Transforming Operational Efficiency: Fund Order Automation and STP with Nova Enterprise

Rob Gibbs, one of our Management Consultants here at #Fimatix explores and comments on the operational inefficiencies of the processing of manual Fund Orders, current innovation around Fund Order Automation and STP and how our Nova Enterprise solution can provide substantial cost saving and operational efficiencies. In the fast-paced world of financial services, operational efficiency is a key driver of success. To stay ahead, the benefits of organizations streamlining their operations, improving efficiency, and leveraging innovative technologies is a no brainer to help automate for leaner operations and operational scale. Implementing appropriate new technologies is key to allow automation to effectively help reduce costs and improve scalable operational efficiency. Combining Artificial Intelligence (AI) with Straight Through Processing (STP) does exactly this. Using AI to interpret unstructured data in order to feed the required structured data, efficiently and accurately into the STP Fund Order process. This attached article explores the transformative benefits of Fund Order Automation through STP and the use of AI tools to interpret unstructured data using Fimatix’ Nova Enterprise suite of software. This technology empowers fund administrators and transfer agents to revolutionize their fund order management and drive exceptional operational resilience.


In the fast-paced world of financial services, operational efficiency is a key driver of success. To stay ahead, the benefits of organizations streamlining their operations, improving efficiency, and leveraging innovative technologies is a no brainer to help automate for leaner operations and operational scale.

Implementing appropriate new technologies is key to allow automation to effectively help reduce costs and improve scalable operational efficiency.

Combining Artificial Intelligence (AI) with Straight Through Processing (STP) does exactly this. Using AI to interpret unstructured data in order to feed the required structured data, efficiently and accurately into the STP Fund Order process.

This article explores the transformative benefits of Fund Order Automation through STP and the use of AI tools to interpret unstructured data using the Nova Enterprise suite of software. This technology empowers fund administrators and transfer agents to revolutionize their fund order management and drive exceptional operational resilience.

The Power of STP

STP is a method used by financial companies to speed up financial transactions by processing them without manual intervention. While many financial services firms have implemented STP to some extent, there are often lingering challenges with non-STP transactions that can hugely hinder efficiency and incur significant costs. Addressing these challenges head-on is crucial for organizations seeking to deliver value and efficiency at an enterprise level.

Unleashing the Potential of STP Financial Services, the following 6 observations have been made regarding non-STP transactions.

Can you really afford not to address the following:

Non-STP costs

Approximately 80% of order processing costs stem from the 10-20% of manual (non-STP) fund orders. This scenario is prevalent across the market, leading to significant operational inefficiencies and increased costs.

Resource requirements

Supporting non-STP flows demands a large team, often estimated at 10 individuals, resulting in substantial operational expenses of approximately £25K per month. This manpower allocation could be more effectively utilized on value-driven tasks.

Peaks in operational activity

The business cycle events, such as month-end and quarter-end, introduce operational peaks that must be managed effectively. Non-STP processes often struggle to accommodate these fluctuations, resulting in bottlenecks and increased risks.

Employee engagement

With non-STP processes, employees spend a significant portion of their time on mundane and repetitive tasks. Shifting focus to more value-driven activities enhances employee engagement and boosts productivity.

Operational risks

Manual, repetitive tasks increase the likelihood of errors and omissions, particularly in volatile markets. These risks can lead to reputational damage and loss of business due to compensation obligations arising from incorrect orders.

Loss of business opportunities

Inaccurate orders due to manual processing can lead to financial losses if the market moves against them. This highlights the importance of ensuring accuracy and efficiency in fund order management.

Introducing Nova Gateway

Unlocking the Power of STP – Nova Gateway is a hosted fund trading gateway that provides Straight Through Processing (STP) Market Connectivity via SWIFT and other messaging services. It seamlessly connects financial product distributor platforms and back-office functions, delivering operational excellence and unlocking the potential for significant cost savings. Nova Gateway has already proven its value to many renowned fund administrators and transfer agents.

Complex Processes, Data Quality, and Exception Handling: Nova Gateway tackles the challenges of complex processes, data quality, and exception handling that can hinder the implementation of STP. Here’s how it achieves this:

Business rules and validation

Acting as the gateway to the market, Nova Gateway validates all incoming order flows and applies configurable business rules to ensure data integrity. It thoroughly checks and sanitizes the data upfront, increasing STP rates and engaging human intervention only when absolutely necessary.

Ease of implementation

Setting up Nova Gateway is a low-touch process, ensuring a smooth and efficient transition. Our philosophy has always been ‘we build towards you’, preserving your existing interfaces and processes. Financial services companies can seamlessly integrate Nova Gateway with their existing infrastructure, overcoming barriers posed by legacy systems.

Introducing Nova Enterprise

Unleashing the Power of Unstructured Data with Nova Enterprise.

