Mature%20Business%20Continuity%20Programs

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Mature Business Continuity Programs

• What do they have that others struggle with.?

February 19, 2014 Cheyene Marling, Hon. MBCI
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Topics of Presentation

• What Distinguishes Very Mature
• Present Findings for Very Mature and Very
  Immature Programs
• Intangible Skills Needed to Elevate Programs
• Stay Ahead of the Game?
• Be a Top Talent
• Achieve It

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Mature Programs -Distinguishing Factors

• Increased Visibility
• Executive Driven
• Corporate Culture
• Multiple Disciplines
• Highly Integrated
• Frequent Assessments/ Audits/Exercises
• Controls/ Standardization/ Metrics
• Strategic Top Talent Sought After Intangible
  Skills

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8 increase in study respondents
indicating Mature and Very Mature since 2009.
45 of the study respondents noted a Mature or
Very Mature program in 2012.
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Since 2009 study respondents have indicated that
IT/Disaster Recovery and Business Continuity
strategies have increasingly supported
organizational needs, 8 and 6 respectively.
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Program Maturity Trends

• Reporting Structure
• Placement of Program
• Increased Visibility
• Executive Support
• Corporate Culture

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• Top Department - All Respondents
• Information Technology - 25
• Business Continuity Office - 15
• Risk Management - 15

• Top Department - Very Mature
• Business Continuity Office - 25
• Information Technology - 15
• Risk Management - 15

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• Highest Rating for Maximum Visibility Agree
  Strongly Agree
• Risk Management - 84
• Business Continuity Office - 77
• Corporate Offices Operations - both 64
• Finance, Information Technology and Information
  Security - each 50

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• Top Sponsor - All Respondents
• CIO/ CTO - 17
• COO - 10
• VP/ Director - 10
• Board/ Executive Committee - 9

• Top Sponsor Very Mature
• Board/ Executive Committee - 26
• VP/ Director - 14
• CEO - 12
• Senior VP - 10

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69 of the study respondents with Very Mature
programs indicated that the program reported to a
Board/ Executive Committee/Chief Level while 50
of the study respondents with Very Immature
programs noted the same.
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70
40
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Program Maturity Trends

• Enterprise Integration
• Centralize the Program
• Multiple Disciplines within Program
• Enterprise Driven - Integrate

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70 of all study respondents centralize their
program with budgeting and staffing. 54 of those
respondents with a centralized program believe it
contributes to the success of their program.
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61 of study respondents (16 increase since
2009) noted 5 disciplines included in the
program. Respondents with Very Immature
programs indicted an average of 3.6 disciplines
while those with Very Mature programs indicated
an average of 4.9.
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Program Maturity Trends

• Assessment and Audit
• Frequency
• Comprehensive
• Leverage Outcome

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An overwhelming percent of study respondents with
a Very Immature program never review and update
the BIA for critical processes or non-critical
processes, 33 and 50 respectively.
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There was an 8 increase of all respondents who
agreed or strongly agreed that they are
leveraging the outcome of the BIA and/or Risk
Assessment compared to 2011.
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Resembling the previous BIA chart, study
respondents with a Very Immature program
indicated that they never conduct an internal or
external audit, 44 and 50 respectively.
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Program Maturity Trends

• Exercise
• Frequency
• Methods
• Enhance Program

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Program Maturity Trends

• Certify
• Controls
• Standardization
• Measurement

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Program Maturity Trends

• Tangible Skills Top Talent Management
• Certification
• Degree
• Real World Experience
• Leader in Profession
• Global Experience
• Wide Array of Discipline Expertise
• Training Expertise

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Certification Magic Number?
Average Total FTE Compensation by Number of Certifications Average Total FTE Compensation by Number of Certifications Average Total FTE Compensation by Number of Certifications Average Total FTE Compensation by Number of Certifications Average Total FTE Compensation by Number of Certifications
Number of Certifications Avg 2011 of Resp Avg 2012 of Resp
1 Certification 108,283 26.10 112,550 26.22
2 Certifications 116,399 23.77 121,484 23.91
3 Certifications 115,295 16.54 120,918 16.45
4 Certifications 122,818 14.34 126,936 14.27
Not Certified 112,885 19.25 117,111 19.15
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Certifications Which One?
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How Much Education?
Average Total Compensation and of Respondents by Degree Average Total Compensation and of Respondents by Degree Average Total Compensation and of Respondents by Degree Average Total Compensation and of Respondents by Degree Average Total Compensation and of Respondents by Degree Average Total Compensation and of Respondents by Degree
High school Diploma Associate degree or equivalent Bachelors Degree or equivalent Masters Degree or equivalent Doctorate or PhD. or equivalent
2012 Comp 106,231 111,411 117,859 125,886 137,182
of Resp 7.86 11.79 46.01 32.07 2.28
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Continuity Degrees?
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Program Activation
Average Total Compensation and of Respondents by Number of Times Managed Program Activations Average Total Compensation and of Respondents by Number of Times Managed Program Activations Average Total Compensation and of Respondents by Number of Times Managed Program Activations Average Total Compensation and of Respondents by Number of Times Managed Program Activations Average Total Compensation and of Respondents by Number of Times Managed Program Activations Average Total Compensation and of Respondents by Number of Times Managed Program Activations Average Total Compensation and of Respondents by Number of Times Managed Program Activations Average Total Compensation and of Respondents by Number of Times Managed Program Activations
Never 1-5 6-10 11-15 16-25 26-40 40
2012 Comp 103,747 115,337 131,411 134,288 139,896 136,349 152,229
of Resp 11.36 12.63 14.39 14.70 15.32 14.93 16.67
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Program Development
Average Total Compensation and of Respondents by Number of Times Developed Program from Scratch Average Total Compensation and of Respondents by Number of Times Developed Program from Scratch Average Total Compensation and of Respondents by Number of Times Developed Program from Scratch Average Total Compensation and of Respondents by Number of Times Developed Program from Scratch Average Total Compensation and of Respondents by Number of Times Developed Program from Scratch Average Total Compensation and of Respondents by Number of Times Developed Program from Scratch Average Total Compensation and of Respondents by Number of Times Developed Program from Scratch Average Total Compensation and of Respondents by Number of Times Developed Program from Scratch Average Total Compensation and of Respondents by Number of Times Developed Program from Scratch
Never 1 2 3 4 5-7 8-10 10
2012 Comp 104,280 115,075 124,588 126,653 141,772 119,330 129,745 128,833
of Resp 10.53 11.62 12.58 12.79 14.32 12.05 13.10 13.01
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Program Maturity Trends

