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It's World Tuberculosis Day, HRD! Tuberculosis (also known as TB) is the one of the world’s deadliest infectious diseases; it’s currently second only to COVID-19. However, it’s also preventable and curable with proper screening and infection control practices. Since 2013, health care facilities licensed by MDH have been required to follow infection control and screening practices to ensure that Minnesotans are kept as safe as possible. You can learn more about the fight to end TB on the World TB Day 2023 (WHO) website and see MDH’s guidance about preventing the spread of TB on the MDH Tuberculosis (TB) page.
How many mailboxes does your team manage? HRD has more 46 group mailboxes that we manage, and we’re slowly closing down the ones we no longer use as part of continuous improvement projects throughout the division. This month, we’re saying goodbye to Health.fpc-licensing@state.mn.us! We encourage you to check out the HRD Mailboxes list and see if there are any mailboxes that your team doesn’t use anymore that could be deleted, or if there are any that you know of that are missing from the list!
HRD history note from ADD Susan Winkelmann: "Facility and Provider Compliance" was what HRD was called before it was “Compliance Monitoring.” At that time, HOP and Mort Sci were part of a different division, along with Health Policy. HOP/Mort Sci joined with FPC to merge into one big healthcare regulatory division and later became Compliance Monitoring.
Public Hearing on March 28 for relocation of Children’s Minnesota Epilepsy Monitoring Unit: HRD will be hosting a public hearing on March 28 as part of our Hospital Closure and Change in Services process. This hearing will provide a forum for greater Twin Cities metro area residents to discuss the relocation of Children's Minnesota Epilepsy Monitoring Unit from Saint Paul to Minneapolis in the summer of 2023 (no sooner than June 15, 2023). You can find out more information about how to join the hearing or submit a public comment by visiting the Children’s Minnesota Public Hearing page on the MDH website.
Let’s learn something new this spring! There are lots of interesting professional development activities on the horizon to help us grow our skills and learn how we can better protect Minnesotans. Here’s a few of the ones that we’ve seen recently:
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Breaking the Cycle of White Supremacy in Aging and Disability Services: Tuesday, April 18, 1:00 - 2:30 p.m. This webinar is part of the Age and Disability Odyssey Conference, hosted by DHS and the Minnesota Board on Aging. The webinar is free, but is not recorded. More information is available at 2023 Odyssey Series / Minnesota Age and Disabilities Odyssey Conference.
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Tips to Build a World-Class Workplace: Wednesday, May 3, 1:00 – 5:00 p.m. This half-day in-person webinar is hosted by the Performance Excellence Network, and focuses on best practices to create and sustain a workplace that attracts and retains high performers. Special emphasis will be on developing a powerful onboarding experience for new team members and ways to drive personal accountability and team cohesiveness. More information is available at the Performance Excellence Network website for the event.
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2023 Public Health Institute: May 15-June 2. This institute consists of a several weeklong courses hosted by the University of Minnesota and includes topics such as: “Mass Media, Public Opinion, and the Politics of Public Health,” “A Multidisciplinary Overview of Aging,” and “Decoding Data for Public Health Professionals.” Some courses are offered online, while others are held in person, and there are 10 scholarships available for professionals who work in public health. More information is available at the 2023 Public Health Institute (umn.edu) website
Good afternoon & Happy Spring. With the sunshine & snow melting, it really feels springy!
This week, Division Director staff were informed about upcoming changes to our workspace. HRD and other divisions housed in the GRB will be moving in the next few months to new spaces, ultimately being relocated to space in the Freeman Bldg. As we get additional information, we will be sharing what this means for you, and time frames. All of our workspace cleanup work last summer is paying off because we will have less areas to pack up when it’s our turn.
We know the 2nd floor spaces are being moved first and are expected to be out of their current space by end of May. Please stay tuned!
Maria King, HRD Division Director
Happy almost-spring HRD! Once again, it’s your favorite data analyst, Erik Holmberg, bringing you the latest edition of the Have you HRD – data edition.
This month I’m going to keep things simple and go through all of the HRD Tableau products on our server. I think this will be valuable since I talk a lot about Tableau, yet people don’t often know what exactly is on the server.
