ÃÛ¶¹ÊÓƵ

Transcript

You. Good morning. It’s like they’ve got about five people so far. So just in case anybody’s working out any logistics, do you guys all want to just put in a chat where you’re from, our company and where you’re visiting us from? While from Scotland. Thank you for joining us. Our area. U.S… From Minnesota. Spent a lot of time there. And then as we get started, if you just want a package that the chat something you’re hoping to get from today, that would also be super helpful. And then I’ll just do a little bit of housekeeping and you and I will get started. So with today’s webinar, we will it will be in kind of presentation format and one of us will be monitoring the chat at all times. So if I’m talking to you and we’ll be monitoring if an and vice versa. But please, if you have some burning questions as we’re going through a topic, please don’t hesitate to raise your hand or just hop in with our question. We’re here to help. So without further ado, this will be recorded and we will share out the deck and the materials after this is done. So if you don’t, you don’t need to write notes furiously or anything like that. And if you miss a part, you will get the recording afterward. And if we start a little bit early, any late people will get the very beginning of this. So as we get started, I’m Tyler Holt. I’ve been with work for for 12 years and November, as you probably seen in my bio, I’ve been using work for four, six, ten years now. I think I was a customer prior to coming to work front and I’ve done implementations, strategic work, pre-sales, post sales and work for. It’s just a lot of fun for me. So you want to reach us? Yeah. Okay. And then if you want to go ahead and introduce yourself doing. Yeah, I’m the owner, Russia. I’m based in Seattle. I’ve been working with Tyler for about three or four of my five years here at work Front End ÃÛ¶¹ÊÓƵ, and before then I was also a customer. I was an I.T manager for a while. Marketing. Yeah, the whole gamut. I right. So today we’re talking about really this system admins and group admins and the guardianship of your system and so we’ll talk about the difference between those two roles and some best practices, like you said, question around those two roles and really what should know when you’re setting up your system for future scalability, How do you build your work front instance So that future groups, when they’re coming in, it will be neutral enough that there won’t be any issues When you’re setting up the data you want to do future reporting, you might have integrations that you want to do and it’s going to be really builder friendly and user friendly environment for everyone. So when we we decided to throw through this idea of a hierarchical system, admin image into Firefly, and this is what I came up with on a on this image, we there’s like five or six different options of course, and you can kind of generate through or I thought I did all right, not too bad. We’ve got a couple layers here and you can see the different organizations and I did have to call out that there are both males and females. I couldn’t get images that were just males or just are. All I got were images that were just males or just females initially. So but eventually I got to this this, this image, and I’m pretty happy with it, honestly. But where we’re going with this is actually looking something more like this. This might look a little complex. Don’t worry, we’re not here yet. We are focusing in on two of these areas, the sysadmin level and this conversation, and then the group admins that are right below that. But this is part of a larger ecosystem. When you have a fully evolved enterprise, work for an environment, it looks something like this. This is something that we typically see with some of our larger, larger customers. Many of you may have have an organization like this, and one of the things that I like to call out on this is that while you have to sysadmins, typically there are kind of two roles within that. One is more process oriented and the other one is more technical, tactical. And and that’s, you know, that’s per instance, you really need somebody who’s really familiar with the instance that they’re working with. So if you end up with multiple instances in your organization, you may end up with multiple groups of those as. Edmonds Anything else to add there? Tyler I think you hit the nail on the head. This is aspirational. Some of you may be here already. What we’re really trying to say here also is that I think it’s really important to establish a really strong foundation of system admins and group admins and doing so really does set you up for really strong governance. If you’re system admins are really empowered, then they’re really able to make the decisions of Is this going to put our system at risk? How is this going to impact us six months from now, six years from now? And so I really do. I really think it’s important not to underestimate the importance of truly values in the system admins and the group admins. You know. Especially within this practice. And so what we’re talking about here today obviously are the work front system admins and the group admins. So I really like to start to distinguish between those two roles. And so I’m just going to point out the differences that I perceive once you do build out that solid foundation. So I see the work front sys admin. Once that solid foundation has been built out as really becoming a more strategic role within the organization and as you know, they will really execute the ÃÛ¶¹ÊÓƵ work for use cases. They’re typically the initial group that will build out your initial implementation. They’re really looking for the talent of the people that might become group admins. They’re the system guru with all the work front, knowledge, driving change, value and adoption I think is also really important. They’re the enable expert and the escalation point and they’re the primary point of contact with work front support and they may not be the person doing all the integrations and automations, but they