Data is the backbone of success for all asset managers. Those who lack data governance policies are at a high risk of facing data breaches, privacy violations, and misuse, each risk capable of deteriorating a firm. Beyond immediate repercussions, longer-term risks can damage the firm’s reputation and can lead to a potential loss of investors. The need for having an effective data governance framework is not merely a choice, but rather an indispensable strategy. Data governance empowers asset managers to uphold data quality, navigate risk threats, and exceed regulatory requirements, all necessary for a robust organization in today’s market.

Data Governance Overview

At its core, data governance is the systematic approach to managing data assets within an organization. The structured framework encompasses policies, processes, and controls to ensure data issues are accurately defined, resolved, and audited to meet the firm’s overall strategy and business goals. By establishing clear lines of data ownership, defining meticulous standards, and rigorously upholding data integrity, data becomes a pathway for organizational growth. In data-dependent industries such as asset management, a robust data governance strategy is not merely an option, but rather a fundamental necessity.

Data governance in asset management firms promotes cross-departmental collaboration, ensuring that data is coordinated and consistent and that all parties are aligned on data understandings and goals. Data within the organization becomes easily accessible and increases accountability, productivity, and trust within the organization. Firms that focus on having a robust data governance framework can better leverage their firm data as an asset, enabling them to improve decision-making and gain a competitive advantage.

Data Governance Amongst Asset Managers

Data governance amongst asset managers is vital due to the complex nature of their business operations, stemming across the trading, operations, IT, compliance, risk, and other firm departments. In the United States, data quality issues cost $3.1 trillion per year across the board (Webinar Care). Furthermore, low data quality and availability can cause employees to spend 36% of their time on non-value-added tasks in Finance (McKinsey & Company). 55% of asset managers have already recognized the benefits of data governance and have taken initiatives to enhance data governance and quality within their organizations (Accenture). Having a dedicated data governance team not only increases data quality but also increases data confidence by 42%. (Webinar Care)

It is crucial for asset managers to recognize the benefits of data governance and focus on it. A lack of focus is costing firms money and decreasing their employees’ productivity. In an industry where it is imperative that each resource is provided with the tools they need in an effective manner, the lack of data governance policies limits this. Not only does a lack of data governance hurt an asset management firm internally, but it also negates its ability to compete within the market. Front-office investment analysis slows down, middle, and back offices face operational delays, and investor data becomes vulnerable. This cannot only have an impact on the firm’s rate of return, but it can also lead to increased regulatory risk and a loss in investor trust.

High-Level Data Governance Framework

Implementing a data governance framework as an asset manager can seem daunting at first; however, following a well-structured and adaptable general framework can make the process seamless and effective. FinServ’s general framework incorporates key learning from previous clients and ensures a comprehensive approach to kick-starting the data governance initiative.

Conclusion & Suggested Next Steps

Successfully implementing a data governance framework can be challenging for many alternative asset management firms, as there is a need for an objective framework and subject matter expertise. Recognizing, documenting, and strategically resolving key data issues are critical to a firm’s success. Not only does this increase the operational efficiencies within the firm, but it also provides the firm with a competitive advantage. Asset managers can engage with subject matter experts to gather insights into implementing a data governance framework properly, but they must still have the know-how to ensure proper implementation for their firm.

FinServ has experience researching, developing, and working with clients on their custom-driven data governance requirements. We have extensive knowledge of the different data types, workflows, and processes that exist among leading asset management firms. Our methodologies and frameworks allow us to provide objective and high-quality solutions for our client’s data governance issues. Our technical skillsets and comprehensive project management model ensure the proper resolution of data governance issues. FinServ can help kick-start, support, or lead your unique firm through its complex data governance projects.

To learn more about how we can help and our services, contact info@finservconsulting.com or (646) 603-3799.

