Lesson 6 — Build the DMO from Existing Capability
Inventory current participants first
Before creating new titles, identify people who already: - create or manage data; - define business meaning; - measure Data Quality; - model or integrate data; - manage metadata; - perform analysis or other analogous data responsibilities.
The title may not say “data.” Chapter 16 values the work and the existing organizational knowledge.
Then identify real gaps
Once current capabilities are visible: 1. map people to needed responsibilities; 2. identify missing skills or capacity; 3. decide what training, role formalization, or additional resources are required.
This reduces the risk of discarding institutional knowledge or turning the effort into a premature reorganization.
Where HR enters
After people are mapped to responsibilities, Human Resources may need to address: - titles; - compensation; - performance objectives; - job expectations; - organizational level.
A decision role must carry enough credibility for decisions to stick. Giving a person responsibility without enough organizational standing can produce nominal accountability with no practical authority.
Organizational function vs person
Keep two layers separate: - Organizational role: where a capability/service lives, such as centralized Metadata services or federated DBA services. - Individual role: what a particular person is responsible for, such as Metadata Specialist or DBA.
Do not read the Chapter 16 role list as a required org chart.
Source anchor: Chapter 16, pp. 531–532, 537–539.