really need to understand what integrations and automations are happening and be right on top of that within everything that’s going on in the system. So to make sure that nothing is conflicting with those. But wait, there’s more. Yes. And on that strategic side, I was talking about the really governing work front to make sure it’s scalable organizationally to minimize that risk, to preserve data integrity and to protect that usability. They’re an advocate for work front to both the executive stakeholders and to the end users. They have that ability to communicate the why, identifying the value of work front, and they’re truly a system guardian. So as I’m sure everyone knows on the phone today, you’re the system and mineral is the only role with full control and permissions. And I’ll work for instance. One thing that I did when I was when I was running our work front practice was considering I considered the sysadmins as an internal consultant. The more they felt like it, like they were consulting and less administering. And those administrative, you know, operations and tasks were delegated down through to the group admins, the better they were able to to perform those more high level objectives and needs of the organization. So that’s, that’s one, one thing that I would take away from this is that the more you can elevate that, that role, the better. That’s a great point. A lot of companies are now calling them the product owners and elevated roles like that. Correct. And so the group administrator was strategic for their own groups. It’s more of a tactical role. They’re meeting all the training requirements at ÃÛ¶¹ÊÓƵ. In order for us to be sys admins, we have to take our best practices training. We have to become work front certified before we can even touch work front the admin side of that. And I think that’s really important. The group admins really need to understand the impact of what they’re going to be doing. If they’re making changes, they maintain the configuration obviously for their own groups. They understand the process needs of their business owners and their end users. They’re communicating any problems or any requests coming up from from their business owners and their subject matter experts. So they’re really taking the heat off of the system. Admins, as you can imagine, with the large organizations we have on this call, if you had all of your end users coming to you and you might right now with all of the needs of the organization and becomes overwhelming, overwhelming extremely quickly. But wait, there’s more. Like you said, you end the high level strategy side of a group administrator is to really serve as the key contact config expert and adoption champion for the groups they support and to act as that liaison between the groups and the system administrators to drive that positive change. And like I said, it’s really important they have that work front knowledge to be able to know what may put systems or the user experience at risk before they just start changing things. I how to stop your group admins from going wild and it’s it’s important that they are able to communicate messaging to their end users about upcoming changes. Releases require training that the system admins may need to them to be able to communicate to their users. When when Tyler and I migrated over to to ÃÛ¶¹ÊÓƵ, I think we were both sysadmins in our older system and we moved into group and minerals, but our the way that I think about this is that this is more process. They’re like process admins. If you think of them as being the people that are, that are more in tune with the individual processes within the team and within work front than the sysadmins. And that differentiation between consultant and process admin are kind of ways that I think about these. They’re not necessarily official terms or anything like that, but that might help you distinguish those two a little bit more. And it kind of goes along with that distinction that we talked about when we showed you that diagram. I’m extremely process heavy. That’s my expertise. And you and as extremely technical, he’s very good at fusion integrations and that kind of thing. And so talking about the process expert sys admin and the technical system and when he and I pair really well together and that aspect story. So how many people do we need really here is one of the big, big questions we typically will say to sysadmins. For instance, this has been a standard for quite a long time. We do recognize that there are often, you know, you have a global organization and so there may be some some exception to that, but really be thoughtful about keeping that to a very minimum. A third is often a third individual is often all you need to really cover a global or a global footprint. So other considerations are, you know, how large are the groups, You know, if you have if you have really large groups, maybe you need to look at look at either breaking them up into smaller groups, maybe you need to look at having multiple group admins for that size group. If the group is really small or maybe a group admin doesn’t have to just have that responsibility, maybe they can have responsibility over multiple small groups. Certain things like that are some things to keep in mind here when it comes to to scale, the the number of users reliant on the group admin is a key thing to understand. You know, other things that I think about here are the risks associated with it. So the more processes, the more complexity and process that you’re doing with, the more risk you have. So keeping that to a minimum, as with anything and this, you know, one of the things I like to think about too, when we’re talking about this, we’re talking about work front from beginning to end here. This applies to any system of record that you’re looking at. So if you really want to take this this conversation and extrapolate from it and maybe you’re managing multiple systems, a lot of our a lot of our customers, the same group that managers work for managers, you know, all of their ÃÛ¶¹ÊÓƵ stack or maybe even