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A
C
A
Wanted
to
make
sure
that
the
Elder
Care
committee
had
an
opportunity
to
meet
the
candidate
who
is
being
presented
to
us
this
evening
for
the
next
administrator
at
Shaker
place
and
to
address
any
questions
that
they
might
have
or
everybody
else,
a
part
of
the
legislation
who
may
have
some
questions
who
are
not
at
the
Personnel
committee
as
we
get
started,
I
just
want
to
say
that
I've
had
the
opportunity
to
meet
Mr,
Olsen
and
I
will
tell
you,
he's
a
man
of
great
integrity
because
we've
been
speaking
over
the
next
over
the
last
month
or
so
he
never
brought.
A
The
word
of
this
to
me.
I
didn't
know
what
he
was
doing.
I
didn't
know.
He
was
a
candidate
and
but
I
attended
a
conference
back
in
early
June
and
he
happened
to
be
there.
That's
where
I
met
him
of
skilled
nursing
facilities
and
where
I
was
going
to
just
get
some
background
and
continued
information
on
long-term
care,
and
he
was
there.
A
We
met
I
even
went
to
visit
Kingsway
in
the
last
month
or
so
I'm
telling
you
this
man
never
said
a
word
to
me
and
but
I
had
the
opportunity
to
ask
I
think
it
was
for
both
of
us
and
probably
now,
as
as
we
in
hindsight,
it
turned
out
to
be
very
informative.
A
I
was
very
impressed
with
what
I
saw
at
King's
Way
one
of
the
highest
rated
facilities
in
the
capital
region,
one
that
has
sort
of
like
a
three-tiered
approach
to
long-term
care.
They
have
senior
apartments,
they
have
senior
housing,
senior
housing,
they
have
the
Skilled,
Nursing,
Facility
and
long
and
also
I,
think
memory,
clear,
assisted.
D
A
Assisted
living,
that's
right,
Assisted
Living,
so
I
I
was
very
impressed
with
what
I
saw
there
and
his
Opera
taking
the
opportunity
to
to
meet
with
me
and
answer
questions
that
I
had
about
long-term
care
and
as
related
to
King's
Way.
So
I
I
came
away
really
impressed,
not
knowing
that
I
would
be
seeing
him
today
or
that
I
would
be
seeing
his
resume
in
front
of
us.
So
you
know
that
being
said.
A
I
I'm,
happy
and
I
am
pleased
with
the
candidate
that
we
have
in
front
of
us
today
and
but
I
would
offer.
I
did
have
a
couple
questions
for
him,
but
I
I
would
offer
the
opportunity
for
committee
members
if
you
have
questions
as
well
members
of
the
Elder
Care
committee
initially
and
then
others
that
are
present
in
the
room.
C
D
Sure
you
know
one
of
the
things
when
I
hold
meetings
now
I
like
to
focus
on
things
that
are
more
preventative
rather
than
curing
things.
So
we
had
a
recruitment
retention
committee.
We
were
spending
way
too
much
time
talking
about
Recruitment
and
not
enough
time
talking
about
retention,
because
if
you
do
retention
really
well
you're,
not
spending
so
much
time
on
recruitment.
So
we
we
turn
the
table
on
that
a
little
bit
and
it's
paying
off.
Not
you
know
as
great
as
we'd
like
to
see
it
just
the
market.
D
D
You
know
we
hired
a
lot
of
people,
but
we
had
great
retention.
Our
retention
rate
was
over
80
percent
of
the
people
that
stayed
you
know
more
than
a
year,
but
even
though
we
hired
100
people
a
year
was
that
20
percent
that
kept
turning
over.
So
our
goal
was
to
just
keep
improving
on
the
number
of
people
that
stayed.
You
know
a
longer
duration
of
time
and
improve
retention.
D
Not
extensive
in
the
last
position,
I've
had
my
first
position:
I
was
the
administrator
of
Franklin
County
Nursing
Home
in
Malone
New
York.
That
was
a
unionized
facility
and
also
in
2020
2006
I
think
it
was
I
was
in
the
sodium
Catskill
that
had
a
1199
Union.
There.
E
Yeah,
what
I
read
in
the
back
up
here
too,
which
I
was
happy
to
see
that
you're
going
to
work
diligently
to
make
sure
we
keep
the
five-star
rating.