Private equity firms and hedge funds of all sizes should leverage customer relationship management (CRM) software to drive fundraising, maintain investment pipelines, and establish seamless operational processes. Salesforce is the leading and best CRM platform to help you achieve these goals. Each organization that uses Salesforce has its own instance that can be customized in powerful ways to meet its investor relations and operational requirements. Because of Salesforce’s customizable nature, specialized skill sets are required to get the most out of the application. This means that the firm’s size will dictate the resources required to ensure its Salesforce instance is utilized to its full potential.

As smaller firms grow their assets under management (AUM), it often finds that Salesforce will require more customization to meet its growing needs. Additionally, the administrative burden of managing users, data, and the user interface will grow beyond what most small firms can provide without a dedicated Salesforce resource. These firms then find themselves at a crossroads. Do they assemble a team internally to maintain the system, or do they engage with a managed service provider?

This article details the pros and cons of both options and outlines how FinServ’s Salesforce managed service can immediately benefit growing firms.

How to Know When You Are at The Crossroads

A few key indicators often arise when a firm has outgrown its current Salesforce administration process. The factors listed below highlight the most common reasons that firms need to reevaluate their current approach.

Data and Reporting Gaps – Salesforce has a powerful, user-friendly reporting engine that is relatively easy to leverage to gain huge benefits and invaluable business insights. However, the way that your Salesforce data is set up and organized will dictate how much value you will get from your reports. Therefore, it is critical that when first designing your system, you have a specialist who understands alternative investment data as well as Salesforce data modeling. Leveraging a managed service provider like FinServ, a Salesforce partner specializing in alternative asset management, ensures your success at this critical step.

Administrative Burden – New user creation, access management, user deactivation, and user profile customization are just a few of the day-to-day tasks that need to be carried out. Salesforce has one of the most powerful security models in the software marketplace. It allows you to ensure users only have access to the data they require while ensuring compliance with all regulatory agencies. However, with this power comes a level of complexity that requires someone who has been trained in Salesforce’s security model. Trying to use an internal team member without the proper training and expertise could be costly, not just because of compliance issues but also because of the amount of time they will spend trying to configure the system. Using a Salesforce-certified administrator will help to ease this burden at a reasonable cost.

Automating Key Business Processes – Salesforce has an incredibly powerful workflow engine called Flow, which can be used to automate your most important business processes. However, setting up the automation requires specific Salesforce skills and some development-level expertise. In addition, FinServ consultants have the advantage of seeing many other private equity and hedge funds and knowing how they have automated their key business processes. Leveraging best-in-class solutions provides priceless benefits to your firm.

Lack of Integrations – Often internal firm resources will not be aware of other 3^rd party applications available through the Salesforce App Exchange that can quickly and easily enhance the power of the Salesforce instance. Since your managed service provider is a Salesforce Partner who spends their time making sure they are up on the best solutions in the Salesforce environment, they are in the best position to recommend cost-effective 3^rd party applications to integrate with your Salesforce environment.  Integrations with commonly used generic systems like SharePoint Online, or industry systems like Preqin are critical to ensuring your Salesforce instance is operating in the most efficient way possible. If your firm’s Salesforce instance lacks key integrations, engaging a managed service provider like FinServ will provide an immediate benefit.

What Does a Salesforce Managed Service Provide?

In order to compare a managed service provider to in-house resources, the scope of the provider’s services must be outlined. A Salesforce-managed service provider will generally perform the tasks listed below:

While many firms without dedicated Salesforce resources can handle their account maintenance and some aspects of their system configuration in-house, most do not have the expertise to deal with the other aspects included in a managed service agreement. Some of the largest firms may choose to hire a dedicated Salesforce resource or build out an entire team. However, hiring dedicated resources is not always a feasible option for firms that are growing rapidly from small to mid-sized. This is the most common scenario in which FinServ’s Salesforce-managed services can provide an immediate benefit.

Overview of Managed Services Compared to In-House

The table below analyzes utilizing a managed services partner compared to developing an in-house team to maintain your Salesforce instance. These are all factors to consider when surveying your potential options.