• Intangible Skills Top Talent Management
• Ability to Engage All Levels.
• Understanding a Culture Fit.
• Diplomacy.
• Be a Leader.
• Delivering Business Cases to Executives.
• Think Outside the Box.
• Consider Your Personal Brand.

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Are You A Leader?
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Program Management
Average Total Compensation and of Respondents by Years of Program Management Experience Average Total Compensation and of Respondents by Years of Program Management Experience Average Total Compensation and of Respondents by Years of Program Management Experience Average Total Compensation and of Respondents by Years of Program Management Experience Average Total Compensation and of Respondents by Years of Program Management Experience Average Total Compensation and of Respondents by Years of Program Management Experience Average Total Compensation and of Respondents by Years of Program Management Experience Average Total Compensation and of Respondents by Years of Program Management Experience Average Total Compensation and of Respondents by Years of Program Management Experience
Does not apply 1-3 4-6 7-10 11-15 16 - 20 21 - 25 26
2012 Comp 98,595 93,553 103,896 118,838 130,993 126,955 149,367 143,438
of Resp 10.21 9.69 10.76 12.31 13.57 13.15 15.47 14.85
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Presentation Experience
Average Total Compensation and of Respondents by Times of Presenting Average Total Compensation and of Respondents by Times of Presenting Average Total Compensation and of Respondents by Times of Presenting Average Total Compensation and of Respondents by Times of Presenting Average Total Compensation and of Respondents by Times of Presenting Average Total Compensation and of Respondents by Times of Presenting Average Total Compensation and of Respondents by Times of Presenting Average Total Compensation and of Respondents by Times of Presenting
Does not apply 1-5 6-10 11-15 16 - 25 26 - 40 41
2012 Comp 104,393 116,644 120,038 130,782 158,261 157,000 158,375
of Resp 11.04 12.34 12.70 13.83 16.74 16.61 16.75
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Publishing Experience
Average Total Compensation and of Respondents by Times of Publishing Average Total Compensation and of Respondents by Times of Publishing Average Total Compensation and of Respondents by Times of Publishing Average Total Compensation and of Respondents by Times of Publishing Average Total Compensation and of Respondents by Times of Publishing Average Total Compensation and of Respondents by Times of Publishing Average Total Compensation and of Respondents by Times of Publishing Average Total Compensation and of Respondents by Times of Publishing
Does not apply 1-5 6-10 11-15 16 - 25 26 - 40 41
2012 Comp 110,140 129,180 152,963 129,071 136,143 159,750 162,000
of Resp 11.25 13.19 15.62 13.18 13.90 16.31 16.54
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Behind the Numbers

• 2,260 study participants from over 50 countries
• Study is composed of 2 sections Compensation
  Program Management
• Compensation 2,215 participants from 58
  countries.
• Program Management 1,106 participants from 35
  countries.

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Stay Ahead of the Game

• What Makes Sense for Your Organization?
• Be Strategic!
• What will get their focus?
• Remember Enterprise, Highly Integrated
  Executive Driven

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Be a Top Talent

• Always Better Yourself.
• Stay Ahead of the Game.
• Be a Champion.
• Be Strategic.
• Take Initiative.
• Evolve.
• Always be Networking.
• Dont be Afraid to Ask for
• a Promotion.

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Achieve It

• Achieve Tangible Skills in Demand.
• SWOT.
• Evaluate Your Skills.
• Career Road Map.
• Guard Your Brand.
• Always Assess Goals.
• Understand When to Seek a New Employer. Dont
  Just Jump!

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Questions?

• Cheyene Marling, Hon. MBCI
• BC Management, Inc.
• [phone]
• cmarling_at_bcmanagement.com
• www.bcmanagement.com