This
committee
and
this
legislature
put
a
lot
of
time,
effort
and
money
and
making
sure
that
that
Albany,
County
Nursing
Home
Shaker
place
first
of
all
stayed
open
and
once
it
stayed
opened,
we
made
it
the
best
and
thanks
to
the
employees,
we
have
there
right
best
nursing
home
in
Upstate,
New
York
to
the
fact
where
we
have
a
waiting
list.
E
D
Quality
is
always
first,
we
one
of
the
things
that
we
started
years
ago
in
my
last
organization
was
doing
customer
satisfaction,
surveys
and
staff
satisfaction
surveys,
and
they
were
done
every
month,
a
small
group
of
people
every
month-
and
you
know
it
was
a
survey
that
rated
us
on
a
score
of
one
to
five
in
a
lot
of
different
metrics,
but
also
we
get
The
Narrative
of
the
phone
calls
the
third
party
company
did,
and
there
is
always
something
every
month
that
was
a
takeaway
of
something
that
we
needed
to
work
on,
even
though
we
were
a
five-star
facility,
and
things
were
going
well,
there's
always
something
to
work
on,
because
it
doesn't
take
much
in
that
business
to
go
from
five
stars
to.
E
Lesson
my
last
question
is
that
last
month,
last
month
we
approved
over
three
million
dollars
in
contracts
for
outside
people
outside
nurses
outside.
What
are
you
going
to
do
to
tear
all
that
or
maybe
help
enhance
because
they're
unionized,
so
they
have
to
be
negotiated
some,
you
know
better
contracts,
better
monies
for
the
employees.
That
would
hurt.
But,
more
importantly,
how
are
you
going
to
cut
that
3
million
down.
D
It
a
lot
of
that,
hopefully
would
be
done
through
retention.
You
know
if
we
keep
retaining
our
own
employees
more
and
more
we're
going
to
start.
You
know
eating
down
the
number
of
agency
staff
that
we're
gonna
have
to
have
to
bring
in
I.
Think
that
would
be.
You
know
another
top
priority
and
you
know
I
think
we
really
need
to
look
at.
You
know
the
reasons
why
people
come
to
work
at
Shaker
place
and
tell
our
story
get
it
out.
D
There
make
it
a
place
that
people
will
want
to
come
work
in
many,
do
now,
I
think
they
have
a
good
working
atmosphere.
I
think
we
need
to
expand
on
that
as
well.
What.
D
D
It's
retaining
he's
really
getting
out
and
hearing
what
the
employees
have
to
say.
What's
what
is
important
for
them?
The
money
is
important.
Their
their
paychecks
are
very
important,
but
there's
a
lot
of
things
beyond
their
paycheck
that
are
meaningful
to
to
our
staff.
It's
just
do
they
like
coming
to
work,
you
know,
is
the
work
environment
currently
good?
Is
it
a
good
culture
where
they're
going
to
work
every
day,
I've
long
held
the
belief
that
people
don't
quit
an
organization
they
quit
their
supervisor.
D
E
D
A
B
So
working
in
long-term
care
is
one
of
the
most
Healthcare
environment
I
work
in
home
health,
which
is
also
got
its
enormous
challenges.
There
are
some
unique
challenges
facing
the
Skilled
Nursing
Facility
community
that
are
curveballs
coming
fast,
like
Staffing
ratios,
like
quality
measurements
that
are
new
and
and
other
kind
of
federal
requirements
that
are
coming
Fast
and
Furious
aside
from
Workforce,
which
is
the
number
one
challenge
in
healthcare
generally
right
now
and
copins
made
it
worse
and
more
intense
and
more
competitive
among
sectors.
B
D
D
You
know
whenever
something
bad
happens
any
place.
Very
often
it
comes
down
to
inadequate
supervising
and
training.
So
I
think
that
would
be
really
important,
but
you
know
staying
on
top
of
all
the
new
Band-Aids
coming
down
the
road
and
really
evaluating
what
they
mean
to
the
organization
and
preparing
for
it
and
getting
ahead
of
it.
So
we're
not
catch
up
after
it's
implemented,
be
a
proactive.