All of the dashboards that you have access to can be seen by logging in to the MDH Tableau server (using your usual login credentials). If you don’t have a Tableau license but think it would be helpful for your work, please talk with your supervisor about it.
- Engineering Dashboard: This dashboard tracks and monitors metrics that are important for the engineers to monitor as well as showing relevant historical trend data
- L&C Complaint Metrics Dashboard: This dashboard tracks important metrics that CMS wants us to track along with a few extra helpful graphics.
- Standard Metrics Graphics: This is a collection of multiple graphics across all program areas of HRD. Each of them have relevant filters which allow users to filter content and then screenshot the graphics for presentation purposes or otherwise. (Everyone in HRD who has a Tableau account can see this one.)
- Fire Marshal Report: This report provides needed information for the Fire Marshal to perform necessary visits, this used to be tracked in Paradise but has moved to Tableau to integrate JIRA.
- Deposits Standard Report (SR): This report tracks all deposits entered into the HOP system.
- 670 Time SR: This report tracks all visits that should have 670 time entered into ASPEN and breaking down any 670 time that has been entered for those visits.
- Active License List SR: This is a full list of all active licenses with basic facility/registrant/certificant information (this is still a work in progress).
- ALF Renewal SR: This is a report that aids staff in tracking Assisted Living renewals.
- All Applications SR: This report gives important information about EVERY application to have ever passed through ICSD with filters to allow credentialing staff to use.
- ALL Report for EH SR: This is a small report showing the ALL survey progress which is also available for leadership from Environmental Health (EH) to see.
- Applications not in ICSD SR: This report is as the name says, it has application information in Paradise that is not in ICSD.
- BATLS Applications SR: Another applications report, this one tracks applications passing through the BATLS system.
- Conditional Licenses Standard Report: Here is a report that tracks all licenses that currently are, or have ever been, in a conditional status.
- Engineering Active Plans SR: This report shows all Engineering plans (akin to projects) that the engineers have active for one of many potential reasons.
- Federal Projects Needing Revisit: This report shows all federal projects (investigations, survey visits, etc.) that need a revisit along with other necessary information.
- GovDelivery Email Addresses SR: This report shows every active license along with the name and email address to be used for govdelivery distribution.
- NAR Placements since 1/1/2020 SR: This shows all people who became nursing assistants since that date with a custom date filter.
- NAR Training & Testing Sites SR: This shows all of the testing & training sites affiliated with the Nursing Assistant Registry (NAR) program along with some maps about where they’re located.
- NAR Training Sites SR: This shows some more detailed information on the NAR training sites specifically.
- PCR Packages not in ACO SR: This report shows all of the follow up visits that don’t have their packages uploaded into ACO.
- Revisits without an Exit Date SR: This report has revisit information from Paradise which doesn’t have an exit date which could mean it hasn’t happened yet or there are data entry errors.
- SSIS Triage SR: This report shows information from SSIS relevant to the intake & triage supervisors.
- State Rapid Response SR: This report shows relevant visit and provider information from Paradise to the state rapid response staff.
- State Survey Assignment SR: This shows all survey information about the state surveys for supervisors & managers overseeing that work.
- Surveys Packages not in ACO SR: This report shows the survey packages which are not in ACO but should be.
Anyways, that was a long list so I’ll stop here. If you have any requests for data or reports that you’d like to have created, please reach out and I’ll get working on it. If you have any questions about this or anything else, feel free to reach out!
Contact Info: erik.holmberg@state.mn.us
This week, we’re shining the spotlight on our newest Senior Leadership Team member, Daphne!
Name / Pronouns / Position: Daphne Ponds (she/her), State Executive Operations Manager and Office of Health Facilities Complaints (OHFC) Director
Location: Assigned to the Golden Rule Building. Live in Blaine, MN.
Tell us about your background. How long have you been in HRD? How did you get here?: I started with HRD in June 2018 after six years at the Board of Nursing as a Nursing Practice Specialist. Before that I worked as a Judicial Clerk in the Hennepin County Mental Health Court after law school. I worked about a decade as an RN in trauma nursing and patient safety/quality work in Louisiana, Texas, and St. Paul before finishing law school. I started in HRD as an OHFC Supervisor and then in 2021 was promoted to the State Regional Operations Manager position, and as of this month, the Executive Operations Manager position.
