www.1001TopWords.com |
Forecasting Support Costs
Did you know that maintenance accounts for 50% to 80% of the overall product cost? Well, it does! And while most project managers are fairly good at sizing new product features, many are terrible at estimating the effort required to support a product once it becomes generally available. As a result, maintenance projects are inadequately staffed, companies can't respond to customer requests in a timely manner, and products never reach payback. This article presents a methodology to help you guesstimate and therefore plan for the maintenance phase of generally available products. But first, let's define a few terms that are important to the comprehension of this article. Maintenance Maintenance is defined as the effort associated with fixing defects in a software system after general availability (GA). In other words, how many person-months will it take your organization to fix bugs discovered by your customers in the field? Maintenance can be subdivided in three sub-categories. Corrective maintenance involves fixing bugs that are discovered in the system after it becomes generally available. An example of a corrective maintenance activity is a developer fixing a Java method that causes a compilation error. Adaptive maintenance involves changing the system to work in a different environment such as a different network topology, platform, or operating system. An example of an adaptive maintenance activity is a developer fixing a Java method that works on BEA WebLogic but not on IBM Websphere. Perfective maintenance involves changes that allow the software to meet the same requirements but in a more acceptable manner. For example, the designer might change some code simply to make the system more efficient or easier to maintain. Enhancements Enhancements, also known as change requests, are defined as the effort associated with adding new capability to a software system, or modifying a software system to meet newly defined non-functional requirements. Imagine an application that requires the user to authenticate using a username and password. Pretty standard stuff, right? Maybe, but some customers might want to add a third credential to the password mechanism such as a domain. Others might want the username to adhere to an email address pattern. Finally, others might want the application to remember the user's credentials over sessions, thereby authenticating the user automatically. Support Support is defined as the sum of the maintenance and enhancements efforts performed after the product is GA. In other words, support includes all the activities that go on after a product is declared generally available. Methodology Early in my career, I realized that simple rule of thumbs could be applied to estimating the support cost of certain projects. For example, the annual cost of supporting a static Web site after it goes live is more or less equivalent to the cost of developing it. In other words, if developing a static Web site costs $10,000, you can expect to spend $10,000 per year maintaining it. Understanding such rules is very practical. Unfortunately, few of them are transferable. In other words, the same rule would not apply to an e-commerce enabled dynamic Web site distributed across 3 tiers. Various models have been developed over the years to predict maintenance costs based on defect-density (e.g. Raleigh Curve, Weibull Analysis), KLOC and KDSI, and development efforts. Unfortunately, these models are not without any shortcomings either. Many of them are either highly inaccurate or too complex to bother learning them. As a matter of fact, some are so complex that you need to purchase an application worth thousands of dollars and enter 100+ parameters in order to have it compute the effort required to maintain your product. After having studied over a dozen forecasting models, there is one methodology that I highly recommend to any beginner or seasoned project manager. Boehm's Model Boehm's model is widely accepted in the industry as a valid model for predicting maintenance costs. It's relatively simple to understand, and more importantly, it allows you to refine your forecast thanks to cost multipliers, which will be explained later in this article. Boehm's formula is the following: AME = ACT X SDT, where
Say a software project required 100 person-months of development effort and it was estimated that 15% of the code would be modified in a typical year. The basic annual maintenance effort estimate (AME) is therefore: AME = 0.15 x 100 = 15 person-months In other words, you should plan to spend 15 person-months of effort per year to maintain this specific software project. The basic annual maintenance cost estimate may be refined by judging the importance of each factor that affects the cost and selecting the appropriate cost multiplier. The basic maintenance cost is then multiplied by each cost multiplier to give the revised maintenance cost estimate. Say in the previous system the factors having most effect on maintenance costs were Product Complexity (CPLX), which was very high, and the availability of support staff with application experience (AEXP), which was very low. If CPLX = 1.30 and AEXP = 1.29, then: AEM = 15 x 1.30 x 1.29 = 25.2 person-months Forecasting Enhancements The revised maintenance cost does include the impact of the cost multipliers but does not include product enhancements, also known as change requests. The bad news is that forecasting enhancements is extremely difficult because it requires you to know ahead of time what additional capabilities your future customers will request. The good news is that you can charge your customers for any enhancements they require. As a result, a good organization does not consider enhancements to represent a cost but rather a source of incremental revenue. Conclusion When forecasting the cost of maintaining a product that is generally available, follow this advice: Furthermore, make sure you have a professional services team to implement change requests required by your customers, but do not treat them as costs since they are in fact a source of revenue. Luc Richard holds an MBA with a major in high technology. For the past 10 years, he's been managing the development of software applications. He is the founder of The Project Mangler (http://www.projectmangler.com), an online resource that publishes free articles, stories, and other ready-to-use tools to help developers, team leaders and managers deliver software projects on time, according to specs, and within budget.
