreeing on data definitions and analyzing current practices around these concepts.  Please come prepared with insight on these two items.  If possible, please email Rana (rana@stanford.edu) your input by 10/15/2012 .

Additionally, please continue to contribute to the confluence pages to track:

1)     HR Data Stewardship opportunities (https://asconfluence.stanford.edu/confluence/pages/viewpage.action?pageId=477757764) and

2)     Identified HR Data Issues (https://asconfluence.stanford.edu/confluence/display/~mhoying/Known+HR+Data+Issues).

HR Data Stewardship Team – Data Forum Invite – Minutes

Wednesday, October 3rd, 2012

October 3, 2012

Attendees: Bryan Brown (FMS), Dawn Freeman (Human Resources), Rana Glasgal (Human Resources), Steve Holoien (Transact COE), Kulneet Homidi (Dean of Research), Matt Hoying (Data Governance), Sal Mancuso (Business Affairs), Larry Niemeyer (Human Resources), Shawna Powell-Blunt (Payroll)

 

Final tweaks were made to the invite email for the Data Issues Open Forum and all attending approved the content.  The group agreed that we will use the time associated with a HUG meeting.  Kulneet will look for availability of the Clark Center to host the first open forum on (or around October 30, 2012).  Once we have a room, Rana will manage the invitations using Vicky’s HR users mailing list.

The group brainstormed new data issues and opportunities and documented their draft form in the confluence site: https://asconfluence.stanford.edu/confluence/pages/viewpage.action?pageId=477757764.  Additionally, as specific concepts and terms came up, they were detailed on confluence here: https://asconfluence.stanford.edu/confluence/display/~mhoying/Targeted+HR+Data+for+Definition.

In discussing some of the open issues and opportunities around HR data, the group discussed voluntary vs. involuntary terminations.  Although a dedicated discussion was out of scope for this meeting (and will be scheduled for a future SUDS-HR meeting), a few important points were made that should be captured.

1)     Misconduct and layoff are “Involuntary” termination reasons (my original notes said that “misconduct is only ‘involuntary’” but then the next line said layoff was involuntary)

2)     There may be some sensitivity around documenting voluntary vs. involuntary terminations or listing rehire status in official records.  “[Some groups] don’t even like this information in the comments [field]”

Data Definition Best Practices

Thursday, September 20th, 2012

Stanford DG recently created a draft of data definition best practices for our data stewardship groups.  This is still in draft form so please let Matt know if you have any feedback.

Link to Data Definition Best Practices

HR Data Stewardship Team – Program Charter – Homework

Wednesday, September 5th, 2012

Review the most recent draft of the charter that was sent by Rana and submit comments and recommendations to Rana (rana@stanford.edu) and Matt (mhoying@stanford.edu) by Monday, September 17th.  We’ll review the final draft of the charter at the beginning of the next meeting.  Additionally, two pages have been created on the confluence page to track HR Data Stewardship opportunities (https://asconfluence.stanford.edu/confluence/pages/viewpage.action?pageId=477757764) and Identified HR Data Issues (https://asconfluence.stanford.edu/confluence/display/~mhoying/Known+HR+Data+Issues).  In addition to data definitions, these will be the subject of our next meeting, so please begin to identify areas of focus for the first few weeks of work.