*Websites with intranet or asterisk will only be accessible if you are logged onto MSHS network or MSHS login

credentials.

MSHS Office of Diversity and Inclusion

Department website*: mountsinai.org/about/diversity
United in Solidarity website: unitedinsolidarity.mountsinai.org/

MSHS Brand Center*

mountsinaibrandcenter.org

MSHS Information Technology (IT)*

mshsintranet.mountsinai.org/it

MSHS Information Technology (IT) Service Desk*

mshsintranet.mountsinai.org/IT/IT_Service_Desk

IT Service Desk Contact Information:

Hospital Service Desk

 Ithelpdesk@mountsinai.org
 IT Self Service Portal
 The Mount Sinai Hospital and Mount Sinai Queens: 212-241-4357
 Mount Sinai Beth Israel. Mount Sinai Brooklyn, Mount Sinai
Morningside and Mount Sinai West : 212-523-6486
 New York Eye and Ear Infirmary of Mount Sinai: 212-979-4273

School IT Service Desk

 Academic IT Support Center
 ASCIT@mssm.edu
 Icahn School of Medicine at Mount Sinai (After hours: leave a
detailed message for next-day service from our technicians

Learn • Grow • Achieve

MSHS PolicyTech*
mshs.policytech.com

MSHS Sinai Cloud*

mshsintranet.mountsinai.org/SinaiCloud

MSHS Benefits
Sinai Cloud Benefits Help Desk (After 48 Hours) (create service request)*
Telephone Number: 646-605-4620

TIAA (Mount Sinai Health System Retirement Plan)

www.tiaa.org/mountsinai
Telephone Number: 888-210-3992

MSHS Recreation
recreation.mountsinaihealth.org

MSHS Talent Development and Learning

Email Address: TDL3@mountsinai.org
Telephone Number: 212-241-1944
Intranet Website*:intranet1.mountsinai.org/HumanResources/HR_Home.asp

MSHS HR Call Center

Email:HRCallCenter@mountsinai.org
Telephone Number: 646-605-4310

Subject Matter Experts (Departments)

Infection Prevention and Control

mountsinai.org/care/infectious-diseases/services/infection-prevention-
control
Lefkowitz, Talia talia.lefkowitz@mountsinai.org

Environmental Health and Safety

Email Address: AskEHS@mssm.edu
Ehntholt, Josef josef.ehntholt@mssm.edu

Emergency Management*
http://mshsintranet.mountsinai.org/MSHSEM/
Villacara, Alfred Alfred.Villacara@mountsinai.org

Fire Safety
Email Address: Joseph.Jurain@mountsinai.org
Telephone Number: 718-808-7523

Learn • Grow • Achieve

 2021
Benefits Orientation Meeting Schedule
The Benefit Orientation session is designed to acquaint new Faculty and Staff with an overall summary of
the benefit package available to them as Mount Sinai Health System employees. We offer zoom conference
sessions on Tuesdays from 10:00 AM to 11:00 AM.

https://mountsinai.zoom.us/j/8911882336

Phone 646-876-9923

ID 891-188-2336

For Audio Conference option, call 646-876-9923; Participant PIN Code 891-188-2336. You can follow
along with the session by getting a copy of the Benefits Orientation Presentation and Benefits At-A-Glance
from the Human Resources intranet site at http://intranet1.mountsinai.org/HumanResources/HR_Home.asp.

Please Note: All new employees have 30 days from the date of employment to sign up for benefits.

Listed below are the dates for the 2021 sessions:

January 5 June 29
January 12 July 6
January 19 July 12
January 23 July 20
February 2 July 27
February 9 August 3
February 16 August 10
February 23 August 17
March 2 August 24
March 9 August 31
March 16 September 7
March 23 September 14
March 30 September 21
April 6 September 28
April 13 October 5
April 20 October 12
April 27 October 19
May 4 October 26
May 11 November 2
May 18 November 9
May 25 November 16
June 1 November 23
June 8 November 30
June 15 December 7
June 22 December 14
From: Broadcast Notifications
To: Broadcast Notifications
Subject: Reminder: Requesting Help with Sinai Cloud
Date: Tuesday, June 22, 2021 1:57:28 PM

TO: All Faculty, Staff, and Trainees

FROM: Jane Maksoud, RN, MPA

Senior Vice President
Chief Human Resources Officer
Mount Sinai Health System

Michael Pastier
Senior Vice President
Chief Financial Officer
Mount Sinai Hospitals Group

Karen Badenhorst
Senior Vice President
Corporate Services Systems
Information Technology
Mount Sinai Health System

June 22, 2021

Reminder: Requesting Help with Sinai Cloud

We would like to remind you of the new process for employees and their
managers, supervisors, and administrators to request assistance with Sinai
Cloud.

Employees who are paid monthly and do not use Sinai Cloud to view and
manage their benefits and/or payroll information can continue to access
support through ADP’s Workforce Now.
For All Employees Using Sinai Cloud

Logging into Sinai Cloud or Entering Transactions

For times when an employee has trouble logging in or entering transactions in
Sinai Cloud, employees must contact the IT Help Desk by:
Calling 212-241-4357
Emailing support.helpdesk@mountsinai.org

Benefits Questions (non-bargaining unit employees only):

Call HR Benefits at 646-605-4620
In Sinai Cloud, use the Benefits Help Desk tab

Other Sinai Cloud Issues

If employees find misinformation in their Sinai Cloud profile, payroll or PTO
discrepancies, or have an issue not listed above, they should report it to their
manager, supervisor, or administrator who will use the ServiceNow platform
(formerly known as SOM and described below) to report the issues.
Employees will get follow-up information from their supervisors, managers, or
administrators, who will confirm with the employee that the misinformation has
been corrected in Sinai Cloud.

For Managers, Supervisors, and Department Administrators

Managers, supervisors, and administrators will use the ServiceNow platform

(formerly known as SOM) to report their employees’ Sinai Cloud issues other
than logging in or general benefits questions. All ticket submissions for
adjustments or corrections for an employee’s information in Sinai Cloud must
come from the employee's direct supervisor, manager, or department
administrator.

Managers, supervisors, and administrators can submit employee issues with

Sinai Cloud by opening a ticket in ServiceNow:
From Desktop Launcher, find the ServiceNow icon; click on it; and log in
On the Mount Sinai intranet, go to the IT Service Helpdesk link and
navigate to the request page

To learn about how to use ServiceNow, review the related Quick Reference
Guides (QRGs) on the Sinai Cloud Training intranet page and here: Opening a
ServiceNow Ticket

Managers, supervisors, and administrators should follow the guidelines below

and available here for reporting various types of Sinai Cloud issues.