|
RELATED ARTICLES
Problem Solving When problem solving, you may recognize that you were working on a symptom instead of the problem. An analysis of the more clearly defined problem may require an alteration to the objectives or the ideal solution. These reviews and changes are costly in terms of time and effort which emphasizes the need for rigid scrutiny during the initial problem definition to avoid wasted time and effort. Once implementation begins, it is even more difficult to learn that the entire action plan and subsequent efforts were based on symptoms in lieu of authentic problems. Questions To Ask Employees You Want To Retain Times of cost cutting and downsizing has dramatically impacted the way employees look at their careers. Employees at all levels now know better than ever that job security is no longer something they can count on. They've been required to think bigger, look at other options and do whatever it takes to prepare themselves for the future. In essence, they have let go of their corporate commitment and become "free agents" in search of the best opportunity available. Why Soft Skills? The industrial age is over. Organizations still stuck in the industrial age business models are going out of business very fast. Technology is only as good as the people using it. That is the clear message of the new millennium. The knowledge era is supported by tapping into the immense power of the humans to think creatively, find unconventional solutions to add value, improve productivity, and find answers which will make life and work more valuable to the society. To Outsource or Not to Outsource In these days of restricted head count and tight budgets, the question of whether to outsource or hire in-house staff is more critical than ever. The technical publications function, however vital, is undergoing more scrutiny and also facing greater challenges than ever before. Companies that already employ an in-house technical publications department are looking at doing more with fewer resources. Start-ups, with no internal technical publications staff, are struggling with how to develop technical documents in the most cost-effective way. The Four Key Steps In Hiring And Keeping Top People "When you hire the best, the rest is easy!" We have heard this phrase many times, but how do we put this concept into action? We know that hiring the best people is vital to the success of your business, especially for fast growing businesses. And certainly, your customers have high service expectations. So?how do you hire and keep top people? Let's start from the beginning. How To Use W Edwards Deming Human beings and the way they interact are extraordinarily Complex.Deming tried to define that complexity. Leadership in Troubled Times Leadership in Troubled Times The first task of a leader is to keep hope alive. - Joe BattenLeading an organization can be challenging, even when times are good. When times are troubled, it is even more important for leaders to come to the forefront and provide direction and inspiration. We face challenging times today with a weakened economy, layoffs, and intense scrutiny of a mistrustful public sector. As leaders, now is the time to stand up for our beliefs. I subscribe to a value based leadership theory that has as much if not more relevance in our troubled times today than it has in the past. Leadership is about hope, vision, inspiration, communication, and trust. As a leader, you have the opportunity to provide vision and hope to those around. You have the opportunity to instill belief and restore trust to those who look up to you. And you have the opportunity to build a bond with those around you that is forged under difficult circumstances and tempered with the steel of your own personal values and beliefs. I believe that this is true regardless of what level of leader you are. Whether you are a first line manager, or a CEO your people are looking up to you for direction and inspiration. And they are looking to you to provide them hope. Is that a tall order for a leader at any level? Yes. But this is what separates the true leaders from those people who are leaders only by title. I believe that Joe Batten is right when he states that the first task of the leader is to keep hope alive. I believe that the second task of a leader is to communicate that hope and vision to their employees and their superiors in a way that builds trust and respect. With a strong foundation of values, a leader can inspire their people to achieve great things, produce fantastic results, and succeed while others around them fail. Without a values based foundation a "leader" may produce short term results but will fail the test of time as employees, without any basis for trust and respect will look for any opportunity to better themselves and remove themselves from the realm of a valueless based leader. You do not lead by hitting people over the head -- that's assault, not leadership. Dwight D. Eisenhower (1890-1969) - Thirty- fourth President of the USAWhy is it that we hear about so many oppressive work environments, where the bosses belittle their employees, use the whip to produce results, and then discard anyone who questions their orders? When I read or hear about "leaders" telling their employees that they "are lucky to have jobs at all", I cringe. For in reality, those are not leaders. Those are just the caretakers of companies that do not truly value their most precious asset .... the employees. These "leaders" violate the principles of value-based leadership and will soon discover that their lack of true leadership, their lack of vision and hope, will result in their being abandoned when things improve. He who thinks he is leading, but has no one following is only taking a walk. - John Maxwell " 21 Irrefutable Laws of Leadership"Employees are the backbone of any organization. They, not you, make things work. They, not you, find creative solutions to complex problems. And they, not you, ultimately hold the key to your own personal success. For ultimately you are judged by your ability to develop, lead, and