You have a new hire for data governance tasks. How do you know they're qualified?

1 Background and Education

The first thing to look for in a data governance hire is their background and education. Data governance is a multidisciplinary field that requires knowledge of data science, business, and IT. A relevant degree or certification in one of these areas can demonstrate their academic foundation and credibility. However, you should also consider their practical experience and projects that showcase their data governance skills and achievements.

2 Data Governance Frameworks and Tools

The second thing to look for in a data governance hire is their familiarity with data governance frameworks and tools. Data governance frameworks are the models and methodologies that guide the implementation and execution of data governance. Some examples are DAMA-DMBOK, COBIT, and ISO 8000. Data governance tools are the software and platforms that support data governance activities, such as data cataloging, lineage, quality, security, and stewardship. Some examples are Collibra, Alation, Informatica, and IBM. A data governance hire should be able to explain the benefits and challenges of different frameworks and tools, and how they would use them in your organization.

3 Data Governance Roles and Responsibilities

The third thing to look for in a data governance hire is their understanding of data governance roles and responsibilities. Data governance involves various stakeholders and functions, such as data owners, data stewards, data consumers, data architects, data analysts, and data engineers. A data governance hire should be able to identify and communicate with these roles, and define their expectations and accountabilities. They should also be able to balance the needs and interests of different data users and ensure compliance with data policies and regulations.

4 Data Governance Processes and Metrics

The fourth thing to look for in a data governance hire is their ability to design and execute data governance processes and metrics. Data governance processes are the workflows and procedures that enable data governance, such as data discovery, profiling, cleansing, mapping, integration, and reporting. Data governance metrics are the indicators and measures that evaluate the performance and outcomes of data governance, such as data quality, availability, usability, and value. A data governance hire should be able to plan and implement data governance processes and metrics, and monitor and report on their results and improvements.

5 Data Governance Challenges and Solutions

The fifth thing to look for in a data governance hire is their awareness of data governance challenges and solutions. Data governance is not a one-time project, but an ongoing practice that faces many obstacles and opportunities. Some common data governance challenges are data silos, inconsistency, duplication, complexity, and change. A data governance hire should be able to recognize and address these challenges, and propose solutions that align with your data strategy and goals. They should also be able to anticipate and adapt to the emerging trends and technologies that affect data governance, such as cloud, big data, AI, and blockchain.

6 Data Governance Culture and Communication

The sixth thing to look for in a data governance hire is their contribution to data governance culture and communication. Data governance is not only a technical and operational issue, but also a cultural and organizational one. It requires the collaboration and buy-in of all data stakeholders and the promotion of data literacy and ethics. A data governance hire should be able to foster a data governance culture and communication, by engaging and educating data users, facilitating data governance forums and committees, and creating data governance documentation and artifacts. They should also be able to demonstrate their leadership and influence skills, and their passion and enthusiasm for data governance.

7 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?