other, you know, tools, third party tools, this same practice can be used for those. What we want to do is provide you with that same can armor now that they don’t always have the concept of a sysadmin and a group in it. But things like this, like under saying, you know, keeping that small, avoiding, you know, avoiding risk, keeping your understanding the complexity in your organization, they really apply to any tool that you’re working with. And so that’s, that’s one thing I’d like to add with this with this point was did I miss anything here to other. Yes, I agree. That’s one of the most common questions that we get asked is how many do we need? And so it’s just not one fair, clear cut answer. And so these are just kind of some of those factors to really look at and consider when you’re trying to answer that question about how many do we need? So really with this, this slide is kind of you’re kind of your take away take away slide from this last section and and understanding that administering work front is an ongoing program. It’s not a project where you just set it and forget it. They build for the long term success and expect and expect the change. Take the time to find the right caretakers and, you know, anticipate that kind of change. So one of the most common questions that we get is how much access does a group and man have or should they get, you know, like what is what is really, really at the level of access? Usually the question that comes to us is how much access is the group admin have? And to really understand that, you have to understand that group admin is a cumulative. It starts with a very base level and then you build out from that without any additional access of base. Base level group admin is really, you know, is really kind of kind of limited and it basically gives you into things. There are a few things you can do, like for your group, you can recover things from the recycle bin, other other things like that. But you need to understand that you can add on to that. I consider this I consider the base group admin as if you’re if you’re in a situation where you need to assign a group admin and they haven’t gone through training, you can give them this level of access with a very brief training to get them started, but definitely limit additional levels of access when it comes to, you know, the things that they can actually make significant changes to processes, You definitely need more advanced training. So when you look at when you look at group admins, the basic group admin, most of the toggles are checked for locks. So when you look at when you look at the system, there are a number of different settings. They all have these locked toggles. They look like this image here on the on the right here and if you, if those are toggled on will turn blue and they’ll and the lock in the lock icon will turn unlocked. And basically what that saying is that now that those group admins have access to change those settings, gives them more power, gives them gives you as a sysadmin delegation and it gives group admins more more power over their operations. And when you look at limited group group admin access, there’s two really two places to look. There’s those toggles that I just mentioned. There’s also access levels. You can allocate allocate admin access to certain different different areas. Just make sure that you look into and you understand the ramifications of preventing those access, because some of those are quite significant. I’d say. I would agree. And you can use that allow administrative access to enforce them to be able to only view the companies and groups they belong to. And then one of you can look at this to see what some of the high risk areas are. And so there’s a lot of people that really want to regulate their custom forms, for example. So in this picture, custom forms is not checked. And so those are just the kind of policy decisions that you’ll want to make as you really look at honing in on what’s what group admins can and can’t do, then there’s some that will have a group group admin, one in a group having to or full or or limited or something like that. And they really limit the amount of group Batman stock and touch custom forms, especially those with integrations. So group admins can make group specific changes by selecting their group name under the set up. So if you go into the groups, it’s one set up you can Erlang. If you go into setup and you start over if you want to set up for the main menu and you go down to groups, then you can dive into the groups, you can see the groups that you have access to from within that it opens up a panel that looks kind of like this one that we have shown here. This is an i.t group and end from the left hand. Now you can see that there’s a number of different areas that they have access to that they can change the settings for. Typically you want to look at group members, you want to look at layout layout templates to start off with and then kind of, and which kind of bookends that list and then move into the center is the way I think about this. All of the areas are good to review as you’re setting up groups and making sure that they’re configured properly for your organization. It’s also nice one stop shop if you want to see all the portfolios that belong to your group are the programs that belong to your group. Those kind of things. Instead of having to build in from group filters or group by home group and those kind of things. So if you’re just really looking to audit your group, this is a really nice place to be able to go and do that as well. So when it comes down to right sizing your sysadmin, practice, you need to look at you need to look at the size of the organization, right? You need to look at the access that’s provided. We’ve seen the question maybe that now get in. Now we’ve seen this distinction between system and group admins. They are there are there those offer to increase for sysadmins to become group Edmonds can you can you down downgrade their permissions I guess to two group admins in order to secure your environment