What's your role within HRD? What do you work on?: As of this Monday (March 20), I will officially step into the role of State Executive Operations Manager after nearly 10 months working out-of-class in the position. I help lead the State Evaluation, State Rapid Response, Engineering, Health Occupations Program, and Mortuary Science sections. I directly supervise three Regional Operations Managers and am a member of the HRD Senior Leadership Team.
Describe a current project you're excited about, or an accomplishment you are proud of: We are currently in the middle of the 2023 legislative session, and I had an opportunity to testify before the MN House and Senate regarding one of our HRD proposed bills. It was a professional first I could check off my bucket list.
What do you like to do when you aren't working?: I am a yogi spirit. In April, I will finish my 200-hour yoga teacher training to become a yoga teacher. I love spending time in the Minnesota Northwoods. My husband, Brian, and six-year old, Willa, plan to use our new Ice Castle for lots of camping this summer and fall. I also love reading. Since I read so much serious legal material at work each day, I prefer easy, fun novels. I am currently obsessed with the Sookie Stackhouse series.
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A vital part of our role in HRD is to align our regulatory functions with the MDH mission to protect, maintain and improve the health of all Minnesotans. This moves us toward our MDH vision for health equity in Minnesota, where all communities are thriving, and all people have what they need to be healthy. With more than 40 licensing types, thousands of licensed providers, professions and programs, our efforts to protect vulnerable populations is significant!
Part of this effort, as identified through the HRD strategic objectives process we all engaged in earlier this year, is to provide opportunities to learn, engage, and participate in actives related to diversity, equity and inclusion.
To that end, the Diversity, Equity, and Inclusion Strategic Action Team will be meeting with the Planning and Partnerships team to draft a work plan for learning and engagement opportunities for HRD staff. Some of the areas of interest, based on the DEI survey, include opportunities to learn more about:
- Health Equity/Health Disparities
- Racial Equity/Antiracism
- Agism/classism
- Ableism/agism
- Gender identity/sexual orientation
These are some of the ideas we received from staff who participated in the survey. We also received lots of great feedback on the types of learning, such as online meetings/conversations, training, continuing education or guest speakers. One of the great ways of learning is through LinkedIn.
For those who want to take advantage of individual learning, the following courses are offered through LinkedIn Learning. Until April 14, 2023, these courses are available to watch even if you don’t have a LinkedIn Learning license (see blow to find out how you can get a license if you want one). You can watch them any time, and from any device (there’s a LinkedIn Learning app for your phone, or you can use a web browser). Usually, they’re divided up into short chunks of 5 minutes or less, and they keep track of where you were so that you can pick up wherever you left off.
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Foundations of Diversity, Equity, and Inclusion: The world of diversity, equity, inclusion, and belonging (DEIB) can be both empowering and overwhelming at times. How can someone get started in this space?
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Advancing a DIBs Strategy in Your Organization: In today’s workforce, diversity, equity, inclusion, and belonging (DEIB) initiatives aren’t just a great idea, they’re essential. They can make the difference in whether or not you can recruit and keep the best job candidates, whether or not you represent all the perspectives you need to understand for business success, and whether or not your talent feel a sense of belonging.
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Moving DEI from Intention to Impact: You’ve probably encountered initiatives at your workplace focused on increasing inclusion. Some seem to work, some have no effect, and some even have a negative impact. What differentiates these efforts at creating inclusive environments? While they may all be created with good intentions, good intentions alone are not enough.
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Getting a Seat at the Table and Making It Count: Ensuring that everyone is valued and included in the workplace is not a new goal, nor an easy one, but it’s more pressing than ever, especially if you’re a woman, BIPOC, or from any other underrepresented group.
Everyone in HRD should have a LinkedIn Learning license (it’s part of our Employee Onboarding Information), but if you’re having trouble accessing the links above or have questions about how LinkedIn Learning works, you can check out the LinkedIn Learning at MDH SharePoint Site or email health.training@state.mn.us.
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