Conclusion

Recognizing when a lack of proper resources is limiting your alternative investment fund is critical. Once the firm has come to this realization, the next step is to engage a managed service provider or build a proper in-house team. Compared to hiring an in-house team, managed service providers will almost always generate a more immediate benefit for small and mid-sized firms. These benefits include a reduction of administrative burden, access to a wider breadth of Salesforce expertise, and the implementation of key industry benchmarks. Additionally, engaging a managed service provider is more cost-effective and allows for greater scalability. Growing firms will have their service grow along with them, which reduces wasteful spending and potential resource chokepoints.

FinServ Consulting is an experienced Salesforce partner and managed service provider who is always available to help growing firms identify their best path forward for Salesforce administration.

There are five critical tasks that Workday companies should undertake around the year-end / new year time frame. Individually, these are simple tasks but can significantly impact your HR operations if not completed in time.

Year-end activities come thick and fast, and it is easy in the last month of the year to forget to undertake some essential tasks. FinServ Consulting has identified five essential tasks that every HR department must complete to guarantee a smooth kick-off to the new year. Lack of action on these tasks could create unnecessary errors or preventable breaks in your operations, causing a lot of unneeded January headaches.

These five areas are:

1. Scheduled Processes – (integration, reports, alerts) and Period Schedules (payroll, time off, time tracking) must be reviewed and set up / extended manually. Scheduled processes can be set up in advance up to five instances in a new year. Period schedules can be set up for up to two years in advance.
2. Delegation Review – A review of delegation assignments ensures that they are correct and that expiration dates are extended. This will avoid the Workday inboxes of executives filling up with tasks that generally would be delegated.
3. Compliance Activities – Review what compliance requirements are pending for the new year, including mandated data purging and verifying employee compliance with company policies.
4. Corporate Document Updates – A review of employee documents like the corporate handbook, benefit plan documents, and company policies will ensure that they are updated and properly linked to in Workday.
5. Time Off Calendar and Balances – Update the upcoming holiday calendar to ensure that employees can successfully request time off. In addition, review time-off balances that are carrying over to ensure accuracy.

#1 – Scheduled Processes and Period Schedules

Scheduled processes allow you to automate processes on a schedule (i.e. daily, weekly, monthly), such as an integration with your medical benefits provider or payroll processor. These schedules are typically set up in advance but must be maintained annually. They cannot be scheduled indefinitely and can usually be set for up to five scheduled instances in the following year.

Suppose your payroll file is not sent to your payroll provider because it is no longer automatically scheduled in Workday. In that case, the HR team risks a highly visible and potentially catastrophic mistake.

Period Schedules standardize the sequential periods you use to track absence or payroll. These period schedules also need to be entered and maintained manually and can be entered up to two years in advance.

Not setting your future period schedules can prevent employees from requesting time off or prevent you from processing the next pay run. Like the Scheduled Processes, not maintaining Period Schedules is an easily preventable error.

#2 – Delegation Review

Tasks are often delegated in Workday, usually to assistants of senior executives. Senior executives are generally crucial control points to granting approvals for time off requests from their subordinates or approving high-value expenses and invoices. Executives usually do not have the time or inclination to go into Workday consistently and approve these requests.

Delegating these tasks to assistants allow the tasks to be completed in a timely and consistent manner. These delegations do have expiration dates and need to be reviewed annually. Letting delegation settings expire can result in a senior executive’s Workday inbox being flooded rather than the tasks going to the correct delegated employee for processing. If the executive is not looking at their Workday inbox, critical invoice payments may not be approved, leading to unnecessary late payment penalties. For example, Market Data vendors’ unpaid invoices may lead to unnecessary late fees or, even worse, denial of critical data that the business requires.

As administrative permissions have time limits, it is easy to set them and forget them until something goes horribly wrong.

#3 – Compliance Activities

​Data purging and employee compliance are two of the essential resets needed at year-end / beginning of the year. This means verifying that everyone has signed the required employee and corporate policy documents such as the employee handbook, Covid / return to work attestations, restricted trading policy attestations, and other necessary documents.

