Alaska would like to lead the March 21 peer-to-peer call. Thanks!
Notified 26 people
Aley J Pallickaparambil
Seattle & King County will take April for our P2P call! Thanks
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Amanda Jones
Washington State will lead the Feb. 21st call. Thank you, and looking forward to kicking us off with some great discussion.
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Amanda Jones
Hello, Business Analysis peers! Our AITT team wanted to give you a look at what we'll be discussing on the call on Wednesday. Most of our team work better when we have the chance to review something and think on it ahead of time so we wanted to offer that opportunity to the others in the world who function similarly. Looking forward to kicking us off on Tuesday morning! Thank you!
Hello, peers. We have an unfortunate situation for Washington State in regards to the next Peer to Peer call. 3 team members, possibly 4, of our 5 have conflicts at that time that cannot be rescheduled. I'll be in LOINC training, one is meeting with agency executive leadership, etc. We'll happily send our 5th person to attend (thanks, Crystal!) but the rest of us are looking for ways that we can still provide good feedback. How do you envision we can best be of use? If the prompt is provided before the call, then at least 3 of us could provide digital feedback before the meeting. Or, if you prefer, we can send Crystal this time, but possibly have a separate meeting with WA and your team on a different day? It was so beneficial having all of the different voices present at our peer-to-peer call and we want to support you similarly. I'm sorry for the conflicts. How do you best envision we can still support you and provide quality feedback? Thank you!
Notified 45 people
Aulasa Liendo,Health Program Manager / BRFSS Coordinator
Hi--I assume you're talking about the P2P call on Wednesday, March 21. If that's the case, you'll be missing Alaska's presentation. I am working on the prompt right now and anticipate having it ready to send out on Monday. Digital feedback from the 3 of you who will be missing the call would work just fine for us. Thank you for reaching out!
Notified 45 people
Aulasa Liendo,Health Program Manager / BRFSS Coordinator
Here is Alaska's Case Presentation for this week's P2P call.
I'm sorry some of us will be missing it. Thank you for providing your document ahead of time! We will prioritize getting feedback to you.
👏
Notified 45 people
Crystal Snare
I will be on the call, but like Amanda, I really appreciate you presenting the file early!
I have some initial thoughts:
1) Do you conduct exit interviews? What do they say? If you don't, why do you suspect folks are leaving?
2) I wonder if compensation plays any part in the process. We have an issue with retaining epis uninterested in informatics when they’re asked to do informatics projects as part of their work. However, we don’t have a job classification that recognizes the additional skills that epi informaticists perform beyond traditional analysis-based epi duties. I don’t have a suggestion as much as an observation that this is impacting our work environment also, and I’d love to know if other states have addressed this and might be willing to share their job classification descriptions for informatics staff compared to traditional subject matter experts, managers, and support staff.
Looking forward to tomorrow! Crystal
👏
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Chris Baumgartner,Senior Data Exchange Manager
A few suggestions I have is to try and settle in and get the current state documented even though it will be challenging. To move forward you need to understand current state. Have you considerd using the CRDM process from PHII?
Once current state is in place hopefully you can work with the team to define where you need it to go and document that.
Once a new platform is in place ensuring you have a desk manual of all procedures is important to assist with staff turnover. I would also reccomend trying to cross training across data systems to try and ensure each person in your section knows the basics of the other systems they don't primarly work on/support.
I agree with Crystal on the exit interviews. If you can figure out what is most often causing folks to leave perhaps you can get leadership support to change those issues.
Notified 46 people
Amanda Jones
I can't be on the call today, so here's some quick thoughts (sorry so late!):
The idea of an exit interview is a good one, but I'd encourage you to look upstream as well. Are the individuals working on YRBSS being engaged in a way that they feel their feedback is being heard? Perhaps when people come on board to this team, you can assess what brought them in and what they would hope to achieve. By tying their goals and interests in, you may have better luck with staff sustainability.
That being said, I realize that staff turnover sometimes in just a reality. Even with happy, invested employees, you may still end up with turnover. Is there documentation around processes, etc? If so, let new employees know that a job expectation is to update and maintain this document regularly. Have them schedule document reviews with other team members quarterly. If not, maybe make it happen. :)
I'm insanely interested to hear the outcome of the peer to peer call today as I feel that you'll present info that'll facilitate really great conversation. I also can't wait to hear what benefit you derive from business analysis - I bet it'll be a giant, helpful step.
Notified 46 people
Aulasa Liendo,Health Program Manager / BRFSS Coordinator
Thank you all for an informative and helpful P2P call yesterday. We appreciate all the feedback and ideas and look forward to incorporating them into our plans going forward. Attached are notes from yesterday's call. Please let us know if you have any questions. Thanks again from the Alaska team!
Thanks, Oregon Team.
Looking forward to kicking us off on Tuesday morning!
Thank you!
It's available here: February - Applied Informatics Team Training 2018
How do you envision we can best be of use?
If the prompt is provided before the call, then at least 3 of us could provide digital feedback before the meeting. Or, if you prefer, we can send Crystal this time, but possibly have a separate meeting with WA and your team on a different day?
It was so beneficial having all of the different voices present at our peer-to-peer call and we want to support you similarly. I'm sorry for the conflicts. How do you best envision we can still support you and provide quality feedback?
Thank you!
I have some initial thoughts:
1) Do you conduct exit interviews? What do they say? If you don't, why do you suspect folks are leaving?
2) I wonder if compensation plays any part in the process. We have an issue with retaining epis uninterested in informatics when they’re asked to do informatics projects as part of their work. However, we don’t have a job classification that recognizes the additional skills that epi informaticists perform beyond traditional analysis-based epi duties. I don’t have a suggestion as much as an observation that this is impacting our work environment also, and I’d love to know if other states have addressed this and might be willing to share their job classification descriptions for informatics staff compared to traditional subject matter experts, managers, and support staff.
Looking forward to tomorrow!
Crystal
Once current state is in place hopefully you can work with the team to define where you need it to go and document that.
Once a new platform is in place ensuring you have a desk manual of all procedures is important to assist with staff turnover. I would also reccomend trying to cross training across data systems to try and ensure each person in your section knows the basics of the other systems they don't primarly work on/support.
I agree with Crystal on the exit interviews. If you can figure out what is most often causing folks to leave perhaps you can get leadership support to change those issues.
The idea of an exit interview is a good one, but I'd encourage you to look upstream as well. Are the individuals working on YRBSS being engaged in a way that they feel their feedback is being heard? Perhaps when people come on board to this team, you can assess what brought them in and what they would hope to achieve. By tying their goals and interests in, you may have better luck with staff sustainability.
That being said, I realize that staff turnover sometimes in just a reality. Even with happy, invested employees, you may still end up with turnover. Is there documentation around processes, etc? If so, let new employees know that a job expectation is to update and maintain this document regularly. Have them schedule document reviews with other team members quarterly. If not, maybe make it happen. :)
I'm insanely interested to hear the outcome of the peer to peer call today as I feel that you'll present info that'll facilitate really great conversation. I also can't wait to hear what benefit you derive from business analysis - I bet it'll be a giant, helpful step.
Here is the logic model document I mentioned yesterday on our P2P call.
Best,
Ali