Nova Enterprise is an advanced capability of Nova, it harnesses Artificial Intelligence (AI) to process unstructured data, such as paper-based faxes and emails. Unstructured data becomes structured data, Nova Enterprise pulls out the necessary data points from non-STP order flows to produce STP order flows. Say goodbye to manually keying orders from faxes, emails, and attachments into backend systems. Once non-STP orders are ingested by Nova Enterprise, they become indiscernible form STP flows. By incorporating AI and Machine Learning (ML) into the STP fund order process, organizations using Nova Enterprise can achieve unprecedented levels of automation, scalability, and efficiency. Here’s how Nova Enterprise helps organizations thrive:

Seamless integration

Unstructured data provided in various formats can be seamlessly interpreted by Nova Enterprise’s AI/ML algorithms. It accurately extracts and interprets crucial information, transforming it into structured data that integrates effortlessly with the automated fund order workflow.
Our philosophy has always been ‘we build towards you’ preserving your existing interfaces and processes for STP, ensuring a seamless ‘low touch’ integration.

Reducing manual intervention

With Nova Enterprise, trade orders, including pension contributions, can be processed seamlessly and efficiently without the need for manual intervention. The AI-powered system ensures accurate and compliant processing, eliminating costly discrepancies and delays caused by manual human error.

Conclusion

Embrace the future of operational efficiency Fund Order Automation using STP and Nova Gateway is a game-changer for organizations handling high volume trade orders. By eliminating manual intervention, increasing automation, and incorporating unstructured data processing with Nova Enterprise, financial institutions can unlock unparalleled levels of operational efficiency, accuracy, and cost savings.

The benefits of Fund Order Automation extend beyond time and cost savings. This transformative solution empowers organizations to deliver exceptional customer experiences, gain a competitive edge, and focus resources on strategic initiatives that drive growth. Embrace the power of Nova Gateway and Nova Enterprise to thrive in the digital age of finance.

If you would like to know more about automation for leaner operations and operational scale, please drop an email to our CBO: Sanjeev.dhiman@fimatix.com


Appendix

Financial services companies may resort to using non-STP methods rather than adopting the more efficient and cost-effective STP processes due to several reasons. Some of these include:

Legacy Systems

Many financial institutions operate with outdated legacy systems that lack the necessary infrastructure and integration capabilities for seamless STP. Upgrading or replacing these systems can be complex and costly, leading to the reliance on non-STP alternatives.

Complex Processes

Certain financial transactions or processes may be inherently complex, requiring manual intervention for risk assessments, compliance checks, and regulatory requirements. These complexities can hinder complete automation and make STP implementation challenging.

Data Quality and Validation

STP heavily relies on accurate and validated data inputs. If the data received from external sources or internal systems is of poor quality, incomplete, or inconsistent, it can introduce errors into the process. Non-STP methods allow for manual intervention and data validation to address these data quality issues.

Exception Handling

Some transactions or events may fall outside the standard parameters or require additional scrutiny due to their complexity or risk factors. STP systems may not have the flexibility or decision-making capabilities to handle these exceptions automatically, necessitating non-STP methods and human intervention.

Cost-Benefit Analysis

While STP offers greater efficiency and cost savings in terms of reducing manual effort and processing time, the initial investment and ongoing maintenance costs of implementing an STP system can be significant. For some financial services companies, the cost of implementing STP may outweigh the benefits, making non-STP a more viable option.

Legacy systems often pose challenges when transitioning to STP capabilities. These systems are typically older technologies developed before STP became prevalent, and they may lack the necessary infrastructure and integration capabilities required for seamless STP implementation.

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A Happy New Year from Fimatix!

As we return from the festive break, it’s been fantastic to reconnect with Fimatix clients, team members, associates and partners as we look to begin building on the successes of 2022.

Though last year proved to be challenging both for the country and much of the wider international community, we were lucky enough to achieve a number of milestones thanks to the hard work, skill and commitment of those working for and around us. A short summary of our year can be found here.

Now, we’re looking firmly ahead to 2023, and how we can use the transformative power of effective technology to benefit more people, organisations, and wider society.

In the public sector, we’ll be building on our work with Government departments, such as the Home Office and Department for Levelling Up, Housing and Communities, to ensure these and other Government bodies can deliver improved outcomes and efficiencies through digitisation.

The UK’s public services are facing historic levels of strain, which is why we’re committed to providing effective digital transformation, driven by agile working methods and the unparalleled expertise of the Fimatix team.

In the corporate world, digital transformation is also proving more important than ever to ensuring productivity and success, as highlighted by ECI’s Growth Characteristics report revealing that 1 in 5 UK CEOs see digitisation as their biggest challenge for 2023.

The shift from digital solutions being attractive to necessary is fully cemented, with technology able to streamline processes from climate reporting and governance to HR.

It’s little secret that we’ve been building out our services through products such as our Prodigy and Nova tools, to the stage where we now offer a comprehensive, asset-backed offering that brings value to the financial, regulatory and operational sectors in particular.