As these documents are disseminated throughout the year, it is easy to lose track of whether they have been reviewed and signed off on by all employees.

The time surrounding the new year is a natural time to conduct a holistic overview of the status of the firm’s overall policy attestations. For example, employees may be required to attest to understanding the code of ethics or conflicts of interest policies. Ensuring that these policies are enforced and that enforcement is tangible is key to assuaging any concerns of regulators or potential investors.

This time is also an excellent time to review how well the firm is in compliance with data retention and purging regulations. For example, the European Union’s General Data Protection Regulation (GDPR) stipulates that personal data is collected for legitimate reasons and is only kept if needed. Because of these regulations, companies will need to place greater scrutiny on terminated employees and their personal data. The HR or compliance departments must be vigilant in reviewing this data and determining if there is a legitimate reason to continue storing it in Workday.

#4 – Corporate Document Updates

Corporate documents such as employee handbooks, benefit plan documents, and policies can get out of date quickly as policies evolve, such as Diversity and Inclusion and Remote Work policies. In addition, the companies’ benefit providers often change, or the company changes the plan offerings themselves. The document file itself can change from content updates to file name changes or file location changes. Once this happens, the reference link in Workday may no longer work and inevitably lead to errors during any attestation process or during an employee onboarding.

Checking that the latest document versions are set up in the system should be part of any end of year to new year process. Multiple or outdated versions of documents can cause problems; ensuring that only one version – the latest – exists is essential.

Performance review templates are another area to double-check along with offer letters and other templates used throughout the year. These templates can change. Since they impact all employees and prospective hires, it is critical to be consistent and accurate in what is shown. If these templates link to external documents or are set to send information to vendors, it is vital to make sure that the links still work.

#5 – Time Off Calendar and Balances

A simple task that can cause many headaches is ensuring that next year’s calendar includes the correct dates for holidays. Different localities and regions may have special holidays, and observed holidays change from year to year. These are not automatically loaded into Workday; they need to be set up every year manually. This is particularly important for companies with international offices where the holiday dates may differ.

The time around year-end is also a good time to get ahead of nuances in the calendar for the upcoming year to give you more time to be prepared to address any employee concerns. For example, most financial services firms follow the stock market’s holiday schedule. At the end of 2021, the stock market is not observing New Year’s Day 2022 as a holiday since it falls on a Saturday. Usually, the holiday would be observed on the preceding Friday. But, because Friday is a key accounting period (year-end / quarter-end / month-end), the stock market will be open. Try explaining that on New Year’s Eve when this calendar quirk dawns on your employees.

Another critical activity for year-end is to check your employee’s time off balances due to carry over. Carry-over balances should be checked for accuracy; this will ensure that your time off eligibility and carry-over rules are correct and that an unexpected employee type / setup is not breaking the time-off rules.  Unused time off that can be paid out will need to be appropriately reviewed and loaded into payroll.

Conclusion

Overall, it is best never to assume that these essential tasks have been completed. Much of what needs to be done annually is common sense, but HR and Operations teams often overlook these additional inputs / actions in the crunch of a busy fourth quarter.

FinServ Consulting has found that many clients outsource support for these activities after they have experienced one of these painful events.

Whether you choose to seek our support or not, we hope these top tips help you avoid any adverse effects on your company’s operations. Getting to grips with these tasks early and on an annual basis will save a lot of time, energy and headaches in the coming year.

To learn more about FinServ Consulting’s services: info@finservconsulting.com or (646) 603-3799.

There are many reasons for an asset management company to undertake an operational assessment. The most common are that firms grow assets under management, change or add the types of assets traded, expand the range of strategies and/or funds it manages and have a more complex investor base with different requirements for shareholders. All these changes mean systems and processes set up at the beginning of the firm’s life cycle may no longer be fit for purpose.

FinServ Consulting leverages all its experience and expertise gained in working with similar funds or businesses to help support its clients in this exercise. This has given the company unique insights into how assessments can be conducted and what asset management firms will gain from the process.