All Users

Sinai Cloud Trouble Types (short list)

Accessing Sinai Cloud
Costing activities
Entering Benefits
Payroll correction (contact your manager)
Personnel records
Requesting supplemental payments
Time accrual balances (contact your manager)
Requesting/updating time off

How to Report Issue

Email the IT Helpdesk at support.helpdesk@mountsinai.org
Call IT Helpdesk at 212-241-4357
Use ServiceNow

Get Status
Call IT Helpdesk at 212-241-4357
Manager (if applicable)
ServiceNow

Managers/ Supervisors

Sinai Cloud Trouble Types/Report Issue and Get Status

Payroll corrections for direct reports: Email Payroll Department
Absence accrual balance corrections for direct reports: Email Leave
Coordinators
 HR USEFUL NUMBERS & WEBSITES
HR Front Desk Phone: 646-605-4600 | Fax: 646-605-3115
Phone: 646-605- 4620 (opt 0 for representative) | Fax: 646-537-9287
HR Benefits
Part-time Benefits: Wendy Jones 646-605-4585
Benefits Registration Code: MTSINAIHE-LOGIN
Accolade Health Assistant: 1-844-287-3868 member.accolade.com
Aflac disability/Colonial forms: Diane Lulack
Employee Health (EHS) Phone: 646-605-4700 | Fax: 646-605-3112

HR Call Center Phone: 646-605-4310 | HRCallCenter@mountsinai.org

Employment Past Employees
Verification MSBI/BK/MSSL/MSW 646-605-4783 verification-intake@mountsinai.org
Fax: 212-731-7806/646-605-3093
MSQ Fax: 718-808-7736
East Side 212-731-7250 www.empinfo.com
EmpInfo Flyer for Mount Sinai_EST.pdf
Current Employees
MSH/ISMMS/MSQ - Sinai Central Self Service https://sinaicentral.mssm.edu
MSBI/BK/MSSL/MSW – Oracle
https://erp0.chpnet.org:4443/OA_HTML/AppsLocalLogin.jsp
Medical Staff: mss-intake@mountsinai.org
Subpoenas for Employee Records
East Side Evelyn Otero 212-241-8381 West Side Jackie Johnson 646-605-4601
Subpoena Status Risk Management 212-241-7987
Loan Forgiveness- send to Jaqueline Johnson
MSH/ISMMS - (646) 605-4120 Fax: 212-731-7250 HRToPay@mountsinai.org
Payroll (W2’s, paycheck
MSQ – (718) 267-4209
issues)
MSBI/BK/MSSL/MSW - (646) 605-4270 Fax: 646-605-3060
MSBI Payroll – BI.payroll@mountsinai.org
MSW/MSSL Payroll – SLR.Payroll@mountsinai.org
East: 646-605-4408
Former Employees W-2
NON NURSING East side that need w2: Laborworkx.helpdesk@mountsinai.org
(need/did not receive
copy)
West: 646-605-4270
*If address has changed, contact HRIS via email first. Include Name, Life/Oracle
number, and new address. Contact Payroll once change is confirmed by HRIS.*
MSBI - (212) 844-7679 | MSBK - (718) 951-2767 | NYEE - (212)979-4275
Labor Relations
MSSL/W - (212)523-2001 | MSH/ISMMS (non-faculty) - (212) 241-8381
ISMMS (faculty)- contact Administrative Coordinator 212-241-4095
EPIC Service Desk- 212-659-1446
IT HELP
MSH/MSQ – (212) 241-4357 - 4HELP (44357) IThelpdesk@mountsinai.org
ISSM – (212) 241-7091 ASCIT@mssm.edu
MSBI/MSBK/MSW/MSSL – (212) 523-6486 NYEE – (212) 979-4273
Peak help – peak@mountsinai.org
Sailpoint help- ITsecurityoperations@mountsinai.org
Sinai Central Sign On Issues - sinaicentral@mssm.edu
Edmund Sekyere/Paul Gross- random Sinai central issues
Clarvia_support@mountsinai.org
HR issues for FACULTY: Gerry Mercado 646-605-4571 or email him
Talent Development & 212-241-1944
Learning: TDL

1
 HR USEFUL NUMBERS & WEBSITES

HRIS 646-605 -4625 – BI-SLR.HR@mountsinai.org

No Oracle ID- Call HRIS

MSHS Compliance Office- 212-241-3211
Compliance Compliance Hotline- 1-800-853-9212
Resident/Fellow – 1-866-634-6877 HIPAA Office- 646-605-7130

UNION CONTACTS
MSH/ISMMS - (646) 605-4120 (Payroll)
1199 Statement of Earnings
MSBI/MSB/MSSL/MSW - (646) 473-9200 (1199 Office)
1199 Benefits/Pension (646) 473-9200 (1199 Office)
Information: All Locations
Wendy Jones- 1199/NYSYNA WEST questions/ nick East side Union
(646) 473-6413 Fax: (646)473-8878
Employer 1199 Line
DBLclaims@1199funds.org |employerservices@1199funds.org
NYSNA (800) 342-4324 (NYSNA Office)
Benefits/Pension/Disability
Information: All Locations

Questions regarding Medical, Benefits Call Center (ADP) All Locations – (866) 700-6762
Prescription, Dental, Vision, Life
Insurance, STD, LTD coverage, https://mybenefits.adp.com
Enrollment assistance, Qualifying
Events, FSAs (Health Accolade 844-287-3868 - https://member.accolade.com
Care/Dependent Care) COBRA,
TRANSIT/PARKING:
TIAA-CREF: (888) 210-3992
403(B) Related Questions
8 a.m. to 10 p.m. and Saturday, 9 a.m. to 6 p.m. (ET)
www.tiaa-cref.org/mountsinai
(Retirement Plan) Frank Defontes contact to talk to in MSH benefits
Schedule an appointment with an on-site
TIAA rep - (212) 241-0317
www.tiaa-cref.org/schedulenow
MSH/ISMSS - (646) 605-4576 – Liz Conlon
Workers Compensation
MSBI/MSB/MSSL/MSW - (646) 605-4581 – Maria DeSantis
Workers' Compensation, to report an incident - Corvel - 800-683-6778
JLL: 212-286-0220
Security

Legal: 212-659-8105 Mailroom: 646-605-8493 Albert 9th Floor

Misc.
International Personnel: 212-241-8300
Background Check Company: 1-800-229-8606
Virtual EMS Help (password reset) Mike Grimaldi
mike.grimaldi@mountsinai.org
Telecom (work phone issues): 212-241-7707
EMPTY TONER- Nicole Harrison