keep it keep it controlled right. Are there are there areas where you can train a group admin on sysadmin permissions so they can act as a backup? Are you seeing the opportunity to distribute more of the effort to those group admins? Hey, let me anything here. I’m there’s just typically two kinds of people. You’ve got the system admins who are just completely overwhelmed and they’ve got another job completely on top of it. And there’s just so much to do. And really learning that the power of the group admin is eye opening to them. And then we know I was one of these. There’s the system admin who’s worked endlessly and tirelessly to build know this instance that they care so much about and it’s their baby and they’re terrified of allowing group admins in their instance because they don’t want people to break stuff. And so it’s this sense of letting go of control. And in your in your baby, your your instance and so really learning that, oh, okay, So I’m not giving away full keys to the kingdom, I’m really just getting myself some help so I can continue to do the really strategic stuff I love. And so that’s why we just really like to show you that you’ve got a lot more control than you may now, because some of these enterprise controls are really only 2 to 3 years old at most, and some of them are even newer than that. I wish we had I wish I had a lot of those settings when I was when I was trying to run my lord before him, before coming to work for him, for sure. I’m really the really key thing here is, is just not letting your sysadmin staff turnover become a become a major event five alarm fire, if you will. You know, having those those group admins well-trained provides a it provides a safety net. It provides you with that protective layer of, you know, so so so you’re prepared, your organization is ready. It also it also brings career growth for everybody. It helps you develop your your skill gives people something to be proud about. And and it also helps the the ecosystem. It gives you that someone who’s a little bit closer to a process, the ability to to own and own and run their operations. Right. And that’s what Work Fund is built for. It’s built for managing your processes. Absolutely. So as we talked about, we’re just going to cover some of the foundational knowledge that you need to kind of know when you’re going to be opening up possible group admins or just sharing some of that knowledge. So when you’re building for enterprise scalability, some people may be asking like, what does that even mean? It just sounds like a buzzword, another corporate buzzword. It’s really just looking at how do we assess the long term impact for future group onboarding? How do we avoid configurations that are going to limit adding new group processes and how do we build standardization for our data? Our data driven decisions, process autonomy, and then how do we follow best practices to just avoid costly mistakes as our organization grows, to avoid rebuilds, to avoid having to go back and bring in more consulting, to be able to have to really rethink how the structure was thought of in the first place. So this I read this whole thing. This is just really a one shooter to be able to look at a very high level summary of the primary work components. A lot of people just want to know, how do I use these? What’s the best use case? These are more just a summary of pretty much the most common use cases for each of these objects, and we’ll go into more about companies through job roles. They don’t really discuss portfolios and programs here because there are so many unique use cases for different companies. So for organizational setup, we first talk about companies, the things to know about companies is that they are tied to organizational structure. Why that matters is because you can’t have a person that reports to a manager in a different company. So if you want any kind of manager approval or manager timesheet, that is an approval. If you want any kind of reports that say for your managers, we have a manager, people manager dashboard right now that just came out as a blueprint. If you want anything for your people that report to me, all of that would be broken. And so that’s a really important use case for companies. And then other potential uses for companies are any external people that you would work with? So contractors, freelancers, agencies, and then you may have people that will have billing rates that you may be using so you can add different billing rates for people in different companies so that you can estimate project costs or you can see total project costs. And that actually helps sometimes even if you’re not billing out. So you can measure in the future what what kind of cost, what kind of project costs are we experiencing and how can we save on some of those project costs Just to have a really good data point? When we look at when we look at groups, they’re kind of the next the next level down in the in the organizational structure. Really the the key things to understand is that is that you need to understand groups. You need to understand the way that they’re built out, understand that they’re not that they’re not an assignable object as can restrict user access to information relevant only to that that group, the objects can be shared with those. A lot of times they’re the highest level department. They’re also lower level departments. So you can have up to 14 groups group levels. And so those are those are set up hierarchically. A lot of times you’ll have like a marketing, you know, for using the marketing use case, for example, you have marketing and then you have your creatives, a lot of times are underneath that and then your studio and then your designers and you know, and it could be those, could be your groups not to get confused with user roles. So be careful. And teams. And or teams right? Teams are, teams are assignable, teams are cross can be cross organization there and assignable assignable objects is really the key thing there. Anything I miss here? Yeah. It’s just you do want to be careful