Moderator, IT Pro Team
Certification and Career Expert
Join Date: Nov 2011
Location: near Nashville, TN
OS: Windows 7, and I won't be upgrading to Windows 10!
I've moved from a vendor role into a permanent hire position twice. Both times I was asked, and both times the transition went well. That said, I didn't have anyone reporting directly to me, but I was in a senior tech role. I was respected before the transition, and I was just as respected after the transition. If you're good at what you do, coworkers will understand why you were chosen for the position.
IT Manager or Director of IT (or any other similar variation, such as Technical Manager or Technical Director) would be appropriate titles.
Would anyone be reporting directly to you (where you would be their direct supervisor/boss)? If not, it doesn't sound like there's much reason to worry about "public relations". But if you do, and even if someone else was expecting to move into that position, it shouldn't come as a surprise to anyone that you would be taking the role - after all, the people who currently do the IT work are admin/accounting types, not techs, as you say.
Having a "70% defined" role is not a big deal. The most important issue, regardless of job definition, is that the company believes that they are getting fair value from your work for what they are paying you. If that's good, nothing else matters (well, as long as you enjoy the job).
When working from home, communication is key. That said, don't overdo it. Micromanagement isn't necessary as long as things get done in a timely fashion. The worst thing you can do with productive employees is to micromanage them to death.
Also, I wouldn't recommend turning the world upside down from day 1. People don't like it when you lock down browsing habits tighter than a duck's butt. That said, reasonable controls are possible. The key here is to get senior management involved with those policy decisions - for two reasons: one, so you don't come off looking like the bad guy, and two, so you have support when it comes to enforcing those decisions. This is true for ANY policy decisions.
As far as what kind of policies would I implement... provided I had senior management's blessing, I would lock down ONLY dangerous or harmful sites. Why lock people out of benign sites as long as the job gets done? For example, it's not my decision to lock all employees out of Facebook or ESPN... but if another department's manager - or the CEO - doesn't want THEIR employees doing it, I can implement that FOR THEM. See what I mean? ;)
I had good results with WebSense (web filtering) years ago, when I was responsible for network administration for a 500-user company.
Please don't be that guy who says, "it's not my job to take care of hardware issues". It's your job to support the company in whatever way you can. That doesn't mean to put off your other responsibilities just to do basic IT work that any warm body could do... but that also doesn't mean that you should refuse to fix a printer and retreat to your ivory tower, either. When I was in that senior network admin role, there were MANY days that I helped the help desk staff out with basic stuff that needed to be done. If you want to be respected by your staff, help them out when they need it, and don't ask them to do anything that you wouldn't be willing to do. That makes someone a good manager. Just my opinion. :)
Speaking of hardware support - if you use your "old company" for more than 40 hours of hardware support, you need to discontinue their services and hire someone to do it for the "new company". It'll save the company money in the long term (big hint - that's why your "new company" wants to hire YOU directly).
Hope this helps address most of your points. :)
BosonMichael / Senior Content Developer, Boson Software
CISSP, CEH, CCNP, CCDP, CCNA Security, CCNA Voice, MCSE+I, MCSE: Security, MCSE: Messaging, MCDST, MCDBA, MCTS, OCP, CNE, SCSA, Security+, Linux+, Server+, Network+, A+
Served proudly, US Army, 98C Intelligence Analyst, '89-'92