Identifying Problem Areas

The first step in the process is to look at and analyze an investment firm’s full operations and processes to identify inefficiencies that are holding back the growth of the firm. This process can also reassure investors that the firm is doing everything it can to use its resources effectively while at the same time having processes and controls in place to ensure that operations from front to back office are running smoothly and are fit for the present as well as the future.

The assessments can highlight a variety of areas where firms may want to make changes. This strategic initiative looks at how technology is being used, whether service providers deliver in the most effective way and if teams are structured for optimal efficiency.  The review can expose bottlenecks, suggest areas where best practice can be implemented and show how to streamline a business. Ultimately, a target operating model is defined and presented with a path to get there.

Although operational assessments are routinely conducted by many firms, lately there has been an increase in requests for these evaluations. This is due to several reasons. For example, because of the pandemic, some technology investment has been delayed however, firms have only grown in complexity. Inefficiencies caused by manual processes may be exacerbated as the fund grows its assets under management (AUM).

Many firms still use Excel or have many operations done manually when there are more eloquent automated solutions available. The frequency of this can be a direct result of the infrastructure set up at the beginning of a firm’s life cycle. As it grows, those processes may no longer be adequate, particularly if it has experienced changes in the types of asset classes traded, the size and volume of trades or other factors. These factors mean existing infrastructure is less optimal. The systems used at the start of a business may not be scalable or the most efficient as it grows.

Identifying Where Efficiencies Can Be Made

Once the parameters of the operational assessment are established, everyone involved in a specific process in a fund are interviewed using a set list of questions. This helps identify ways to streamline work – such as trading workflows.

For instance, portfolio managers do not always have all the information they need at their fingertips. There may be a lot of manual work before a trading decision is made. Interviews with portfolio managers, traders, operations, finance, and anyone from the technology side involved in these processes are interviewed to identify areas where there may be ways to update work streams or plan for future expansion.

A list of predetermined questions also gives the conversations a focus and helps identify areas of inefficiency that can be improved.

The resulting list of projects – ways a firm can change processes, technology and even people to be more efficient – can be daunting. These projects can be small or large, complex or simple, easy to implement or difficult.

While it is always up to the firm to decide which projects it wants to tackle in the short or long term, some like to focus on quick wins that may be relatively inexpensive while others put together a program aimed at gradual transformation of processes and procedures.

FinServ Consulting has developed a project impact/effort matrix that helps identify which actions will have the most impact on the business while also judging the difficulty or complexity in implementing these compared with those that are much easier to do but have less overall effect on the business.

This assessment is a snapshot, giving the firm an overview of inefficiencies and what the impact of fixing them will be. Quick wins could include things like reorganization of the folder directory, discontinuing daily reports or giving Bloomberg access to more people. Key improvements that may take longer to implement might include hiring more people, like a tax director, implementing new systems like a portfolio management system (PMS) or a data warehouse.

The addition of new strategies and funds may also put a strain on existing infrastructure. Likewise, the introduction of managed accounts, funds of one or onshore/offshore structures to accommodate a wider range of investors will necessitate different procedures and processes.

Operational due diligence by investors can also identify red flag areas where improvements need to be made.

A Path Forward: Recommendations

At the end of the operational assessment there are usually five to six strategic areas where change is recommended. These range from relatively inexpensive projects to more long-term changes.

The assessment gives a timeline and costs to help firms make decisions on what to tackle first and what it may want to consider in the longer term. It is the firm’s decision what to do next and how.

By using FinServ for this exercise, unlike other consultants, the job does not end at giving the firm recommendations. FinServ is available to help implement all the suggestions, provide assistance in choosing the right technologies, service providers, processes and procedures to ready the firm for present operations as well as for the future.

While the operational assessment does not look at whether and how a firm might go into another business, like loan servicing, the process does look at operations where targeted improvements will make jobs more efficient and scalable. Some growing firms worry that every time they add a new fund or strategy, they will need to hire more persons, adding to the costs and making it difficult to scale the business. For them, outsourcing options and third parties that can assist them and make more staff unnecessary may be better options than adding to the employee list.