2
 HR USEFUL NUMBERS & WEBSITES
MSH/ISMMS/MSQ - Employee’s Manager or JoAnn Spence (If time is missing)
PTO, Vacation
joann.spence@mountsinai.org
and Sick Time
Nursing – Carmen Osorio
MSBI/MSB/MSSL/MSW - (646) 605-4851 Joan Malone
West Side: PTO.payroll@mountsinai.org
Change of MSH/ISMMS - Sinai Central Self Service https://sinaicentral.mssm.edu
Address/ W4 MSBI/MSB/MSSL/MSW - (646) 605 4625 HRIS-
Updates (Oracle) https://erp0.chpnet.org:4443/OA_HTML/AppsLocalLogin.jsp
(800) 523-5065 (Aetna)
Death Claim All
Locations
Name Changes MSH/ISMMS/MSQ (646) 605-4120 Fax: 212-731-7250 (Payroll)
Name Change Form under “Forms & Publications” on the Intranet HR website
http://intranet1.mountsinai.org/finance/payroll_services/change.pdf
MSBI/MSB/MSSL/MSW – Call HRIS – 646-605-4625
email BI-SLR.HR@mountsinai.org
Change Email Address Process: Call IT HELP or bit.ly/mshssom >Make a request >
End user services> Messaging and Collaboration> Select the service> Name Changes
MSH/ISMMS/MSQ – Sinai Central Self Service https://sinaicentral.mssm.edu
Tuition
Email Alisa Melendez alisa.melendez@mountsinai.org (Non-Nursing positions)
Reimbursement
MSBI/MSB/MSSL/MSW - email Lydia Gilbert Lydia.gilbert@mountsinai.org
RN’s for MSH– Nursing Ed: 212-824-7240
RN’s for MSBI- Nursing Ed: 212-420-2150
Employee MSBI - (212) 844-2273 MSH, ISMMS, MSSL/W,
Assistance 317 East 17th Street (Fierman Hall) MSQ, MSB - (212) 241-8937
Program Rooms 311 & 312 19 East 98th Street, Suite 3
A
212-241-6660 19 E 98th St11 AM- 5:15 PM Wed:8-9AM
Recreation 150 E 42nd St 2.A.4 Thursday 4-5PM
Office
MSH – 212-659-8990 / MSW – 212-523-7225 / MSSL – 212-523-3700
Patient
MSQ – 718-267-4310 / MSBI – 212-420-3818 / MSBK – 718-951-3005
Relations NYEE – 212-979-4637 / International – 212-241-6800
Billing: 212-731-3100 or 866-682-9380
Medical Staff Services: 212-492-1818 MSS-Intake@mountsinai.org
Physician’s
Questions related to Fellows: Contact Yvonne Meyers
Relations
Yvonne.meyers@mountsinai.org
Conflict of Interest Helpline: 212-241-0845
MSS Intake Manager- Rameza Joaquin 212-492-1839
Malpractice information: Elana Abraham
RESIDENT QUESTIONS: 212-241-6694
Forwarded emails must include headers FWD to:
Fraud Emails
Bruce Sackman bruce.sackman@mountsinai.org
Frank Cino frank.cino@mountsinai.org Vivian Dillon vivian.dillon@mountsinai.org

3
 Vaccine Stickers
Are Available
for your employee ID badge

With this sticker you can go mask-free in

break rooms, office areas, and more!
If you are already
vaccinated:
use this QR code to
register for your sticker

If you are not yet

vaccinated:
Schedule your vaccine
appointment here

COVID-19 June 11 2021

 JULY-SEPTEMBER 2021

LEARN You’ve been in a tunnel for years, it might seem

Finally, you start seeing a light, a small beam...

GROW That light can mean hope, laughter, and fun,

A chance to enjoy the warm summer sun

Or perhaps it means change, a new and improved you,

ACHIEVE
If that’s what it means, there’s so much you can do.

Change can come about in more than one way,

Why not start with the Your Voice Counts survey!

Once that’s all done, and you're ready for more

Take a TDL class, where your knowledge can soar!

That light in the tunnel, perhaps was your dreams

We’re here to help you reach them, we’re the TDL
team!

+ For more information about our programs call 212-241-1944.

To register for a course, please visit peak.mountsinai.org

Talent Development & Learning 11

 2021 Elective Learning Courses

On-Demand Leadership Courses

These e-Learning courses are available
anytime through PEAK. Customized Classes
The Elective Learning Courses can be
customized for groups of 15 or more.
Location
Accredited Courses*
These Elective Learning courses are PXEs: Continuing Education Units (CEUs) for
completely online. The Zoom details will be Certified Patient Experience Professionals
provided upon registration confirmation. To
register, visit peak.mountsinai.org

For more information about TDL's programs

call 212-241-1944.

TO REGISTER FOR A You can log onto PEAK at http://PEAK.mountsinai.org

using your mount sinai email or network credentials.
ELECTIVE LEARNING For help with your login, please call the service
COURSE ON PEAK desk at 212-241-HELP.

2 Talent Development & Learning

LEADERSHIP .................................................................................................................... 8
A Situational Approach to Effective Leadership: Using Agility to Maximize Performance
Building and Sustaining Trust

TABLE OF CONTENTS
Celebrate and Elevate: Impactful Leadership Strategies for Recognition and Appreciation
Challenging Conversations
Communication: Connect Through Conversations
Conveying Performance Expectations
Creating a Brave Space for Conversations About Race
Effective Delegation
Effective Performance Management
Emotional Intelligence
Gaining Confidence in Your Hiring Decisions: The Behavioral Event Interview Approach
Looking Back to Move Forward: Leading Through and Beyond Disruption
Navigating Change Initiatives During Disruptive Times
Navigating Conflict as a Leader
Setting Goals and Reviewing Results
Systems Thinking

ON-DEMAND LEADERSHIP COURSES

Keeping Your Remote Employees Engaged and Accountable
Keys To Set Up a Remote Team

COMMUNICATION .......................................................................................................... 10
*Essentials of Email Etiquette
*Projecting Your Positive Personality on the Telephone
Self-Awareness and Perception

CUSTOMER SERVICE .................................................................................................... 11

*AIDET: Five Fundamentals of Customer and Patient Communication
*Being Our Best Selves For Our Patients
Foundations of Customer Service (newly hired within the last 6 months)
*Improving Customer Service Through Great Explanations
Managing Challenging Situations

GENERAL INTEREST ..................................................................................................... 11

De-escalation Through Verbal Interventions
Continuous Improvement Academy (CIA)
Just My Type: Understanding Yourself and Others Through the MBTI
Navigating Beyond Conflict
SOCIAL STYLE
Taking Control of Your Time
The Stuff of Hope: Learned Optimism
Talent Development & Learning 3
 Anyone who supervises one or more employees is eligible to attend the following courses.