C
Yes,
just
a
follow-up
on
Gary
said
with
the
employee
retention
at
all
your
stops
here.
What
do
you
think
you
did
give
me
an
example
of
something
you
did
at
those
stops,
not.
F
D
D
I
think
one
of
the
things
I
did-
and
this
came
from
employee
satisfaction-
surveys
that
it
came
out
that
we
didn't
have
a
friendly
work
environment,
that
new
employees
coming
in
weren't
that
friendly,
so
I
developed
a
program.
It
was
actually
a
sheet
of
paper
that
every
hiring
manager
has
to
fill
out
and
it's
based
on
how
friendly
or
what,
how
positive
the
attitude
is,
the
person
that
we're
hiring
and
it's
a
very
simple
Grid-
it's
a
10
by
10
grid.
D
On
the
one
side,
it's
how
friendly
you
are
on
the
other
side
of
how
competent
you
are:
okay,
there's
no
science
behind
it.
It's
just
something
I
made
up
to
make
it
look
good
to
make
it
visual
for
the
hiring
manager
and
the
takeaway
was
you
had
to
be
an
eight
or
above
in
your
friendliness
and
attitude
to
be
hired,
but
only
a
five
or
above
for
confidence.
D
C
C
One
more
problem,
thank
you
for
answering
that
question.
You
mentioned
the
in
all
of
your
travels
already
dealing
with
all
those
employees.
I
think
you
mentioned
supervisors
or
their
biggest
issue
with
not
staying.
C
D
Leave
yeah
very
often,
they
think.
C
B
C
F
You
Ms
Whalen,
certainly
Larry
slack,
whose
shoes
are
going
to
be
big
ones
to
fill,
but
I
have
no
doubts
that
you
will
be
able
to
do
that
and
your
resume
is
outstanding.
You've
had
a
lot
of
experience
in
this
industry
for
a
long
long
time,
so
something
like-
and
you
know,
I
have
been
to
a
few
meetings
at
the
nursing
home
that
Larry
used
to
have
with
staff
quarterly.
F
The
managers-
and
you
know,
I
in
a
big
room
and
and
I
did
notice
that
there
was
a
very
nice
Rapport
that
they
all
had
together
and
they
provided
each
other
with
lunch
and
they
gave
reports
and
there
was
a
nice
sense
of
camaraderie
there.
Amongst
you
know,
the
the
the
the
management
are,
the
directors
of
different
divisions
and
Larry,
so
I'm
sure
you'll
perpetuate
that
culture,
and
it
will
be.
F
It
will
be
good,
but
my
question
is:
is
I'm
on
I've
been
appointed
to
the
arpa
covid
relief
monies
task
force
for
health
and
was
partially
responsible
for
getting
a
representative
on
that
committee?
Also?
That
represents,
or
is
familiar
with
nursing
homes
in
the
industry,
Mr
Klein,
and
that
was
that
you
know
Larry
Larry
helped
me
brainstorm
with
that
in
terms
of
of
putting
him
up
for
as
a
as
someone
to
consider,
you
know
to
be
appointed
to
the
committee,
so
I'm
just
curious.
You
know
this
money
that
we
have.
What?
F
Where
would
you
like
to
see
it
spent
if
you
had
any
recommendations
with
regard
to
covid
relief
money
that
we're
getting
and
if
you
could
have
a
wish
list
for
the
nursing
home,
or
you
know
the
most
vulnerable
population
right
that
was
affected
and
impacted
in
the
worst
possible
way
by
covid?
So
what
would
you?
Where?
Would
you
like
to
see
that
money
spent
in
order
to
you
know
Stave
off
any
kind
of
damage
in
the
future
like
what
we
just
saw?
That.
D
As
a
result
of
kova,
the
nursing
home
sector
was
is
still
the
last
to
come
back
from
a
staffing
perspective.
Hospitals
are
just
about
back
to
pre-pandemic
levels,
home
care.
Every
level
of
care
is
about
back
to
pre-pandemic
levels,
except
for
the
nursing
home
sector,
and
that's
Nationwide
I,
think
you
know
those
kind
of
whatever
the
fund
is.
You
know
that
could
be
put
towards
things
to
help
with
recruitment
retention.
We
don't
need
any
more
masks
and
tests
and
any
of
those
things
we
need
resources
to
help.