Assessments are also made on third party providers, like fund administrators. By looking closely at what a fund administrator provides, they could request more services and gauge whether the amount of money the administrator is charging is close to the costs for similar businesses. The assessments are holistic, looking at all the processes of the entire firm.

Whether the need for an operational assessment is necessitated by operational due diligence by investors, a more complex investor base, firm growth or just a health check after a few years of operations, the process is geared to help tighten processes and procedures, streamline controls, and get the firm to the desired future state where it is capable of being more efficient and making more informed decisions. A fund’s infrastructure should never dictate what trading strategies are permissible or impede a business decision.

Even firms that believe they are relatively straight forward as they only do a small number of investments or trades may be challenged by the complexity of regulatory filings, the different types of data needed for a variety of purposes and a complex investor base.

Conclusion

FinServ Consulting, with years of experience working with a wide variety of asset managers, brings its knowledge and expertise to the operational assessment process – and does not leave the client with a list of “to-dos”. It helps in the implementation of the suggestions to create a firm fit for purpose now and in the future.

To learn more about FinServ Consulting’s services, please contact us at info@finservconsulting.com or (646) 603-3799. 

FinServ is pleased to announce the opening of a new office in Mumbai, India. Shaurin Jobalia, who has worked with leading hedge funds and alternate asset management firms globally, will lead a growing team in India, which has more than two decades of collective middle- and back-office experience in fund accounting. The Indian team includes professionals who have previously worked at industry-leading firms such as Enfusion, SS&C Technologies, GlobeOp, Morgan Stanley Fund Services, and Bank of America.

The office will serve funds in a broad range of areas, including:

• Assisting with daily trade positions and cash reconciliations with custodians, prime brokers, and fund administrators.
• Providing break analysis for any issues
• Assisting with corporate actions and swap financing accruals and setup.
• Providing complete shadow NAV with clients’ third-party administrators, including balance sheet and income statement reconciliations.

FinServ’s Managed Services aims to provide fund managers with customizable and scalable solutions to tailor their firms’ operations.

The opening comes at a time when two key trends are converging. First, alternative asset managers are under increased pressure to reduce costs. Fees fell to new lows in 2020 according to Hedge Fund Research, as investors pulled roughly $46 billion from funds.  Secondly, COVID-19 has disrupted day-to-day operations and provided a new set of challenges for asset managers in keeping their businesses functioning effectively. A silver lining has emerged, however. The global pandemic has accelerated the use and adoption of remote workers among fund managers.  With teams working remotely, managers have leaned on service providers and recognized that they can support operations and technology through outsourcing.

With a team in India, FinServ can meet those requirements and deliver new benefits, such as reduced costs and more flexibility. The FinServ team is unique as they bring systems expertise which allows for detailed analysis and problem solving.  In addition, the team is staffed by experienced resources that have a deep understanding of different asset classes.  If a fund trades equities, credit or privates, the team brings the appropriate knowledge to assist in the processing.  By leveraging the team, funds can efficiently scale their operations by eliminating the need to increase headcount for non-core activities, or job functions.  The new India office will support FinServ’s core consulting business across specialized middle and back office managed services, software customization and implementations, industry systems integrations, and bespoke systems development.

At a time when funds are accustomed to receiving what has historically been a commoditized service, FinServ’s team takes it a step further. The teams are well-versed in each client’s unique needs and deliver on those requirements through both a hands-on and customized approach.

To learn more about FinServ Consulting’s services, please contact us at info@finservconsulting.com or (646) 603-3799.

As the world slowly returns to a “new” normal for operational working practices, many funds are reviewing their existing business continuity plans (BCPs) and analyzing how to make them more robust and relevant given lessons learned from the global pandemic.