about getting too granular with your teams if you’re using them for access because your subgroups are just going to inherit the permissions of the parent group. If you are not going into every single subgroup and changing specific settings. So just knowing that groups are really departmental, they may be different user type groups, but you really, like you said, they are, You can’t assign work to groups, you can assign work to teams and job roles. So that’s that key distinction. We really looked at using groups for access and the group admin function, and then we do resourcing by teams and job roles. And you can find a few of the groups that can be added via the blueprints area. So you can do some of the set up directly from, from the blueprints area. It’s a good place to start if you if you’re not sure where to start, where to begin. Teams are one of the primary functions of primary functional areas within it, within work front, a user typically has a home team as well as a normal as well as multiple teams that they’re assigned to. I have like 15 of them I’m assigned to. For some reason. Not sure why it’s a they. You can only ever have one primary assigned. Assigned team is a key, key thing here and they don’t appear in the work load balancer. So if you want to manage your work, you need to manage it by the individual within. And if you’re if you’re using most of the most of the resource management tools or some of the other key things here on teams. I’ll just describe out the different types of teams you can have that collection of functional job roles. So the backend development team, the program management team, you can have the request intake team. So those that are fielding requests from a requests queue, you can have team members that are dedicated to products or customers. So I saw someone from PMC on here, so the PMC product launch team and then you can actually use teams as distribution lists. So a lot of people really still want to look at emails. We are trying to get people out of really relying on emails as they get missed. Some people just kind of get so many too many notifications from work front and so they tend to just delete them. So we try to get people relying on dashboards and not their notifications and work front so that people will start putting their distribution lists as teams in work front. So that can be really super helpful. And the last part that I really like to just put on here is because you can assign work to both job roles and teams. I really like to put the team at the end as a naming convention because those little icons at the beginning of the job roles and the team names are so small that it’s really hard to distinguish sometimes when you’re making that assignment, which is a job role and which is a team. So that helps project managers and others who may be making those assignments that they’re making an assignment to a job role and not a team or vice versa. Good tip. Thanks. So then job roles are the functional working roles. Multiple roles can be assigned to to a user. There’s typically a primary job role, and then there are additional ones that are assigned. Roles are kind of a key, key function for advanced resource management, even some of the basic resource management. Also for assignments, if you’re using templates, assigning job roles to template template tasks is a really good place to start because you can you can then get an understanding of the impact of those projects and then you can just reassign from within those roles. Yes, use the people tab inside of the project to to assign to those roles, which is kind of a thing that’s been often lost on. It’s been lost of time, I think. But it’s a it’s a nice function to have actually, because you can you can get you can actually do all the assignments all at once. May Um, and what is the exception we’ve got here if roles are skills specific technical program management, creative, make sure that you assign them separately is essentially what was the same. So okay. So statuses there’s going to be a lot on statuses because you can really, really mess up statuses. So we’re just going to cover this. I’m going to go over this kind of quickly just for time is so when creating new statuses, there’s just going to be a few things you’ll want to keep in mind. You’ve got the the three digit key, and it’s important to keep in mind that that three digit key you are using reports, sometimes the three digit key, you’re going to need to know that. And it’s also used in the API. You are doing status work, triggers, reporting, that kind of thing. So you will want to make sure that when you’re creating new statuses, you pick a key that will kind of make sense to you. And sometimes this system generates a key that has nothing to do with the system or the status that you’ve just created so you can change that before you save it. And another thing you’ll want to make sure when you are creating your statuses is that equates with column. I’ve done this many times just in a hurry trying to get stuff done. You’ll also want to make sure that the status equates with the correct status. So if I create a request queue status or a queue status, I want to make sure that that is equates with current and not new because that will impact the way that that that a project functions. And so if you do that and you save that status, it will actually you can’t go back and change it. So then you have to delete the SAT. Just go back and make it equate with the correct status and speaking that request queue status that I would be creating. It’s really, really important to just talk with admins and with group about semantics and personal preferences. If we’re wanting to create similar custom statuses across groups, let’s just collaborate. If someone’s wanting or request queue status, someone wants a queue status, someone wants an intake status, someone wants a request status. Let’s just get together and figure out one status for all of those and make that stick at the system level. Otherwise, when people are scrolling down through the statuses, it can be