JULY Building and Sustaining Trust

Tuesday, July 27, 2:00pm-3:30pm
Creating a Brave Space for Conversations
About Race (2-Part Series)
We encourage you to register for part one Challenging Conversations
Wednesday, July 28, 2:00pm-3:30pm
and two of the series to receive a certificate.
Part 1: Thursday, July 1, 3:00pm-4:30pm AUGUST
Part 2: Thursday, July 22, 3:00pm-4:30pm
Effective Delegation
LEADERSHIP

Tuesday, August 3, 2:00pm-4:00pm

Setting Goals and Reviewing Results
Thursday, July 2, 10:00am-11:30am
A Situational Approach to Effective
Communication: Connect Through Leadership: Using Agility to Maximize
Conversations Performance
Tuesday, July 6, 2:00pm-3:30pm Wednesday, August 4, 10:00am-12:00pm

Emotional Intelligence Creating a Brave Space for Conversations

Wednesday, July 7, 10:00am-12:00pm About Race (2-Part Series)
We encourage you to register for part one
Gaining Commitment to Achieve Results and two of the series to receive a certificate.
Thursday, July 8, 2:00pm-3:30pm Part 1: Thursday, August 5, 3:00pm-4:30pm
Part 2: Thursday, August 19, 3:00pm-4:30pm
Conveying Performance Expectations
Monday, July 12, 2:00pm-3:30pm Communicating for Leadership Success
Monday, August 9, 2:00pm-3:30pm
Navigating Change Initiatives During
Disruptive Times Conveying Performance Expectations
Tuesday, July 13, 2:00pm-3:30pm Tuesday, August 10, 2:00pm-3:30pm

How We Make Decisions and How to Navigating Conflict as a Leader

Make them Better Thursday, August 12, 2:00pm-3:30pm
Thursday, July 15, 2:00pm-3:30pm
Creating a Brave Space for Conversations
Systems Thinking About Race - Coaching Circles
Tuesday, July 20, 2:00pm-3:30pm Wednesday, August 18, 3:00pm-4:30pm

Creating a Brave Space for Conversations

About Race -Coaching Circle
Wednesday, July 21, 3:00pm-4:30pm

Coaching for Peak Performance

Monday, July 26, 2:00pm-3:30pm

4 Talent Development & Learning

SEPTEMBER COMMUNICATION

LEADERSHIP/COMMUNICATION
Emotional Intelligence
Wednesday, September 1, 2:00pm-4:00pm JULY
Self-Awareness and Perception
Communication: Connect Through Wednesday, July 28, 10:00am-11:30am
Conversations
Thursday, September 2, 10:00am-11:30am AUGUST

Creating a Brave Space for Conversations Essentials of Email Etiquette

Thursday, August 12, 10:00am-11:30am
About Race (2-Part Series)
We encourage you to register for part one *Certified for 2 PXEs
and two of the series to receive a certificate. Projecting Your Positive Personality on the
Part 1: T
 hursday, September 9, Telephone
3:00pm-4:30pm Wednesday, August 18, 10:00am-11:30am
Part 2: T hursday, September 23, *Certified for 2 PXEs
3:00pm-4:30pm
SEPTEMBER
Celebrate and Elevate: Impactful Leadership
Strategies for Recognition and Appreciation Projecting Your Positive Personality on the
Monday, September 13, 2:00pm-3:30pm Telephone
Thursday, September 2, 2:00pm-3:30pm
Challenging Conversations *Certified for 2 PXEs
Thursday, September 14, 10:00am-11:30am
Essentials of Email Etiquette
Wednesday, September 15, 10:00am-11:30am
Creating a Brave Space for Conversations
*Certified for 2 PXEs
About Race - Coaching Circles
Wednesday, September 15, 3:00pm-4:30pm Self-Awareness and Perception
Tuesday, September 28, 2:00pm-3:30pm
Building and Sustaining Trust
Monday, September 20, 2:00pm-3:30pm

Conveying Performance Expectations

Tuesday, September 28, 10:00am-11:30am

Setting Goals and Reviewing Results

Wednesday, September 29, 2:00pm-3:30pm

ON-DEMAND LEADERSHIP
COURSES

Keeping Your Remote Employees

Engaged and Accountable

Keys To Set Up a Remote Team

Talent Development & Learning 5

 CUSTOMER SERVICE SEPTEMBER
Improving Customer Service Through
JULY Great Explanations
AIDET: Five Fundamentals of Customer Wednesday, September 01, 10:00am-11:30am
and Patient Communication *Certified for 2 PXEs
Thursday, July 1, 10:00am-11:00am
CUSTOMER SERVICE

Wednesday, July 14, 10:00am-11:00am Foundations of Customer Service

*Certified for 1 PXE (newly hired within the last 6 months)
Friday, September 3, 10:00am-11:30am
Foundations of Customer Service Wednesday, September 29, 10:00am-11:30am
(newly hired within the last 6 months)
Friday, July 9, 10:00am-11:30am AIDET: Five Fundamentals of Customer
Thursday, July 29, 10:00am-11:30am and Patient Communication
Friday, September 10, 10:00am-11:00am
AUGUST Wednesday, September 22, 2:00pm-3:00pm
*Certified for 1 PXE
AIDET: Five Fundamentals of Customer
and Patient Communication
Being Our Best Selves For Our Patients
Tuesday, August 03, 10:00am-11:00am
Tuesday, September 14, 2:00pm-3:30pm
*Certified for 1 PXE
*Certified for 2 PXEs
Foundations of Customer Service
(newly hired within the last 6 months)
Friday, August 06, 10:00am-11:30am

Managing Challenging Situations

Friday, August 13, 10:00am-11:30am

Being Our Best Selves For Our Patients

Tuesday, August 17, 2:00pm-3:30pm
*Certified for 2 PXEs

6 Talent Development & Learning

GENERAL INTEREST CONTINUOUS IMPROVEMENT ACADEMY (CIA)
CIA Level 100 Course
JULY Wednesday, July 14, 8:30am–11:00am
Navigating Beyond Conflict
Tuesday, July 27, 8:00am–10:30am
Wednesday, July 21, 10:00am-11:30am Tuesday, August 10, 8:30am–11:00am
Wednesday, August 18, 8:00am–11:00am

GENERAL INTEREST
De-escalation Through Verbal Interventions Tuesday, September 21, 4:00pm–6:30pm
Tuesday, July 27, 10:00am-11:30am Wednesday, September 29, 8:00am–10:30am

AUGUST
Continuous Improvement Academy (CIA)
Taking Control of Your Time CIA Level 100 Course
Wednesday, August 4, 2:00pm-3:30pm
The Basic Continuous Improvement (Level 100) course
discusses the foundational principles of continuous
Just My Type: Understanding Yourself and Others
improvement (CI) and defines the expected behaviors and
Through the MBTI
Wednesday, August 11, 2:00pm-4:00pm thinking that support the culture of improvement throughout
the Mount Sinai Health System. The methodology is heavily
SEPTEMBER based on Lean principles. At the completion of this course,
participants will be able to:
SOCIAL STYLE
Wednesday, September 9, 10:00am-11:30am 1. Define the principles of continuous improvement
2. Outline the behaviors for continuous improvement
De-escalation Through Verbal Interventions
3. Apply basic process mapping skills to a real-world
Tuesday, 9, 2:00pm-3:30pm
process
Navigating Beyond Conflict 4. Distinguish the 8 basic wastes in health care
Thursday, September 30, 10:00am-11:30am 5. Organize work using the Lean 6s methodology

CIA 100 is a live class delivered via Zoom. All participants

who complete the course and pass the post-course quiz
will receive a CIA Level 100 certification of completion from
Peak, which will enable them to enroll in future CIA courses,
as the 100 level is a prerequisite to all courses taught within
the Continuous Improvement Academy.