It’s incredibly exciting to be a part of the UK’s world-leading fintech sector, with innovations in fields such as embedded finance, cross-border payments and decentralised finance, and XaaS all requiring an underlying digital architecture as they breathe new life into the financial services sector.

With all this in mind, 2023 stands to be a year full of growth and opportunity, and we can’t wait to share all the new landmarks and developments that are in store.

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Fimatix’s end of year round-up

2022 has been an important year for growth at Fimatix. We’ve expanded our public and private sector practices of the business, secured acquisitions adding value and exceptional new team members and products to the company, and progressed a whole host of brilliant collaborations and partnerships. All have allowed us to help organisations become more effective through the power of simply effective technology and digital transformation.

Digital Artisans

Our year was kicked off by CEO Tim Howarth outlining his vision for digital artisans as the future of work. Fimatix is home to a team of highly skilled experts who deliver agile, adaptable and practical digital solutions and products to support our clients’ business goals.

Planning Inspectorate Win

Early success came this year with a contract win at the Planning Inspectorate, an executive agency of the Department for Levelling Up, Housing and Communities. It was fantastic to see our unique partnership approach with Kin + Carta recognised, and together we’ve been making good progress in transforming a number of the Inspectorate’s end-to-end services, including appeals, applications and examinations management.

Idea Group Acquisition

In May, the Fimatix team continued to grow, with the acquisition of leading Financial Services technology specialist, Idea Group. Bringing on board the Idea Group team has been hugely valuable for us, as they have brought to Fimatix over 20 years of experience in providing industry-leading services to the investment management and pensions sectors, and a suite of unique governance and information interaction tools.

Isle of Wight Trip

The summer saw a company trip to the Isle of Wight, where 29 of us gathered from founders to new joiners, including the Idea Group team. It was great to get to know each other with discussions, briefings, sailing, racing and socialising all on the itinerary!

Expanded Private Sector Launch

This all set the stage for September, and the launch of our expanded private sector offering. Headed by the brilliant Sanjeev Dhiman, our private sector operation now provides an extensive, asset-backed service that is adding value across the financial, regulatory and operational sectors.

Blue Lights Conference

Our public sector team also attended the Oscar Krane Blue Lights Conference in September, speaking to police, ambulance and fire service teams on the power of successful digital transformation in delivering value-for-money and enhanced public services. It’s been a privilege working with the Home Office and UK Policing, and we’re looking forward to building on work such as our digitisation scheme and upgrades to the Police National Computer.

Corlytics Partnership

After the success of the private sector launch, we built on this momentum by partnering with regtech firm Corlytics in October. This partnership has built on a long and productive relationship with Corlytics, and now sees us integrating each other’s services to support change management across the financial services and insurance sectors.

IoD Fintech and Finance Group

One highlight of this year has been growing our network across different sectors and fields of expertise. As part of this, we’ve been delighted to sponsor the Institute of Directors’ Fintech and Finance Group as they foster collaboration and grow opportunities between the technology and finance sectors. The group will be holding events throughout next year, and it’d be fantastic to see some familiar and new faces at their next meetings.

Prodigy at the Fund Operator Summit

Rounding out November was the Fund Operator Summit, which marked an important opportunity to hear from industry about the challenges and opportunities they’re expecting to see in 2023. In particular, it was great to discuss how our Prodigy tool can help financial services institutions meet revised ‘greenwashing’ standards, by enabling governance oversight over the entire lifecycle of a product.

It’s been hard to pick out highlights from what’s been another exceptional year at Fimatix, filled with sector-leading work done by some inspirational people. We’d like to end 2022 by thanking everyone who’s worked for, with, and around us to make all this progress possible, and we can’t wait for 2023!

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Transforming compliance through digital – Fimatix’s Prodigy solution

Over the past few years, the financial services sector has undergone a complex regulatory evolution. Even past the usual flow of regulation change and shifting reporting standards, there are two key trends we’ve identified at Fimatix that are driving this, and which put firms at risk of falling behind if not grappled with effectively.

In the first instance, is an ever-growing investor and regulatory demand for ESG-compliance. Throughout the entire lifecycle of a financial product or service, its environmental impact now requires assessing and where possible reducing. Any social benefits, meanwhile, need identifying and enhancing.

Next, upcoming changes to Consumer Duty regulations call for higher and clearer standards of consumer protection across financial services, with the aim of placing the consumer squarely at the centre of financial services offerings.

These are both necessary steps in ‘de-mystifying’ the financial services industry to the increasing numbers of new, and existing consumers – and are also key stepping stones to ensuring consumers have adequate information on which to base their financial decisions. In many cases though, they can require systemic change to do right, and for larger firms in particular, involve the gathering and processing of vast quantities of data.

This is where Fimatix are playing a key role supporting firms to meet demand from for ESG-compliant financial products with it’s sector leading Prodigy solution – a tool that enables users to collate data and apply process controls to get full governance insight, across the entire span of a product or service’s existence. Our approach on implementing Prodigy has seen us partner with global leaders, including the financial services giant Aon.