While many funds moved their technology to cloud-based solutions long before the pandemic began, others still have onsite servers and physical files that constitute a potentially serious business risk, particularly considering the changes (and disruption) to working practices over the past 18 months.

Many alternative funds, including hedge funds and private equity firms, managed to make a timely switch to remote working however many others continue to struggle to implement systems that satisfy their needs while balancing the mistrust of cloud-based environments by some executive team members. Even those that have already made changes will want to look more closely at exactly what systems they are using and if there are better, more effective, and efficient solutions that can be implemented.

Before making any modifications or implementing new business continuity plans, funds should consider several key aspects ranging from calling trees to automating vendor risk analysis. Potential unknowns could disrupt any workplace and its technological solutions. Plans should be formal, detailed, and comprehensive, and account for a variety of different scenarios.

Having a robust continuity plan is essential, particularly as existing, and new investors will look at this closely before making allocation decisions. They will want to see meticulous plans that give them the confidence they need to put (or keep) money into funds.

Futureproofing

No business can future proof itself entirely or plan for black swan events, but it can think about what a new risk or potential disrupter of the future may be. Another pandemic cannot be ruled out, and serious climate events (wildfires, flash flooding, extreme weather, for example) and other unforeseen risks, including political risk, should be factored in.

For example, how robust are communications if there is no mobile network available? What are the alternatives if mobile phone networks are not working? For those working at home, what systems do they need, including equipment and technology, to ensure they can work remotely no matter what the problem? What happens if Wi-Fi stops working or secure networks can no longer be accessed?

Funds also need to look at their service providers and vendors and ensure their vendors’ BCP’s are at the same standard as well as consider how potential disruption to services or systems, whatever the emergency and for varying lengths of time, could be mitigated.

Throughout the pandemic, FinServ has helped clients assess current vendor agreements. A worrying number did not meet the level of detail or required response times firms should reasonably expect – or thought they had agreed on – from providers.

These are real threats to business continuity and performance. For example, quantitative trading funds need a contingency plan in case their trading platforms go down. Can present vendors guarantee little or no disruption to all or only some trades? How quickly can systems be back online or moved to alternative sites? What are the potential costs to the fund?

Enterprise document management systems such as SharePoint Online are far more effective than using the quite common and outdated construct of Network folders. However, relying heavily on document sharing programs such as SharePoint could also be a problem if there is disruption due to remote work. Are agreements in place specifying how long before systems are back online? Are there other, secondary programs that can be used? Does everyone know what to do if disaster strikes and what the alternatives are?

Even smaller scale problems could be a serious disruption to a business. If a key employee is unable to work, who is capable or next in line to handle their duties? Does the replacement employee have the training, permissions, and access needed to continue the work, and while they are being a substitute, who is going to do their work?

Potential Solutions for Alternative Investment Firms

FinServ Consulting has helped many alternative investment firms build well-thought-out and fully documented business continuity plans. Some of the areas in which continuity plans should address vendor issues are reassessing vendor agreements and identifying and prioritizing vendors in order of the most critical to the least.

FinServ Consulting can also demine the types of guarantees needed to maintain business continuity, ensure vendors provide those guarantees and review contracts on a regular basis to ensure their own business continuity plans are strong enough not to let you down.

Continuity plans are also needed for employees. FinServ can help identify the priority roles and responsibilities within the firm and create a plan of succession if anyone at any level is unable to work, whatever the reason and length of time. It can help ensure all employees will have the permissions and access needed to take on different or more responsibilities if needed.

To bring this all together, FinServ can also design and implement a communications plan that will ensure everyone is informed and briefed sufficiently on what is happening and to whom whatever the type of disruption.

A vendor management system can play an important role in helping an alternative investment firm with creating and managing a business continuity plan more effectively and efficiently.

To learn more about how FinServ Consulting can help your firm develop and implement a business continuity plan, contact us at info@finservconsulting.com or call us at (646) 603-3799.