To view available classes and/or to enroll, please follow the

link to the Continuous Improvement page on Peak

Talent Development & Learning 7

 LEADERSHIP memorable details. You’ll discover that this work is
more than simply naming someone “employee of the
month,” but is about creating a departmental culture
A Situational Approach to Effective Leadership: of appreciation and recognition that is celebrated in
Using Agility to Maximize Performance numerous, meaningful ways.
As leaders, we often take a one-size-fits-all approach
in guiding our direct reports to accomplish their tasks. Managers will receive the Sinai Spotlight committee's
Unfortunately, this singular approach or leadership style Celebrate and Elevate Strategy Guide, a must-have for
is not likely to help us maximize performance, nor is it any leader looking to build a culture of recognition and
DESCRIPTIONS

likely to build and sustain employee motivation. Research appreciation!

suggests that the most effective leaders employ not a
Challenging Conversations
singular style but a range of styles, the selection of which
Learn new ways to communicate best when it matters
depends upon an understanding of the work context
the most. This course demonstrates communication
and an evaluation of the extent to which the direct report
tools to handle the most difficult and often most important
has the necessary competence and commitment. In this
conversations. The skills learned in this course will
course, we will review the four leadership styles of the
enable you to be effective in strengthening relationships,
Situational Leadership® II model (Directing, Coaching,
improving productivity, building and maintaining an
Supporting, and Delegating), discuss the difference
open and productive team environment, and increasing
between directive and supportive leadership behaviors,
accountability and responsibility in yourself and in
and learn how to select a style based upon the direct
colleagues.
report’s task-related development level. We also will apply
the model through a consideration of scenarios that Communication: Connect Through
mirror our day-to-day workplace experience. Conversations
Leaders work eight hours—480 minutes—often more,
Building and Sustaining Trust
every day. During that time, leaders have countless
In this highly interactive session, we will explore the
conversations with team members that center around
impact of trust on your departmental goals and how
meeting their department’s goals. Effective leaders
you can build and repair trust with your team. You will
will use those opportunities to connect with their team
also learn about sustaining trust by avoiding actions
members on a deeper level by acknowledging their
that can break trust. During the session, we will review
feelings and concerns. This course explores that deeper
the four Trust Builders and how they can help you build
connection and helps leaders gain insights and learn
and sustain trust in the workplace. You will have the
techniques and skills to increase their confidence
opportunity to practice using the skills you learned in
in successfully navigating those “in the moment”
several discussions with your peers..
conversations, even the tough ones. In this course,
Celebrate and Elevate: Impactful Leadership participants will learn to:
Strategies for Recognition and Appreciation
Communicating recognition and appreciation in a •C
 onduct powerful conversations that achieve a clearly
meaningful and strategic way is an important leadership defined purpose.
skill. The values, attributes, behaviors, and results that •C
 ommunicate and respond in ways that are unique to
you celebrate communicates what is important to you as each member of their team.
a leader and offers positive reinforcement toward your
•R
 ecognize and address the emotions of others while
department’s mission and vision. In this virtual classroom,
successfully managing their own emotions.
you’ll learn ways to actively look for opportunities to
CELEBRATE, praise, recognize, and appreciate staff
as well as techniques to ELEVATE the impact of those
moments through intentional communication and

8 Talent Development & Learning

Conveying Performance Expectations Creating a Brave Space for Conversations About Race -
Excellent management skills are essential to effectively address Coaching Circles
poor performance. In this course leaders will learn how to Creating a brave space for conversations about race is a journey
document and present a solid case for needed improvement that does not end after you complete the 2-part series. To help
and will learn how to use effective interaction skills. Leaders will support you in this journey, we are offering The Brave Space
identify action steps following a performance problem discussion, Coaching Circle, an optional monthly peer-to-peer coaching
provide ongoing feedback and support, and determine if it is program that enables those who have completed the Brave
necessary to impose formal consequences. Space series to have a safe space to share their experiences
and challenges, practice conversations based on various
Creating a Brave Space for Conversations
scenarios, and learn from other Brave Space “graduates.” The
About Race
monthly, one-hour meetings are facilitated by a TDL or ODI
Creating the “new normal” and shaping history to create a more
Coach and designed to foster a safe, trusting, and confidential
equitable society is an innovative way of thinking. In order for
dialogue as you continue to develop your capacity to have these
an organization to actively encourage anti-racist ideas and
conversations.
behaviors, it is essential for leaders to foster a psychologically safe
culture that supports leaning into uncomfortable conversations. Effective Delegation
Initiating these difficult conversations and inviting others to do Though we may assign tasks to our direct reports on a regular
so requires a growth mindset, vulnerability, and an openness to basis, we may not always assign the authority to take the actions
other perspectives. Join us as we explore key steps that set the that are necessary to achieve the desired results. The transfer of
stage for uncomfortable conversations, including how to create this authority is the mark of true delegation; the hesitation to let go
a psychologically safe space for others to speak up and open the of the tasks for which we are responsible makes it challenging. By
door to learn from different perspectives. enrolling in this course, we will have an opportunity to discuss the
key aspects of delegation, to review the guidelines for delegating
Please note the materials covered in the series are sequential and
tasks/authority to our direct reports, and to gain insight into the
the first course should be completed before the second course. We
personality traits that can explain how we might get in our own
encourage participants to register for both sessions at the same
way of delegating effectively.
time. Participants must complete both courses in order to receive
a certificate.

ON-DEMAND LEADERSHIP COURSES

Keeping Your Remote Employees Engaged and Accountable
Remote work has become the new norm. Managing remote workers can be complicated but the good news is that it also does not
require an entirely different leadership skill-set. This micro-course will show managers effective practices to support and lead their
remote employees while addressing common remote work challenges. Both experienced remote team leaders and those who may be
new to managing remotely will find these suggestions handy for keeping remote workers engaged and productive.