A
Is
it
my
turn
to
have
a
question?
Okay,
one
of
the
one
of
the
main
things
that
I'd
like
to
get
your
perspective
on?
What
do
you
see
as
the
challenges
or
their
opportunities
that
come
from
moving
from
a
proprietary
organization
to
a
government-run
organization,
managed
organization?
So
could
you
give
me
your
perspective
on
that.
D
Yeah,
you
know
I
I,
think,
particularly
in
in
this
situation.
You
know
the
the
facility
is,
is
state
of
the
art
and
there's
also
a
large
plot
of
land
there
as
well
I
think
you
know,
given
the
opportunities
from
a
County's
perception
perspective
and
not-for-profits
perspective,
to
access
resources
to
expand
on
other
programs,
whether
it
be
assisted
living
or
independent
housing
or
outpatient
therapy
or
Transportation.
You
know
those
are
the
things
that
yeah
I
come
from
an
organization
that
has
the
multi
different
levels
of
care,
and
it
all
works
really.
D
A
I'm
glad
to
hear
you
see
that
in
the
future
of
what
they're
trying
to
do
another
one
I
a
concerned-
and
you
talked
about
quality-
you
mentioned
that
term
earlier,
and
quality
of
care
and
quality
of
life
are
issues
that
are
of
importance
to
me
as
I
look
at
our
residents
and
you
come
from
a
facility
that
was
not
very
diverse.
In
Residence,
the
Albany
County
Nursing
Home
has
about
a
nine
percent
rate
of
diversity
in
terms
of
their
residence.
How?
D
Yeah
I
think
the
best
example
of
that
is
what
we
talked
about
in
my
office
and
I
forwarded.
It
forwarded
you,
a
forum
that
is
used
by
your
Recreation
staff
and
the
first
day
or
two
of
the
residents
stay
in
our
facility.
My
last
facility,
the
recreation,
social
work,
staff
sat
with
the
resident
and
their
family
and
they
wrote
out
a
full
page.
D
You
know
all
pre-filled
questions
about
who
you
are
as
a
person,
your
background,
your
family
life,
your
professional
life
and
that
gets
posted
in
the
residence
room
so
that
every
staff
member
that
comes
in
to
care
for
them.
Who
really
knows
about
that
person
who
they
are
and
what
they're
all
about?
Because
you
know
we
all
knew.
C
A
I
would
also
like
to
encourage
even
some
of
you
talked
about
training
earlier
with
staff.
You
know
it's
a
cultural
competency,
training
I.
Think
it's
very
important.
Do
you
have
any
comments
on
that
in
terms
of
with
staff
as
and
just
dealing
with,
the
diversity
of
the
residents
and
the
in
the
nursing
home
yeah.
D
I
would
really
rely
on
you
know
our
social
work
and
Recreation
staff
and
look
for
whatever
outside
resources
there
are
to
to
bring
in
and
help
us
along
that
path.
Yeah,
diversity,
equity
and
inclusion
is
a
huge
topic
and
it's
very
important
topic
and
I
think
it's
you
know,
I'm,
not
sure
we
have
the
resources
from
within,
so
I
think
we
need
might
need
to
look
outside
and
see
what
resources
are
out
there
to
help
us
down
that
road.
A
Okay
and
finally,
what's
very
important
to
the
legislators
is
our
interaction
with
you
as
the
leader
of
the
organization.
I
know
that
and
I
would
say
that
I
am
not
probably
uniqueness
and
that
we
had
the
opportunity
when
we
reached
out
to
Mr
slatke.
He
was
very
responsive,
and
that
was
my
experience
and
by
the
knowledge
around
the
room.
A
I
think
that
that's
consistent
I
would
hope
that
we
could
look
forward
to
that
same
kind
of
relationship
with
you
as
legislators,
when
we
reach
out
for
assistance,
knowing
you
know
we're
the
best
game
in
town
now,
there's
no
room
at
the
end,
but
I
do
hope
that
we
would
have
the
opportunity
to
have
that
same
type
of
working
relationship
with
you
absolutely.
A
That
we
can
confirm
our
candidate
for
the
next
administrator
for
Shaker
place,
all
those
in
favor
any
opposed.
Thank
you
very
much.