Effective Project Management

Effectively managing a project and team(s) is a difficult task that faces increased challenges in a remote environment. Obstacles are exacerbated by the lack of in-person collaboration and the inability to stop by a colleagues desk for a quick and informal update. However, selecting the correct project management methodology can help alleviate numerous issues and ensure that your project is completed successfully.

Agile & Waterfall Methodology Overview

No project management technique is best suited for all situations. The most common methodologies are Waterfall and Agile. Although both approaches are popular and have been around for an extended period of time, specific projects are better suited by one or the other.

The Waterfall methodology is the traditional and sequential approach that is best for projects with a well-known scope likely to experience minimal change. Client input takes place at milestones as the project transitions throughout the various phases. In a Waterfall project management strategy, each phase must be completed prior to transitioning to the following phase. These phases are clearly outlined and define clear objectives that must be accomplished before progressing.

As indicated by the name, an Agile methodology is designed to accommodate change. Its iterative nature focuses on completing certain objectives by the end of a specified time period known as a sprint. Agile methodologies are well suited for projects with unclear initial requirements. The methodology prioritizes the most important aspects of a project and relies on continuous client input throughout the engagement. Deliverables are reviewed by the client and other applicable teams after their corresponding sprint. 

Advantages of Each Method

The Waterfall approach’s numerous advantages derive from its structured nature. The first of which, is that it clearly defines all aspects of the project and ultimately increases planning accuracy and detail. Consequently, this approach aligns well with fixed price contracts and government entities. Furthermore, progress can be measured through the completion of each phase as opposed to a product backlog that hasn’t been addressed.

It is less reliant on client input because it is predominantly collected at milestones. This allows the client to take a hands off approach and focus on the day-to-day operations of their business. Finally, successful completion of projects managed with a traditional methodology ensures that all items are addressed and eliminates ambiguity.

One of the greatest advantages to the Agile approach is its flexibility. An Agile approach is particularly useful when the project’s timeline is strained because it prioritizes the most important features. The sprint structure aligns with Time & Materials contracts because sprints are predetermined timeframes that specify workload.

Additionally, constant client interaction augments quality via increased feedback, additional testing, and dynamic user requirements that account for evolving needs. The constant nature of client feedback allows for frequent modification of the product backlog. This is particularly useful for a technical client that wants to get a deeper understanding of the solution. They can work through their use cases and determine if their needs will be better served by an alternative route. 

Disadvantages of Each Method

Although each method is effective in its own right, they are not without disadvantages. The Waterfall methodology requires a thorough understanding of business requirements prior to beginning. The Project Manager must have a clear sense of all client needs and initially account for them throughout the various phases. Scenarios where the client is unable to provide a comprehensive overview of the requirements may force the PM to “fill in the gaps” – which is far from ideal.

Another disadvantage associated with the Waterfall approach is the risk of a final deliverable that is not in line with client expectations. Given that the client is less involved in the process, they may be surprised by the end result. However, the traditional approach hedges against this with comprehensive requirements and periodic updates.

Agile method drawbacks tend to be associated with one of its strengths, frequent client input. It requires a significant amount of coordination and cooperation across multiple internal and external teams. While this is great in theory, it may be difficult in practice. Clients may not have the resources, interest, or expertise required for the Agile approach’s mandated involvement. This is especially relevant when the client outsources the work as they hired another firm to step away.

The adaptability of the approach leads to many changes in the project’s scope. These changes affect the project’s cost and timeline. Unfortunately, this is not feasible for certain clients and situations. Moreover, low priority items may not get completed within the original time frame due to a focus on high priority items.

Conclusion

In conclusion, both the Waterfall and Agile Project Management methodologies include pros and cons. In an ideal scenario, the project would be completed successfully regardless of the utilized approach. However, certain client types, engagements, and solutions are better suited by one of the two methods. It is critical that you discuss both options with the client and pick the one that they are most comfortable with. Many professionals blend the two techniques to benefit from each’s strengths while minimizing the drawbacks. Recent trends have increased popularity for Agile management, but it is beneficial to gather all available requirements as early as possible.