A key feature of our vision for Prodigy is to make it adaptable to add value across sectors and jurisdictions. We do this via a data template system, where a library of templates provides users with a toolkit to filter data as required to support their regulatory focuses.

This means we can operate with concurrent product design, build and management processes, each with their own specific data templates, to cover product ranges and jurisdictions. We can develop new templates where needed, for instance in assisting firms wishing to manage and evidence their adherence to new Consumer Duty rules.

The period of economic uncertainty we are living through doesn’t look like it’ll be over any time soon. Politics and society continue to be faced with increasingly polarised worldviews, where the upper hand can shift from one to another in a comparatively short space of time.

This inevitably filters through to the world of business, giving those who are able to act with confidence, agility and information the advantage. Prodigy is one tool we hope can have such an effect, helping to mobilise the financial services sector for clean and resilient growth.

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Fimatix’s successful expanded private sector launch

As a growing, agile organisation, Fimatix are investing in assets and solutions that will help our clients transform their business. In a few short months, we’ve taken our expert core private sector offering and expanded it to be an extensive, asset-backed service helping key players in the financial services sector, like L&G and Aon, to navigate the changing regulatory landscape.

A key part of that transformation in financial services is to use technology to improve our customer and client experience by straight through processing and reducing the significant and growing costs of compliance.

This has been at the core of Fimatix since our early days supporting businesses like L&G, Lloyds Bank and the Big Exchange.

Our recently announced partnership with Corlytics and the acquisition of technology solutions provider, the Idea Group, will accelerate and improve the capabilities we can use to transform our clients.

Assets like Corlytics’ regulatory risk intelligence and our own Prodigy and Nova products can materially improve risk and compliance management for investment and pension firms.

Prodigy delivers cutting edge technology, backed by the Salesforce platform to support product governance compliance across Assessment of Value, ESG and consumer duty. Nova provides pension fund managers with plug and play STP for pension transfers across various platforms including SWIFT.

Through these changes and growth, Fimatix are well-equipped to effectively transform our clients’ businesses. By leveraging these products, our deep industry domain knowledge, and our agile ways of working we will be able to add further value across the financial services sector in the coming months.

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Fimatix team building on the Isle of Wight

For Fimatix 2022 has been a turbulent but highly productive year. Leaving the complications of Covid behind Fimatix has continued to experience strong growth resulting in a dramatic increase in size and capacity. Against this backdrop the CEO, Tim Howarth made the decision to pull the team together for a 2 day Team Building and Briefing event in Cowes on the Isle of Wight.

Making their way to the Island on 13 June the Fimatix team peaked at 29, including the founders of the company through to the newest member who’s first day ‘on the job’ was his arrival on the IOW, welcome to the Fimatix family Sanjeev and Tilly! The event was superbly hosted by the Island Sailing Club with the venue and weather setting the backdrop for a highly beneficial and enjoyable team experience.

With many new faces after the recent merger with Idea Group, the event provided the ideal opportunity to get to know one another through a mix of discussions, briefings, sailing, racing and of course, socialising.

Continuing with our commitment to honest self-reflection and continual improvement it was extremely beneficial to receive feedback on the working culture within Fimatix from the Agile Business Consortium. It was rewarding to receive such positive feedback on such a frenetic period for the company and is reflective of the commitment, professionalism and contribution of the entire team!

It is hoped that the friendships made will facilitate the speedy integration of our Idea Group colleagues making the next 6 months in Fimatix as successful as the last.

Fimatix CEO Tim Howarth said of the trip:

“It was fantastic to have this time as a team in Cowes as we mark this next stage in Fimatix’s development. The acquisition of Idea Group and the Fimatix new hires have brought with them an injection of fresh expertise to an already burgeoning talent pool, and we all look forward to working together as we take the company forward. The trip also made for an ideal opportunity to reflect on Fimatix’s long-term strategy and growth plan, and I remain hugely optimistic about where we as a company are headed.”

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Declare ‘victory’ and move on

‘Declare “victory” and move on’ is a pragmatic way to frame the closing of a long running project where the vision/ambition was ground-breaking but with the passage of time it has become clear that the project has become bogged down, it will not deliver the vision and so people want as positive way as possible to close it down and focus on something new.

With the 20th anniversary of the signing of the Agile Manifesto coming up on 13th February, I can’t shake the feeling that this is the time for the Agile movement to “declare victory and move on”.  