a complete mess. Also, when people are doing status reporting, the options can be very, very confusing. If there are a lot of custom statuses in in the in the background. And so here again, I’m just saying don’t let personal preference drive the statuses that are being creative. This is just kind of talking about the required locked and unlocked statuses. So your required statuses are the statuses that you do want everyone in the system to see. The locked statuses are the statuses that you do want. You’re making sure that required locks. You’re still making sure that everyone will see them. If you’re just locking them, you’re making sure that group admins can’t go in and change them. And if you don’t have them locked and they’re not required, then that makes it so that group admins can go in and customize them for their own group. So this can get messy. That’s where you could have an instance where if you have that request queue status at the system level, all of the and it’s not locked, all of the different groups could go in and customize it to be 60 different versions of request queue. So if they’re going to be statuses that are used at the system level, that will apply to all or most groups. I would just lock those. And so you won’t have that kind of mess there. And the other important thing to know is that unlocking previously locked statuses will impact the historical data and it will change to the the changed status list that you have that that are now reflecting and work from. But to yeah and so some people aren’t just sure what default required and optional statuses mean. This is just saying that you only have to show active, planned or complete. Active is the same as current, so you can choose that and then your options are that requested required on hold approved an idea. So if you want those that people hate the word dead so what typically do canceled instead of dead and then if you want to people will often show canceled and on hold at least within their their process. So that’s the way you guys can just go in and say we want an equivalent to some of the optional statuses to show up in our list as well. So that’s really here. Just also just to be able to coordinate and make sure that you guys are not adding to the set list as well. And you kind of have agreed on which of these statuses do we want to use moving forward as well. This here again is just really saying if the group statuses are being created, I think I just have overemphasized this talk as a group. This is just showing where it’s kind of educational piece, this slide, and I believe the next are just more of a guide of how to do these and it’s more for the group admin things to know if this starts to occur. Customizing statuses. So this is just a navigational guide. Also. So with this, this is another object that can get very out of control. And so I’ve just put together a little guide on a good way to think about access levels and layout templates. There are a lot of similarities between the two. So at the top here, I’ve got some things that are in common when laying out your access levels and templates when creating them. It’s the best to not delete the originals because they are created for a reason. And then when you are creating custom, think of them at the persona level. Don’t create them for each job, role or team or individual. Don’t let reporting drive your access or your access levels. It’s typically not necessary to custom customize them by groups or teams and then keep a documented log of the settings of each to prevent duplicates, duplicates and overcomplicating the settings, and also use the description field to specify what makes it unique. And the reason we say this is because when the group admins go in, they don’t know some of these exist and we as I’ve gone through with the other customers, we’ve seen like five, six, seven of the same exact access levels and layout templates being created because they don’t have they don’t want to click into every single one and see like, is there already one that I need? And so they just create new ones for the access levels. We showed you this earlier when giving a cumulative access to the group admins using that allow administrative access for and set the address. Additional restrictions does provide those greater controls for both limiting what users can access and how group admins can support, and then using the above settings can partition the information and separate companies and what companies will see and work for. So if you do have external companies in work front, you can lock that down. So you’ll completely be they will not be able to see anything unless you have shared it with them. Same same practice really. For layout templates, recommended personas are listed to the right. You can look through that list and then you have any questions. You can always just reach out and ask. We’re going to we’re going to skip ahead a little bit here due to timing constraints, but we will we’ll make this I think we’ll make this deck available for for folks. There are a few more slides that talk about that, talk about enterprise controls, custom data and how to deal with custom data. But we wanted to make sure that we covered some of the blueprints that are available. We have a number of number of blueprints that are available for system and registration. These these span, these these band what are what we call the core value dashboard. They they’re focused on getting the most out of out of work front. Essentially the core value the review and approved dashboard is focused on people that are doing approvals. If they’re running approvals through the system. Client facing services are for agencies and other other teams like that. If you have any external vendors, there’s some value that you can find out of out of that particular dashboard. And then governing compliance, which is really it’s it’s managing the, you know, you’re in an organization that we’re compliance is really important. Take a look at all these. One of the thing with blueprints that’s really important to understand is these