maintain strong teams that put the goals of the company ahead of their personal goals. And that only happens to employees who are inspired by, and trust in their leader. If you want to know if you are truly a leader or not, look around at your team. Do they follow you because they want to? Because they are inspired by you? Because they believe in you? Or do they follow you because they have to. It is time to take a long, hard look in the mirror. Are you providing hope and inspiration to those around you? If not, when will you start. Crisis Management Tips The term crisis management has different connotations. In this article, I will try to provide pointers that can be used in most situations: Managing People - No More Mr Tough Guy I believe the media and our culture sends the wrong messagesabout how to manage people and this makes it difficult forBusiness Owners and Managers. Creativity and Innovation Management ? Hierarchies Creativity can be defined as problem identification and idea generation whilst innovation can be defined as idea selection, development and commercialisation. A Renewed View of the Modern Business Culture Life can sometimes be unexciting if not refreshed by the will to create according to one's own conscience and freedom. Often, the power of passion fuses into unexciting or appealing activities. One sometimes expects to be free from the demands, the macro-strings of the society, so that one could do what one wishes. In many different ways, one could say that freedom of this nature may bring about towering creativity though it can also breed chaos. How to find a method that could encourage a pleasing freedom as well as bring about the desirable creativity is very important for the society in general and for business in particular. In short, a balance needs to be sought and erected. But the balance, as I will show, is the one that encourages conceptual creativity to soaring heights while it limits dispositions or practice in line with the prevailing macro- or micro-culture. Managing the Human Resource Project We obtain strategic results by aligning HR mission, vision and values. The following overview highlights a macro approach to project management. Seeking a stretch assignment, such as ownership of a major corporate HR initiative, we lead our organization by example. Strategic project management affords an exciting and challenging opportunity to direct our futures and show case our talents. Overcoming the Document Tracking Challenge "Where did it go? It was here yesterday. Wait. Here it is. But it looks a lot like the draft I just sent my team members yesterday. I don't remember when this change was made. Who made this change? Why is document tracking so difficult?" The Role of the Machine Metaphor in Mixed-initiative Organizational Leadership "Can This Marriage be Saved?" So reads the title of the cover story in the August 15, 2005 issue of BusinessWeek (www.businessweek.com). The article describes the seven-year (1998-2005) story of the merger of Daimler and Chrysler Corporation. As of this writing, the board of the merged companies decided to terminate the reign of the current chairman, Jürgen Schrempp. At the end of this year he will be replaced with Dieter Zetsche, the current head of the company's operations in North America. The article identifies the following five critical challenges facing the new chairman: Communication in Business Effective communication in business is not about creating the perfect PowerPoint presentation. It's not about writing the perfectly-pitched report. It's not even about assiduously alliterating {smile}. Directed Introspection One of the greatest obstacles to progress can often be our awareness of past failures. If we tried something a couple of years ago and fell flat on our faces (and especially if we were ridiculed or derided as a result) we tend to be reluctant to rock the boat again. When we believe that history will repeat itself, we become paralysed by fear. How To Decrease Downtime and Increase Productivity All maintenance activities of the workforce must be documented, this includes breakdown repairs, callouts, preventive maintenance, replacement maintenance, overhauls, and Testing & Inspection work. Maintenance work by production line employees must be included, whether or not the employee is listed as in maintenance. These activities can then be mined for maintenance information "gold". How to Manage Your People Well: Tips for Managers of Training As a training manager, there are two important aspects to managing your people well: hiring, supervising, and motivating (managing with your people) and building up corporate support for your department (managing for your people). Unfortunately, training is not well understood by some executives, and its benefits can be hard to assess. Even a good training manager's department risks cuts by cost-conscious administrators convinced that training is an unnecessary expense. In The Secret of My Success, a cinematic fairy tale about life in corporate America, Michael J. Fox gets scolded his first day on the job for speaking to a senior executive: "Never consort with a suit unless the suit consorts with you first." As a training manager, however, you had better be prepared to consort with "the suits" from Day One. Managing for your people is a pro-active strategy that constantly demands selling your department's services and widening the base of organizational support for the training function. Communicating In Chaotic Environments How do you, or would you, communicate in a chaotic environment? Time Management Tips for Managers Late last year I was presenting a workshop for the senior managers of a major organisation. Whilst doing a pre-workshop survey to assess the challenges these managers were experiencing it became very apparent to me that many of them were showing the signs of business burn-out. And it was no wonder why. They were suffering from 'Priority Problems'. Quite simply they were making the mistake of doing the urgent rather than the important tasks. |
© Athifea Distribution LLC - 2013 |