To my mind the Agile movement hasn’t and isn’t going to achieve the vision/ambition it has adopted, has become bogged down and has become increasingly hypocritical.  My case for this is:

  • In common with many long lasting change programmes, we have had massive scope creep.   The Agile manifesto was focussed on “better ways of developing software”; we are now trying to re-engineer all organisations through “Business Agility” using the assumption that all businesses are technology businesses and the over-simplification that software development has all the answers.  
  • Agile values and culture are being increasingly politicised.  While this may be a reflection on the noise generated in social media echo chambers more generally, the direction of travel seems to be heading towards a viewpoint that Agile is a progressive concept, raising barriers to adoption.  
  • The industrial complexes that have built up around Scrum and SAFe training/consulting indicate we value “processes and tools” more than “individuals and interactions”.  The toxicity of some of the interactions in the “framework wars” has put lots of people off and again creates unnecessary barriers to adoption.

I could go on about other ways that we, as a movement, are undermining the manifesto.

However the key thing is to focus on the positives and here I think we can legitimately “declare victory”.

We have achieved the original mission “better ways of delivering software”.  

  • The vast majority of software development is now done using Agile techniques.  
  • Young people are being taught Agile methods at school, apprenticeship and university.

As to who the victors are I think it is clear that eXtreme Programming is the primary winner given that its practices such as continuous integration, refactoring, pair programming and test first are central to all other Agile software deliveries.  The majority of the other methodologies / frameworks incorporate XP concepts.  

It’s more difficult when calling out people, because of those that inevitably get left out while making important contributions, but the originators/early adopters of XP, Kent Beck, Ward Cunningham, Ron Jeffries and Martin Fowler have been unequivocally proved right.  It’s also worth calling out Jez Humble for Continuous Delivery and Dan North for Behaviour Driven Development, concepts developed out of XP which have become integral to modern software development.

I’m crystallising my thoughts about “what next” and will get these out over the next few weeks.

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Minimising IR35 risks

The chancellor announced last week (Tuesday 7th January) that the changes to the off payroll tax (commonly known as IR35), extending the 2017 changes for the public sector to the private,  will go ahead in April.  

The review that they announced at the same time which “will determine if any further steps can be taken to ensure the smooth and successful implementation of the reforms”, is very unlikely to stop it happening.  This should come as no surprise because: 

  • The rules themselves are not changing in any significant way, “just” which organisation has the responsibility to assess whether a role is inside or outside IR35 
  • The changes were implemented in the Public Sector in 2017 and so most of the issues have been addressed, one way or another.  

As we saw in the Public Sector in 2017, there’s been a number of over-reactions with some large companies telling contractors to ‘go permanent or leave’ and as a result some commentators are saying that ‘contracting is finished’.  

The reality is that, with a few relatively straightforward changes, companies and their suppliers can continue to have the benefits of contractors providing expertise and workforce flexibility, while minimising delivery and financial risks.  

We know this because Fimatix continues to be a contractor based organisation with an extensive public sector client base and we lived through the adjustment in 2017.  We have now distilled our experience to be able help the private sector.  

The key to keeping contractors outside IR35, and HMRC’s focus in an investigation, is actual working practices during the engagement; the contracts involved are important but less so.  What we found is that Agile ways of working provide the basis for an ‘outside IR35’ assessment. Let’s look at a couple of examples. 

Focus on Outcomes (and outputs)

One of the key IR35 tests is control, i.e. does the client specify how the work has to be done or does the client specify the outcome (or output) they need and allow the contractor to use their expertise to decide how to deliver this outcome.  

Focusing on outcomes is core to Agile.  A person deciding how to deliver the outcome using their own skills and experience is the core of empowerment, another key Agile concept.  

So, if you have mature Agile practices then it is likely that your contractors are low risk of being in breach of the control criteria.  

Ongoing viability 

The second of the key IR35 tests is Mutuality of Obligation, i.e. is the client obliged to give the contractor work and is the contractor obliged to take it.  

The Agile practice of assessing ongoing viability i.e. the question “are we still delivering value to the users?” is key here.  In theory it should be asked at the end of every sprint, in practice it typically happens every 1-3 months. Also 3 months is the detailed planning horizon where a client and the contractor can be specific about what outcomes should be delivered.  

Both of these points mean that in an Agile delivery there are natural breakpoints where the contractor can say “I’ve delivered what you’ve asked me to” and the client can say “there’s no more work” i.e. there is no mutuality of obligation. 

Lack of Personal Service

For completeness, the third IR35 test is the lack of personal service i.e. can the individual be substituted.  For each individual role, the right to substitute is mainly a contractual issue as it happens infrequently but HMRC do like to see that substitution has happened in that client or consultancy to demonstrate that it is possible. 

Fimatix has made several substitutions since the 2017 changes and so we know where and when it is appropriate.  The link to Agile practices is more indirect but the focus on outcomes does help by enabling the contractor to engage “helpers”, e.g. someone to help a delivery manager with sprint reports, to show that their service is not personal to them as an individual.  

Mature Agile supports outside IR35 assessments

The examples above are very much summarised for readability and demonstrate the underling principles.  The reality is that each delivery and role does need to be looked at in their specific circumstances, however the key message is that mature Agile practices support “outside IR35” assessments.   

How can Fimatix help?