Keys To Set Up a Remote Team

Transitioning to remote teams is challenging, even when your teams have been working together for years. Making this transition and
ensuring that your team members stay connected despite their geographical distance requires that you reestablish ground rules and
manage the nuances and not-so-subtle shifts in communication and team dynamics. As a leader of remote teams, you will benefit
from this eLearning course, which provides you with an opportunity to consider your team's movement through the Forming, Storming,
Norming, and Performing phases of Tuckman's team development model. An awareness of these phases can help you anticipate team
members’ behaviors and respond quickly to build team cohesion and maximize team performance.

Talent Development & Learning 9

Effective Performance Management Looking Back to Move Forward: Leading Through and
Performance management is not only about “once a year” Beyond Disruption
documentation; it is about how to maximize the potential of Throughout the past several months, we have learned a lot
all staff. Managing performance also involves goal setting, about ourselves as leaders, and we are beginning, consciously
effective coaching and shared communication. This course or unconsciously, to process our recent experience. As we
is an opportunity for managers and leaders to explore ways emerge from the peak of the COVID crisis, and as we embark on
of encouraging and developing their staff for higher success. the journey to correct racial injustice, it is important for us to take
Participants will explore methods for giving useful feedback an opportunity to reflect upon our emotions and behaviors, to
and tools to appropriately complete the performance appraisal examine and rethink our leadership approach, and to tease out
requirement. the lessons learned so that we can apply them to our day-to-day
work as leaders as we continue to move forward and through
Emotional Intelligence
these still uncertain times.
It has long been accepted that emotional intelligence is crucial to
effective leadership. Now more than ever, the ability to identify, Navigating Change Initiatives During Disruptive Times
use, understand, and manage emotions is at the core of success This session will explore the use of interpersonal techniques
in leading ourselves, others, and the organization through these to conduct effective discussions that will help others embrace
challenging times. In this course, participants learn about basic change, and explore the actions that can accelerate the process
emotional intelligence abilities and gain insight on how to employ of change in the workplace. During this session, we will explore
them in day-to-day leadership efforts to meet the needs of others the interpersonal techniques that we can use to conduct effective
and work effectively with them to accomplish organizational goals. discussions to help others embrace change, and we will explore
the actions that we can take to accelerate the process of change
Gaining Commitment to Achieve Results
in the workplace.
At the core of a leader’s success is the ability to gain commitment
from others to achieve results. Gaining commitment, however, is Navigating Conflict as a Leader
more than gaining acceptance of ideas and plans and agreeing Conflict is a natural occurrence and can be a healthy and
upon deadlines for task completion. It is about inspiring others productive way to introduce new ideas and methods. Learn about
to take initiative, to sustain high levels of concentration, and to five different conflict styles and useful ways to diffuse potentially
demonstrate resilience in overcoming obstacles. In this course, emotional situations you may find yourself in as a leader. This
you will learn that these commitment behaviors are related to course will also examine a structured process for effectively
a person’s intrinsic task motivation, and you will gain insight on resolving conflict that sometimes occurs amongst employees.
how a leader can use influence to gain acceptance of ideas
Setting Goals and Reviewing Results
and plans and, then, intervene in motivational processes to gain
Individuals are more engaged and strive for better results when
commitment.
they feel ownership of their work process and outcomes. Leaders
Gaining Confidence in Your Hiring Decisions: often fail to engage and reinforce this sense of ownership
The Behavioral Event Interview Approach during performance management discussions. This course
Selecting the right talent is one of the most important decisions will demonstrate how shifting the traditional role of planner and
that a supervisor or manager makes. After all, it is the quality evaluator from the leader, to shared responsibility between the
of our staff that often has the most impact on the organization. leader and employee will have a positive on performance. This
The Behavioral Event Interview (BEI) is a method for assessing shift builds employee ownership and allows the leader to focus
candidates and coming to a confident decision about your on coaching and developing throughout the performance cycle.
selection. This workshop will acquaint you with the overall BEI Leaders will experience how to use effective (SMART) goals to
approach and will give you a set of tools that you can use in your help them and their employees track progress and fairly evaluate
own employment interviews. outcomes. A well-written performance plan is also a powerful
tool for leaders to use when determining where to focus their
development and coaching discussions with employees.

10 Talent Development & Learning

Systems Thinking
When presented with a complex issue in the workplace, our CUSTOMER SERVICE
first instinct is often to “break it down” into manageable parts.
Though we assume that an analysis of the parts will lead us to AIDET: Five Fundamentals of Customer
an understanding of the whole, we often lose sight of the whole and Patient Communication
and ignore the interrelatedness of the components. This course AIDET (Acknowledge, Introduce, Duration, Explanation,
will help you avoid the shortfalls of having a fragmented view Thank) is a framework for staff to communicate with patients
of the world; learn how to look beyond events in order to see and their families as well as each other. Learn how to develop
underlying patterns and structures and understand why a linear and implement this tool in your work setting as well as create a
consideration of “cause and effect” is incomplete. You will gain a personal AIDET presentation, demonstrate the AIDET tool, and
basic understanding of the systems-related concepts and tools explain why AIDET is critical to improving clinical outcomes and
that can help you understand the dynamic behavior inherent in reducing patient anxieties.
the complexity that surrounds us. *Certified for 1 PXE

