Pipeline to the Chief Business Officer — Challenges ... · Tuesday, September 22 | 1:002:00 p.m....
Transcript of Pipeline to the Chief Business Officer — Challenges ... · Tuesday, September 22 | 1:002:00 p.m....
Tuesday, September 22 | 1:00-2:00 p.m. ET
Pipeline to the Chief Business Officer —Challenges, Opportunities and Calls to Action
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PresentersCUPA-HR Webinar
Sarah Nadel-HawthorneSurvey Researcher,
CUPA-HR
Andy BrantleyCEO,
CUPA-HR
Susan JohnstonPresident and CEO,
NACUBO
Agenda Introduction Review of Administrative Positions Focus on the Chief Business Officer (CBO) Data Highlights CBO, Leadership team, and Pipeline Representation of Women Representation of Minorities
Calls to Action Open Discussion
Observations Regarding Administrative Positions
Challenges and Opportunities for Women
Challenges and Opportunities for People of Color
1CBO leadership team “Other Positions” include: Chief Financial Officer, Chief Administration Officer, Chief Auxiliary Services Officer, Chief Purchasing Officer, Chief Environmental Health & Safety Administrator, Chief Campus Risk Management & Insurance Administrator, Chief Campus Parking/Transportation Administrator, Chief Campus Food/Dining Services Administrator, Chief Campus Real Estate Administrator
1CBO pipeline positions include: Chief Financial Officer, Chief Investment Officer, Chief Accounting Officer/Controller, ChiefAdministration Officer, Chief Budget Officer, Chief Contracts & Grants Administrator, Chief Cost Accounting Administrator, Deputy Chief Financial Officer, Deputy Chief Budget Officer, Bursar, Treasurer, Chief Business Affairs Officer, College/Division
1CBO leadership team “Other Positions” include: Chief Financial Officer, Chief Information/IT Officer, Chief Accounting Officer/Controller, Chief Administration Officer, Chief Budget Officer, Chief Campus Risk Management & Insurance Administrators,Chief Campus Food/Dining Services Administrator, Chief Campus Real Estate Administrator, Chief Risk Management/Compliance Officer
1CBO pipeline positions include: Chief Financial Officer, Chief Investment Officer, Chief Accounting Officer/Controller, ChiefAdministration Officer, Chief Budget Officer, Chief Contracts & Grants Administrator, Chief Cost Accounting Administrator, Deputy Chief Financial Officer, Deputy Chief Budget Officer, Bursar, Treasurer, Chief Business Affairs Officer, College/Division
Succession Planning in the Business Office
Source: 2016 NACUBO National Profile of Higher Education Chief Business Officers Survey.
32.3%
16.1%10.5%
2.8%
37.3%
1.0%0.0%5.0%
10.0%15.0%20.0%25.0%30.0%35.0%40.0%
Most Frequently Cited Reasons for Not Having a Succession Plan (2016)
13.2%
7.3%
4.8%
4.8%
4.1%
4.1%
3.8%
3.8%
3.5%
3.5%
0.0% 5.0% 10.0% 15.0%
Not a priority/urgent/important to institution/president
No time/too busy
Competing funding/time priorities
"Weak bench"/talent development required
Haven't focused on it or gotten around to it yet
In process/just starting
Don't know/unsure
Other
Institution too small
New in CBO position
(Note: Respondents could select multiple responses.) Source: NACUBO National Profile of Higher Education Chief Business Officers Survey, 2016.
NACUBO Survey Results
Succession Plan Elements Important to CBOs
34.3%
14.9%
13.6%
12.0%
12.0%
9.4%
5.8%
5.5%
4.9%
7.7%
0.0% 10.0% 20.0% 30.0% 40.0%
Talent development/professional development/training
Appropriate technical skills/knowledge/qualifications for role
Identification of potential successor(s)/talent
Having staff in pipeline ready to take over/bench strength
Business continuity/ability for current staff to close gaps
Mentoring of potential successor(s)/talent
Transition preparation/smooth transition/stability/"seamless"
Leadership development/skills training
Transfer of institutional knowledge/history/culture
Other
Source: NACUBO National Profile of Higher Education Chief Business Officers Survey, 2016
Observations and Calls to ActionChallenges and Opportunities for Women
Challenges and Opportunities for People of Color
Submit questions and comments to our presenters using the chat function
Overall Conclusions and Next Steps
Resources:CUPA-HR Research Briefs (free resources)CUPA-HR Data and Workforce Planning Data ReportsDEI Maturity Index (free resource)
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