The examples above are very much summarised for readability and demonstrate the underling principles, however, because each delivery is different, we can’t provide a manual or training course on how to do this.

We are working with our private sector clients in a number of ways 

  • Reviewing their contracts with contractors (and sometimes their clients as well) to ensure that they support Agile ways of working.
  • Tailoring our core offering of training, coaching and consultancy to help them develop their Agile practices, focusing on defining outcomes at the most granular level possible. 
  • Providing contractors that have mature Agile skills and experience to ensure that the ways of working on the ground are outside IR35  
  • Working with QDOS, our insurance partner, to ensure that all members of the supply  chain are covered by their comprehensive IR35 insurance.

If you would like help to minimise the disruption to your deliveries from the IR35 changes in April, please get in touch with James Skudder james.skudder@fimatix.co.uk or jeremy.renwick@fimatix.co.uk 

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How I became a Business Analyst from a developer role

Recently, I’ve seen many developers moving to Business Analyst roles, just like I did.

For many, it happens as part of an overall transformation of the role they’re working in. For example, a developer is sent to a client site and assigned to both tasks of gathering and development. So typically speaking, come the next project, the person is offered the Business Analysis role by the company, given their experience.

For me it wasn’t like that – I didn’t set out to be an IT Business Analyst.

I was selected for my first job from my engineering university campus , in India, by a multinational company as a programmer. Just when I started loving and settling into development, I was moved to a testing project. However, my love for software development was very strong and I decided to take another job which allowed me to develop my programming skills.

The change didn’t give me much of a salary hike, but it did give me strong experience in Java technology and inspired me to be more engaged in business development.

After three years I moved to another company, still in a technical role but I had a plan. Here I’d aim to do a part-time MBA with a desire to move out of IT.

Everything was going smoothly until my husband informed me there was an opportunity for him to take a long-term project in the UK. He wanted the role but wouldn’t take it unless I joined him in the UK. This made me feel unsettled, as I had already been staying in India on my own for the last two years, I was unsure of the job market in the UK.

However, I finally decided to fulfil my longtime dream of completing an MBA and joined him in the UK, to do an executive MBA in global business, with a plan to look beyond IT.

“Leave IT – why? It’s one of the best-paid sectors.”

This was what most of my MBA friends said.

But to me, it was quite simple. One of my IT retail projects made me aware of how little the IT developers know about business changes which impact their work. To me, development seemed to be just a tool to solve a problem without understanding the causes. I decided I wanted to be part of the business first and all that it entails.

But I soon realised getting a job in an unknown discipline, in a foreign country and without any previous experience is not as easy as I’d thought. Whereas IT was still waving at me, showing me the paths to earn money, pay my education loan and finally have some mental peace.

So my husband’s reference came handy as I bagged my first post-MBA job with the designation of Business Analyst at my previous employer and the journey started.

Every experience as a BA made me realise I was in my comfort zone of IT, yet doing something which drove IT changes, is an achievement in itself. I also understood the meaning of a work/life balance, which isn’t just giving time to my family, but also giving time to myself.

I believe certain job roles can give wonderful career progression, but might not give me the considered pace that I need at this age. Now I know not only where I want to reach, but also how and when I’ll achieve this. Driving myself to reach my destiny by myself, I hope.

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The difference between urgent and important tasks

How many times have you received an URGENT email that requires you to complete a task before the end of the day?

How many times have you spent significantly longer than expected trying to chase a response, only to have to chase and chase some more to get said task done?

And how many times have you reflected on such tasks only to realise the URGENT task didn’t really justify its status?

If it’s more than a handful of times, don’t worry, you’re not alone. Day in, day out, more and more of us are ignoring important, significant and impactful tasks that would make a difference in favour of completing scary, (supposedly) urgent ones.

On a time management course around 25 years ago, this sentence really stuck in my head and has been a key learning:

Things get done when you prioritise the important over the urgent.

But how can we differentiate between the two? How do we prioritise?

Eisenhower’s principle/matrix

Dwight D. Eisenhower was the 34th President of the United States. During this time, he was known for the particular way he organised his workload.

In a 1954 speech he quoted Dr. J. Roscoe Miller, President of Northwestern University:

“What is important is seldom urgent and what is urgent is seldom important. Most things which are urgent are not important, and most things which are important are not urgent.”

Eisenhower understood that effectiveness is just as necessary as efficiency. So we should dedicate our time to important tasks, not just urgent ones. To help himself (and others) know which tasks fell into which category, he created a matrix – now known as the Eisenhower matrix.

 

The Eisenhower matrix
The Eisenhower matrix

 

There are a couple of variations in terms of how the matrix looks, but ultimately it’s super useful to consider both at the start of your working day, as well as when ‘urgent’ tasks are thrown at you at 4:50pm on a Thursday.

 

The Eisenhower matrix
The Eisenhower matrix

 

What does the matrix teach us?