Being Our Best Selves For Our Patients

COMMUNICATION Providing great customer service requires a set of skills and
behaviors that everyone working at Mount Sinai should possess.
Essentials of Email Etiquette But what do these skills and behaviors look like? Join us for a
Do you spend too much time writing emails or thinking about course regarding safety protocols that are now in place to keep
how to write one that will be well-received? Are you interested our patients and employees safe. Throughout this course we will
in sending professional and courteous emails? Sign up for the be discussing how our actions are driven by our perceptions as
Essentials of Email Etiquette course to become an email whiz! well as guided self-care tactics and internal resources to manage
Learn how to enhance comprehension and increase response stress and emotions.
rate by writing effective emails that cater to your audience. *Certified for 2 PXEs
This course will explain the do’s and don’ts of workplace email
Foundations of Customer Service
etiquette, as well as establish best practices, tips and guidelines.
(newly hired within the last 6 months)
*Certified for 2 PXEs Providing great customer service requires a set of skills and
behaviors that everyone working at the Mount Sinai Health
Projecting Your Positive Personality on the Telephone
System should possess. But what are these skills and behaviors?
For most of us, generating a positive first impression is easy when
This course introduces new employee service standards,
we are in a good mood, but what happens when we are having a
presents the three essentials of good customer service, and
challenging day? How do we create a great image over the phone
provides a forum to practice these skills.
when visual cues like body language cannot be seen? Learn how
to improve your communication skills over the phone by reviewing Improving Customer Service Through
proper communication techniques, uncover ways to consistently Great Explanations
project an agreeable personality so callers perceive you and our One of the most important relationships at the Mount Sinai
Health System in a favorable way, and simultaneously set yourself Health System is between you and the customers you interact
up for a successful interaction. with. The goal of this workshop is to improve the quality of your
*Certified for 2 PXEs explanations and to help you communicate more effectively
with patients, visitors, colleagues, and internal customers, either
Self-Awareness and Perception in person, through Zoom or on the phone; to learn strategies to
When looking into a mirror, is the reflection looking back exactly help determine what your customers want and need to know; to
who you expect to see or do you feel it is someone you don’t create an understanding between you and your customers; and
recognize? If someone else was looking at you, would they see to communicate new protocols and processes effectively.
the same person you see? TDL can help you navigate through *Certified for 2 PXEs
these questions and answers in this Self-Awareness and
Perception workshop, where we will explore actions that can
be taken to better understand who we are and how others
perceive us.
Talent Development & Learning 11
Managing Challenging Situations individuals to mitigate negative impacts, thus reducing the cost of
Learning how to motivate yourself, manage negative emotions, conflict and improving business results.
and inspire those around you is essential to your professional
SOCIAL STYLE
success. Join us to discuss methods of cultivating self-
The SOCIAL STYLE workshop offers a quick and easy way to
awareness and leveraging your personal stories so that you
can improve your relationships at work and better handle examine your personal effectiveness in the workplace. Through
the emotional element of your interactions with patients, this course, you will have the opportunity to take TRACOM’s
colleagues, and supervisors. Topics will include the physiology SOCIAL STYLE and Versatility self-perception questionnaires,
of emotions, how your personal stories impact your social which will provide you with insight into your preferred behaviors
interactions, and how to manage your emotions in a variety of (how you interact with others, how you use time, how you make
different and especially challenging situations. decisions) and your ability to work effectively with others. During
the workshop, you will learn about the SOCIAL STYLE model and
the concept of Versatility, consider your assessment results (i.e.,
GENERAL INTEREST your Style and your Versatility score), and discuss how you might
use your new-found knowledge and insight to enhance your
De-escalation Through Verbal Interventions effectiveness in the workplace by leveraging the strengths of your
Although we cannot change how others behave when faced Style while recognizing and responding effectively to the Styles of
with difficult situations, there are strategies that can be used to others.
help prevent disruptive behaviors from escalating. As healthcare
Taking Control of Your Time
professionals, we are seeing a significant rise in these behaviors
Managing time and competing priorities can be a never–ending
as our patients and their families cope with the anxieties
challenge in today’s busy workplace. We are constantly faced
surrounding the COVID-19 pandemic. This virtual workshop is
with evolving priorities and last minute demands which often
designed to help you successfully work with disruptive individuals
make managing our schedules a daunting task. This workshop
during these challenging times by providing strategies to avoid
will help you develop knowledge and techniques for improving
power struggles; helping you problem-solve; and building your
your time and priority management skills.
confidence to avoid becoming defensive and angry.
The Stuff of Hope: Learned Optimism
Just My Type: Understanding Yourself and Others
As James Branch Cabell stated, “The optimist proclaims that
Through the MBTI
we live in the best of all possible worlds; and the pessimist
The Myers–Briggs Type Indicator (MBTI) will assist you in
fears this is true.”
getting to know yourself and those around you better. As we
transition into the new normal, different personality types will have Are you more of an optimist or a pessimist? During these
different experiences. Join us to learn about what you may be uncertain times you might be thinking, “definitely a pessimist.”
experiencing right now based on your personality type and gain What if your pessimism wasn’t due to the environment, but
insight into other people’s personalities, communication and work rather a learned way of thinking? What if optimism was a choice?
styles, career choices, and ideas about next steps. Better yet, what if you were given the option to break this way of
Navigating Beyond Conflict thinking? Would you take it? The Stuff of Hope: Learned Optimism
The differences people bring to the workplace can promote delivers that option by demonstrating how to break the cycle of
tremendous creativity and innovation. Those same differences negative self-talk and how to develop an optimistic outlook.
can also contribute to misunderstandings, which can lead to
discord and, if left unresolved, controversy. Employees need
to know how to effectively navigate beyond conflict to prevent
damage from occurring. In this course, individuals learn how to
recognize the warning signs of conflict and take action to prevent
situations from escalating or to work out the conflict if it does
escalate. The ability to successfully navigate conflict allows

12 Talent Development & Learning

 SHARP
INTERNSHIP PROGRAM
SHARP Cohort

My experience was phenomenal!

My preceptor was amazing, he helped me both professionally and
personally. And the networking was great, you meet so many people.
It's really, really valuable.
Herald Stephens | Fall 2018

SHARP is a sixteen-week internal internship program designed to provide current Mount

Sinai Health System (MSHS) employees with an opportunity to explore additional areas
of interest within the health system and access to network with other professionals.
Participants are paired with a preceptor and gain exposure to additional skill sets outside the
scope of their daily responsibilities.

The Fall 2021 cohort launches September 14, 2021. The deadline to submit an
application is June 18, 2021. Applicants must be employed within the health system for
a minimum of one year as of September 14, 2021 in order to be eligible for this program.
Additionally, applicants are expected to discuss the program’s time commitment and
expectations with their manager(s) prior to applying..

To access the application, please click here.

For more information about the SHARP Program contact us
at Internship@mountsinai.org

Talent Development & Learning 13

TOASTMASTERS™
INTERNATIONAL
at Mount Sinai Health System

NOTE: In efforts to remain connected in a safe way, Toastmasters International at Mount Sinai will continue to host
weekly meetings through Zoom from 12-1pm on Wednesdays. For more information please contact Jody Barrie
at jody.barrie@mountsinai.org

Frequently Asked Questions

What is Toastmasters International
at Mount Sinai?
Toastmasters International is a non-profit
educational organization in which members For more information about the club
help each other become better, more effective or on how to join a Toastmasters meeting
communicators and leaders.
via Zoom, please contact Jody Barrie at
Toastmasters International has a worldwide jody.barrie@mountsinai.org or Talent
network of clubs. Talent Development and Development and Learning at 212.241.1944
Learning hosts one Toastmasters club at two
different locations within the health system.

What is the time commitment?

Meetings run for one hour, from 12:00 p.m. to 1:00 p.m. Members and guests do not have to attend
every meeting, but are encouraged to participate as often as possible in order to get the most out of the
program. Between sessions members are expected to write and practice speeches so that
they are prepared to present at the selected meeting(s).

How do I know Toastmasters is for me?

Join us as a guest at one of our meetings to experience first-hand what our club is like. A club member
will provide you with a guest packet which includes a membership application, should you be interested
in joining the club.

14 Talent Development & Learning

Who can participate in Toastmasters at Mount Sinai?
All MSHS employees are welcome to attend Toastmasters meetings.

What are the benefits of joining Toastmasters International?

Becoming a Toastmasters member provides you:

• A learning experience tailored to your personal and professional needs and goals
• The opportunity to practice writing speeches and to become comfortable presenting, whether
it’s at a meeting, to one individual, or in front of a large or small audience
• Access to online and printed educational materials, in addition to videos that model the skills
you are learning

How can I join Toastmasters International?

