What is average number of full time resources needed for SAM, according to company size?
The first thing to answer is, what is an average company? What are the business processes of the average company? What is the level of in-sourcing / out-sourcing / right-sourcing in the average company? What is the tech maturity of the average company? Consequently, company size is only one of variables that impact the size of a SAM team.
With this in mind, we recognise that for a SAM implementation one of the trickiest things to get right is how many people are needed in the team. Unfortunately, we do not have a magical formula that allows you to enter your company variables and get a shopping list of resources that will work perfectly for your organisation without fail and whoever says they have one that works without fail is a magician I want to hire…
We start from the point of a RACI matrix that shows the majority of actions impacted by SAM and the interactions between other teams as well as a list of the roles that you would expect to find, as a minimum, in an average company.
Start by aligning your internal distribution of responsibilities to the matrix – many organisations will have elements outsourced or have a non SAM team. This then allows you to see where you are simply asking other teams to either make changes to how they work or take on new tasks. In a large organisation it is likely to involve an outsourcer so make sure you involve Vendor Mangers. Initially interim resource are your best bet so you are not left with a number of FTE’s to let go if you over-spec your team.
Once this is done, you will have a view on what responsibilities will be sitting in your SAM team and then you can start to look at specific daily / weekly task volumes to work out the starting point for staffing. Start this process with a pemanent appointment of a SAM Manager, your leader, public face, policy, process & audit champion.
Remember that its unlikely that your company will have ALL of the expertise in-house to fill ALL of your requirements for ALL of these positions ALL of the time and there is nothing wrong with holding a contingency for specialist resource each year.
Also, don’t forget that every organisation is unique and the RACI may change for your company – don’t worry about shifting responsibilities, the important point is to focus on data excellence, centralise governance and uphold accountability.