  • if it’s important and urgent, do it
  • if it’s important but not urgent, plan it
  • if it’s not important but still urgent, delegate it to someone in your team
  • if it’s neither urgent or important, get rid of it

Similar time management methods

Let’s take a look at BANJO. Nope, not the musical instrument. Banjo stands for: Bang A Nasty Job Off.

It might sound crude, but it’s something that most of us put off every day. By getting your least enjoyable, time-consuming task done first, you’re rewarded with an overwhelming sense of accomplishment.

Plus, if something is dropped on your desk after you’ve finished your big task, it won’t feel as stressful. Therefore, Banjo is a win-win

 

The Banjo technique
The Banjo technique

 

The hunter-gatherer technique

Simply, this technique removes trying to multitask.

Each day you choose one task to focus on, even if it doesn’t take that long to complete. You write the task down, stick it on a post it or put it on a wall so it’s visible to you at all times. This way, if you’re starting to check emails or find yourself browsing Twitter, you’re brought back in the room by the sight of your one and only task for the day.

And if you struggle to estimate how long a task will take, the hunter-gather method is great as it avoids putting a set time on how long a task is going to take you – you’re giving the entire day to do it.

The hunter-gather technique comes from the survival tactics of hunters thousands of years ago. They didn’t have time to do anything else but hunt. If they didn’t hunt successfully, their family didn’t eat. They didn’t have time to procrastinate or let their mind wander – they had one task for the day and one only.

If you don’t finish writing that case study, you’re not going to starve. But, you’re putting more pressure on yourself for the following day to finish it. And by blocking your day out for one task, it’s more likely to get done instead of unrealistically cramming lots of tasks into one day. And if you finish the task in less than a day, you’ve then got time to start your next task.

But why are time management methods so important?

Because our to-do lists are never-ending and ever-increasing. And it feels good ticking things off, knowing you’ve used your knowledge and skills to complete something.

And all of the things you’ve completed, you’re able to look back on as achievements. If you were to look back at all the time you spent chasing ‘urgent’ tasks, the achievements are sparse and this can feel demotivating.

With this in mind, next time someone tasks you with an urgent request, ask yourself:

What would happen tomorrow if you didn’t do this now?  

And if the answer is nothing much, then it can wait. Instead, spend your time doing something important – you’ll feel all the better for it.

 

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What impact is the digital skills gap having on your business?

Currently, there’s uncertainty about the future of the UK workforce. With Brexit on the horizon, concerns about the widening skills gap are becoming more pressing.

Many industries have issues with skill gaps, but the gap in digital is profound. Our workforce already lacks digital professionals and graduates and the UK economy is increasingly tech-focused.

Recruiting the digital talent we need from overseas is likely to become more difficult post-Brexit. Uncertainty about the future also makes workers reluctant to change jobs because they’re waiting to see what happens – and this has a negative effect in terms of development, training and upskilling.

What is the digital skill gap?

The digital skill gap isn’t new. References have been made to the technology skill gap since 2005. Across STEM subjects (science, tech, engineering and maths) there’s a shortage of 40,000 workers for roles in the growing digital economy. And with many high-level digital roles unfilled, the skill gap is affecting digital transformation and progress in the UK.

Tech and digital transformation in organisations is overtaking the pace at which education can adapt to provide relevant and up-to-date training. Starting at primary school level, there’s a lack of digital education at every level of society. Even the best technology graduates leave university without the practical skills to enter the digital workplace or are ill-equipped with skills that are already out of date.

Digital skills gap
Strategy and planning is the leading skills gap in organisations at 58% in the USA, 55% in the UK and 42% in Ireland (Digital Marketing Institute).

How can we approach this problem?

In order to close the skill gap, education needs to keep up to speed with technology and establish more agile ways of developing course materials that prepare graduates adequately for digital roles. Although training needs to be available starting at school level, efforts need to be made in institutions and sectors to upskill workers at a pace to match technological advances.

Our very own CEO, Davina, discussed her idea of mandatory coding lessons in schools that would introduce both boys and girls to tech at an early stage – meaning better digital literacy in future generations.

In almost every industry we’re quickly moving towards a time where every worker needs at least some digital skills. Literacy in tech and digital is going to be essential for people to compete in the jobs market. Hiring approaches in the digital sphere need to be based on the ability to learn and adapt as opposed to specific experience as many candidates aren’t yet prepared for high-level digital roles.

Given this disparity, there’s a need to shift the focus to upskilling existing workers and providing frameworks for employees to acquire new digital skills on the job.

As a talent acquisition consultant at Fimatix, I find it useful to look for candidates who are willing to learn, adapt and be flexible over specific industry experience. The people with the right attitude and ability to upskill as they work are the best placed for digital roles.

Funding and diversity in tech

In August, the Department for Digital, Culture, Media and Sport (DCMS) announced a digital skills fund to boost diversity in the tech sector. This £1m fund is available to initiatives that aim to boost digital skills for disabled and underrepresented groups. A further £400,000 is allocated to equip older and disabled people with digital skills.