You can join Toastmasters International in two easy steps:

1. Ask a Mount Sinai club officer for a membership application

2. Pay the international dues of $45 USD every six months, and a one-time payment of
$20 for new members.

Talent Development & Learning 15

SpotLight on...
Abuse and Neglect | 2021
Types of Abuse & Neglect
Suspicion of abuse
• Intimate Partner Violence (IPV): Physical or sexual violence; stalking;
or neglect is a serious psychological aggression by a current or former partner.

• Sexual Assault: Sexual contact or behavior without explicit

patient safety issue.
consent of survivor.
All patients, regardless • Elder Abuse: An intentional act, or failure to act, by a caregiver/other
person that causes risk of harm to an older adult.
of age, gender identity,
• Child Abuse: Parent or guardian inflicts or allows to be inflicted,
ethnicity, religious a physical injury or sexual offense on a child less than 18 years of age.

beliefs, and • Child Neglect:

• Physical Neglect: Failure of parent or guardian to exercise minimum
socioeconomic status, degree of care in providing child with food, clothing, shelter, education
medical care or supervision.
can be abused or
• Emotional Neglect: Causes a child to have an impaired mental or
maltreated. If abuse or emotional condition.

neglect is suspected,
Possible indications of abuse:
employees at • A patient in an abusive relationship may exhibit:
• Bruising
Mount Sinai Morningside • Inconsistent or lack of explanation of injuries

and Mount Sinai West • Isolation/depression

• Suicidal ideation/attempts
are required to • Substance/alcohol use
• Low self-esteem
immediately contact
• Partners or parents who abuse may exhibit:
their manager/ • Refusal to leave patient’s side - speaks for the patient -
overly protective
supervisor, who in turn • Anger, indifference, aggressive behavior

will contact the • History of substance abuse

• Mental illness
Social Worker. • Criminal behavior or family violence
• Conflicting accounts of incidents
Continued
Spotlight on...Abuse and Neglect | 2021

What to do if you EPIC - nursing admission assessment:

suspect Abuse or
Neglect
• Discuss concerns with
the medical team; inform
assigned Social Worker.
• Document concerns
and actions taken in the
medical record.

• Child Abuse/Neglect:
• If indicated, contact the New York State Central
Register (SCR) for Mandated Reporters
(800-635-1522). Related Administrative Policies
• IPV/Sexual Assault (Not Mandated Reporting): • MSM/MSW P&P A4-101. Victims of Abuse,
• Contact Social Work for crisis intervention,
Identification and Reporting.
referrals for emergency shelter, counseling,
• MSM/MSW P&P A4 103. Child Abuse or Neglect,
assistance with law enforcement/SAFE exam.
Identification, Reporting and Management.
• Elder Abuse (Not Mandated Reporting):
• Contact Social Work for potential order
of protection, referrals to Adult Protective
Services, guardianship.

The Joint Commission standard PC.01.02.09 states “Family violence and child and elder abuse are frequently reported
occurrences. A study published by the Centers for Disease Control and Prevention (CDC) estimates that “intimate
partner abuse” results each year in 2 million injuries to women and 600,000 injuries among men. The National Center on
Elder Abuse references a study that estimates that between 1 and 2 million Americans age 65 or older have been injured,
exploited, or otherwise mistreated by someone on whom they depended for care or protection. National Consensus
Guidelines produced by The Family Violence Prevention Fund points out that “most Americans are seen at some point
by a health care provider, and the health care setting offers a critical opportunity for early identification and even the
primary prevention of abuse.” People who are victims of abuse or neglect may come to an organization for a variety of
reasons. Sometimes the reason a patient seeks health care is not connected to his or her experience with abuse or
neglect; however, by assessing patients who may be possible victims of abuse or neglect, health care organizations
fulfill an important role in helping to protect patients.”

Questions?
Contact: (MSM) Scott Ferguson Scott.Ferguson@mountsinai.org
or (MSW) Tiffany Kiss Tiffany.Kiss@mountsinai.org
SpotLight on...
COVID 19 - 2021

People with COVID-19 have had a wide range of symptoms reported – ranging from no symptoms
to severe illness. Symptoms may appear 2 - 14 days after exposure to the virus.

Question: What type of PPE do you use for PUI/ Question: What is your N95 re – use policy?
COVID patients? Answer: N95 masks may be used for an entire
Answer: N95 mask when in COVID patient area, shift (unless soiled, wet or damaged).
eye protection, isolation gown, gloves. N95 mask use is based on CDC
guidelines. Infection Prevention and
Environmental Health & Safety may be
Question: Where do staff doff PPE?
called for any questions on use.
Answer: In the patient’s room prior to exiting,
except for PPE you plan to re-use per
Question: If you have any respiratory symptoms,
approved policy.
what do you do?
Answer: Notify Manager/Supervisor.
Question: If you have a possible COVID + patient,
how is alert made? Question: If you have a patient that develops
Answer: Signage on door, verbal hand-off, respiratory symptoms, what do
Teletracking for admitted patients and you do?
Flag in EPIC banner. Answer: Physician is notified and if necessary an
RRT/Code is called (example of an
RRT or Medical Alert, Rapid Response
Team or Medical Code Team, Location).

Question: How do you check for patient COVID

results?
Answer: Positive and Negative COVID results are
reported in the medical record.

Questions about this issue? Contact your Manager/Supervisor Continued

Spotlight on : COVID 19 - 2021

Question: Do all patients wear masks?

Answer: Yes, while in the procedural area
and during transport. Patients are
encouraged to wear them in their
rooms as well.

Question: Do you have any screeners?

Answer: Yes.

Question: Are you taking temperatures for

visitors?
Answer: Yes, upon entry to the hospital.

Question: Are staff screened?

Answer: Yes.
ED-Specific Questions:
Question: Is everyone given a mask at every
Question: What happens when a patient
hospital entrance?
presents?
Answer: Yes, all are provided a mask on entry.
Answer: Mask is provided by Security and double
checked in Triage.
Question: Were you provided training for PPE?
Answer: Yes, all staff were trained on how to don Question: What symptom questions are asked?
and doff PPE and are fit tested for N95 Answer: Cough, fever, runny nose, congestion,
Respirators as necessary. difficult breathing, diarrhea, lack of smell/
taste, body aches.
Question: What occurs if someone has
symptoms; what do you do? Question: Do you allow visitors in the waiting areas?
Answer: Entry to the hospital is not permitted. Answer: Yes
Patients/visitors are advised to call their
PMD or go to the ED.
Question: Did you remove chairs to ensure they
are 6 feet apart?
Answer: Yes.

Questions about this issue? Contact your Manager/Supervisor