How do I Protect My Organization If My In-House Computer Expert Quits?

It’s an important question that most organizations don’t think about. Most organizations think it would be a temporary inconvenience when to lose their IT person when, in fact, usually the opposite is true.

Ask yourself the following 6 questions:

1. Do you have written documentation about your computer network? Think about what software licenses you own, critical usernames and passwords for your network, what hardware do you own and when warranties expire, what 3rd party vendors you work with and what is their contact information? NEVER allow a single IT person keep this information under their full control. If they left suddenly, this could lead to huge consequences and expense to your organization.

2. Do you know where your backups are and if they are actually running properly? Most organizations assume that these things are just being taken care of by their IT person, but if you do not have proof that procedures are being followed, how can you be sure you are protected?

3. Do you have a written plan for restoring your network in case of a disaster? If you don’t, then only your IT person may know what would need to be done to do a massive restore of your network.

4. Do you know where all of your software is stored? In many cases if you can’t find the original software keys to enter in when reloading your software, you will need to repurchase the licenses.

5. Do you know what routine maintenance must be done on your network, or if it is actually being done? If you think “that’s what I pay my IT person for” was your answer, that’s the wrong answer. Maintenance procedures should be documented in detail and signed off on by your IT person on a monthly basis. Developing this procedure not only documents what needs to be done, but also proves that these tasks are being done.

6. Do you know how to secure your network from a security breach if the attacker turns out to be your ex-IT person? It is not the right time to think about how to protect yourself after the resignation has been laid upon your desk. End of employment expectations and procedures should be documented and discussed when the employee is hired, not when they are fired or quit. Make sure you know what your IT person has access to, and how to terminate that access if you need to.

Steve Kelsch
VP of NRG Technology Services

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