These underrepresented groups include women, people from minority backgrounds and those from lower socioeconomic areas. Currently, less than 40% of digital roles go to women and 88.8% of the digital workforce is white, showing a significant lack of diversity.

These digital skills will feed into the workplace, but a level of digital literacy is becoming essential for everyone in all areas of life, from booking appointments to renewing important documents. Digital upskilling is important for everyone so they can engage with our digital society. Minister for Digital Margot James said:

“If we want to maintain our position as a world-leading digital economy we need to work with industry, local authorities and the voluntary sector to develop solutions so no one is left behind.”

Transformation is a continuous process and one that demands support and accountability. Government has appointed a head of capability for the civil service digital profession. They have been laying the foundations needed to deliver the growth in skills and will monitor the progress and efficacy of digital training programmes.

At Fimatix, we’re experts in Digital by Default. We’ve worked with Government Digital Services ourselves on a number of projects and know what the workforce of tomorrow needs in terms of digital capabilities. We understand what’s needed to close the skill gap in the UK and the opportunities this presents. We set out to recruit people with an aptitude for learning and who have the potential to be the digital leaders of tomorrow.

If this sounds like you, get in touch.

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Delivery increments and the Procrustean time box

Iteration-based delivery processes like Scrum usually deliver in two-week batches, but often our stories don’t fit this structure and we solve this by arbitrarily cutting up stories or stretching them across multiple iterations.

As Scrum is probably the best known iteration-based process and I’ve seen it implemented in multiple teams, I’ll use it as an example.

What does Scrum look like?

To demonstrate the issues with Scrum, it’s worth detailing the process:

  • each batch of work or ‘sprint’ has set-up ceremonies at the start (sprint planning) and closing ceremonies at the end (sprint review and retrospective)

 

  • there are Product Backlog Items (PBI or ‘stories’) that are moved from a Product Backlog into a Sprint Backlog in sprint planning. The team commits to completing all the stories in the Sprint Backlog

 

  • when the Sprint has begun, the team gets on with the work, focusing on meeting the commitment

 

  • at the end of the sprint the delivered product is reviewed and the retrospective allows feedback on (and ongoing improvement of) the process

This sounds pretty straightforward, but often stories can get quite big – even the small ones. And that’s where it starts to become unstuck.

The problem with PBIs

If a PBI is too big to fit into a sprint, it causes problems. Usually, when PBIs are moved into the sprint backlog, they’ve not been thought through well enough. Either from a user experience, a business logic or an implementation perspective.

Getting this thinking into a PBI is often called ‘elaboration’ and is generally a prerequisite of a PBI being accepted into a sprint. As practice has evolved, there’s often a per-PBI mini-waterfall process where a story goes through various stages of elaboration by the Business Analysts, User Experience Designers, User Researchers and Technical Architects.

This has two effects:

 

  • developers get further from the end-users as they cease to be fed stories and start to get requirements

 

  • the process of elaboration in conjunction with the development work breaks the time-box limits – there’s simply not enough time in a single sprint for a UX, UR, BA and then a TA to look at and elaborate on a PBI

 

In many organisations there are various strategies for dealing with this. Some go for the untracked elaboration where the non-developer delivery roles pick and choose stories to work on.

Most organisations go for a two-sprint cycle with elaboration done in sprint n-1 and stories developed and shipped in sprint n. Some even end up with a three or four sprint cycle with elaboration (n-1), development (n), QA (n+1) and deployment (n+2), giving an overall lead time of a story of six or eight weeks.

This can work, but expedited tickets often lead to specialised hot-fix processes and the structure leads to all stories having a fixed multi-week lead time, whatever the size.

Is there a better way?  

Yes – and it’s called Kanban.

In a well-structured Kanban process there’s still a backlog and PBIs are still sized to the smallest size that will usefully deliver business value. And there’s still a commitment point but this isn’t necessarily fixed to a delivery point, instead the committed backlog is refreshed at more frequent intervals. When using Kanban, all stages of delivery are mapped, tracked and crucially, each PBI works through the delivery at its own pace, with progress being tracked statistically.   

There are a number of benefits from this but I’m particularly calling attention to the individual tracking of PBIs through the process. This allows them to be the size they need to be rather than the size of the box they’re put in.

 

Kanban board delivery increments
An example of a well-structured Kanban process

Who is ‘the stretcher’?

In Greek mythology, Procrustes (or ‘the stretcher’), invited passer-bys to spend the night in his iron bed. Because nobody fitted perfectly into it, he physically altered guests by amputating feet or stretching their bodies to fit.

What has this got to do with PBIs and Scrum?

By squeezing thoughts into a reductive category or enlarging ideas to fill the time you’re trying to control or predict the outcome of the unknown. This can have disappointing or unwanted consequences. Don’t be the stretcher – let your stories be the size they need to be.

 

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