In the previous post I said that you needed, albeit briefly, three groups of people to make your Disaster Recovery Plan effective and efficient. That will lead you to getting back into business and recovering as quickly as possible. In this post we’ll talk about a couple of them.
The first group that you should form is this one. They will help to ensure the clean-up and recovery of the facility. It will, by necessity contain everyone that would be needed to complete this mission. While this is generally for a manufacturing plant, it can easily be adapted for a warehouse or office building.
Those who are assigned during normal operations in maintenance and housekeeping will be in this group. There obvious responsibilities will be to get the facility up and running efficiently by whatever means necessary. Regular employees may have to be drafted and placed into this group in order to facilitate the rapid recovery. If they are unionized, then you have another set of people to deal with as well.
Your engineers and other such support employees will also be here. And just as obviously there responsibilities will be to ensure that everything that can be repaired and replaced is done. They have the responsibility to bypass any such limitations on repair or ordering of parts or machinery and get back to normal.
Also in this group would be security. The security supervisor/manager will need to be as intricately involved as possible with the process. It will be their responsibility to ensure that all necessary contractors are passed through effectively and efficiently. And it may also be necessary to temporarily contract with a security company for additional coverage if the situation requires it. They will, or should be, the point person for all security related matters – no matter how trivial they may seem to others.
Along with all of this is one big issue in disaster recovery. Don’t bypass the people who are making the recovery possible. In other words don’t change or implement something unless maintenance, housekeeping, security, & engineering are notified and they approve of such a change. This will prevent a whole lot of acetaminophen and acid reliever from being consumed.
This group will have the responsibility for everything that is administratively necessary to get the business operating smoothly again. They will be involved in ordering supplies, approving new contractors, allowing new contractors into the computer system and the like.
From the IT department to the admin side of HR to all other support functions will be here.
If you have a food service department, then they will also be in this group. They will be responsible for expediting requests for everything, from office supplies to paying or arranging payment for contractors. Scheduling, insurance, payroll, and the innumerable administrative duties that will need to be handled on a minute by minute basis.
As for emotionally draining duties, this group may have the worst of it. Human resources have to account for everyone and then make the appropriate notifications to families. Therefore they need to have an accurate account of who was at the facility at the time of the incident and approximately where they were at when the crisis struck.
They will also have to deal with the regulatory issues as well as many other sundry issues connected to these. The company legal department may be placed into this group as well in order to help ease through the myriad of reports, governmental, & regulatory issues.
Notifying the employee assistance program (EAP) or arranging for grief counselors and the like will also be in these groups’ responsibilities, more than likely under the HR banner. They need to provide for all support that employees may need. From working with facilities for food service to the EAP to handling requests for the Red Cross and the like. As I said, this group will have the most emotionally draining of any group assisting in the recovery. And because of that they may, understandably, take more breaks and have more time off, both during and after the recovery is completed and the company should facilitate this no matter what.
(This is the 2nd in a series on developing and implementing your DRP)
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