Pipeline to the Chief Business Officer Challenges, Opportunities - - PowerPoint PPT Presentation

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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Presenters

CUPA-HR Webinar

Sarah Nadel-Hawthorne Survey Researcher, CUPA-HR Andy Brantley CEO, CUPA-HR Susan Johnston President 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

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

Administration 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

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

Administration 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 Action

Challenges 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 Reports DEI Maturity Index (free resource)

Thank You!

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