are there’s a number of best practices, but they’re built for a broad audience. You may not need to use all of them. You may you may, but you may you will likely, I would say, find value out of, you know, one or two reports out of each of them at least. So highly, highly recommend looking at blueprints and these various dashboards that we have built up. And the I am facing services dashboard, the only thing that makes that client facing is that the reports are filtered by not the it’s another company. So there are some really helpful milestone reports in there and a few finance reports in there and some resource management reports on there. So I would definitely take a look at it just because it is really helpful. It’s just filtered to be an external company. This one we’re going to just, just highlight the main thing here is really you make sure that you the you ask asked the right questions about about your processes and how they’ll be. They’ll be managed and document those, really, really document what those outcomes are. We also want to just note that we have we had about 15 slides on request queues here. We just want to make sure that you understand that there’s there’s request queues available. We recommend actually using request queues for your admin admin work and those requests that come in for both your group admins and your sysadmins, it’s a really good way to manage your work within work front. It makes it so you don’t have to go to a different system or keep a log someplace or something like that. Just build it into work front. Use the tool that’s in front of you because we only have we only have 9 minutes left. I want to take a chance to look at people’s questions. I’m told you want to wrap up on these these last few slides here. Yeah, I think the answers I think the questions have been answered. You can take a look at the last one and the two sys admin model which you expect and then I, I’m saying I think it’d be an internal process, but if you’d like to add to that and then I will just touch on the there’s also system maintenance dashboards as well. So there’s a clean up schedule dashboard then, There’s also a system administrator maintenance dashboard. Oh sorry, work for you as such. So those are also very helpful, especially if you’re doing a some audit. Some guidance on building out a maintenance schedule. This is basically you’re basically building out a roadmap for your sysadmin or group admin work. So you make sure that you check everything throughout a calendar year, year. The basically the recommendation is that throughout a calendar year year, you’re looking at every part of your system and you’re going through it through some kind of an audit, some kind of depth build to have another fun, funny image from Firefly and a sample admin agenda. We’re not sure exactly what she’s holding in her hand, but it looks like fun projector thing when you look at when you when you’re getting started. Sometimes the agenda can be really useful for understanding it. What are some of the typical typical things that we need to to look at it a recurring basis is really what the key takeaway there. And then and then as far as what the next step is in the system, system admin journey is establishing governance and building from that. Without sysadmins you don’t need, you really can’t about the like governance because you want anybody to maintain the system. And I think this speaks to your question, Jonathan, as as admins, I do think you’re really building out those requirements and the ways to build out new requests, queues, templates, dashboards. But as you evolve into a governance committee, I think that then evolves into a higher level process, kind of both that request queue you and showed are we having people request new requests, queues be built? Are we the requests queue kind of showed are there things that can be built that just it’s information only or are there some things that can be built that we just need the approval of the group admin Are there things that can be built that just need the system admins approval? And so it really is going to evolve within your organization. And then so we want to leave you with a couple more events that are coming down the path. I guess 22nd we have the fundamentals of ADP, Marketo integrations, August 23rd, we have the content acceleration with AI Empowered Copywriting, and on August 26 we have the real time customer data platform getting started. These may or may not apply to you, but let your your fellow employees know about them that are maybe a little bit closer to those those processes. And we have a lot of materials that our teams put together and they’re worth checking out when it comes to this presentation. We want to thank you for your time. If you can fill out the survey, there’s a QR code should be on your screen now and and as well as the link to the form, you can fill that out. That’d be greatly appreciated. I’m going to leave that up and see if I can look at any questions that may be coming in. If you have any questions, please put them in the chat at this time if you haven’t already. They’re so quick in that chat as well. Anyone has any issues with. The. QR code. Any burning questions about group admins or sysadmins that function? I’m curious what any of your models are currently. Do you guys have mixtures of system Advanced and group admins? Are your system admins only? Okay. Well it looks like people are dropping off now. I want to thank you for your time and we will see you now. Stuart chimed in. Esther. Okay, very good. That’s probably one of the hardest things to manage is the the skills that different users have. Sure. Okay. Thanks for chiming in their story. There is a slide on there, Stuart, that does show some enablement and a link to our enablement site as well. So hopefully that can help. You can always speak with your account representatives as well. If you’re looking for anything like bootcamps or certifications or anything like that to level anyone up. Thanks, Alicia. Thanks. I can see on here. Thank you. Appreciate your. Right.