Insider MAGAZINE WINTER 2026
7 Getting Curious Together: Building Resilience and Respect. Global Experiences, Local Impact: Frieda Banning’s APS 11 Journey. Glacier Peak Cascade Range
THE OFFICIAL MAGAZINE OF THE WASHINGTON STATE ADULT PROTECTIVE SERVICES
WINTER 2026 | CONTENTS
TABLE OF CONTENTS FEATURES |
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DEPARTMENTS |
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2 Director’s Welcome
Through budget challenges, layoffs, and reorganization, HCLA leaders worked together to guide the agency forward.
Data Team Update
With release 7.1, TIVA2 adds smarter validations for demographics, IDs, and vulnerable adult status.
3 Deputy Director’s Welcome
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Together, we step into 2026 with renewed purpose and a shared vision for safety and equity.
EDAI Corner
Research shows curiosity can lead to longer life, stronger bonds, and professional growth.
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DATA UPDATE
5 Employee Spotlight
Sharing staff achievements and excellence across Washington.
11 Getting to Know One Another: Frieda Banning Frieda Banning’s multicultural journey and lived experiences shape her compassionate, equity-centered leadership in APS. Her story reflects resilience, advocacy, and a deep commitment to dignity for all.
8 Regional Success Stories
Learn how APS is helping people find human services to shape their own lives.
9 Updates & Information
Discover the latest updates and changes in policy and training at APS.
7 EDAI CORNER 11
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practical ways to cultivate self-compassion and 4 Explore improve your life satisfaction.
6 Learn About New APS Federal Regulations how personal experiences and emotions shape 9 Explore our workplace dynamics and success. Lummi Island
Whatcom County
THE OFFICIAL MAGAZINE OF THE WASHINGTON STATE ADULT PROTECTIVE SERVICES
8 strategies to ensure justice and safeguard vulnerable adults. Learn how investigators are refining their tools and
3 A look into the 2025 NAPSA Conference Forget perfect balance—work-life effectiveness starts with 9 realistic goals and intentional boundaries.
Maui to Washington—Richard Tagorda’s journey of 11 From service.
Near Pasco, WA Franklin County
THE OFFICIAL MAGAZINE OF THE WASHINGTON STATE ADULT PROTECTIVE SERVICES
Bellevue, WA King County
THE OFFICIAL MAGAZINE OF THE WASHINGTON STATE ADULT PROTECTIVE SERVICES
You can find them at the APS SharePoint site located here.
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11 GETTING TO KNOW FRIEDA BANNING
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Director’s Welcome
Capitol Lake
Olympia, WA
Strength in Collaboration: Reflections on a Time of Organizational Change
Kathy Morgan Director
WA State Adult Protective Services
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his summer was a season of change, transition, and profound growth for both me and the Home and Community Living Administration (HCLA). When our assistant secretary, Bea Rector, and deputy assistant secretary, Mike Anbesse, stepped into interim roles, I had the privilege of serving as the interim deputy assistant secretary. Although I knew the assignment was temporary, I approached it with excitement, gratitude, and a strong sense of responsibility to serve our administration well. Stepping into this role required me to shift from my usual APS program-level focus to a broader administration-wide perspective. While many of the duties felt familiar, the scope was very different. In this position, I needed to consider how decisions would impact every division within HCLA, not just APS. My priority was clear. I needed to help lead the administration through the Reimagine reorganization, meet transition timelines, and establish a solid structure for the new administration. This work had to be completed quickly, thoughtfully, and with the future in mind. Leading through difficult budgetary times and layoffs was one of the most challenging parts of this experience. Organizational restructuring impacts people on a very personal level. I remembered what it felt like to be on the receiving end of a difficult workforce decision earlier in my career, and I carried that memory with me into every conversation. I wanted to ensure I was compassionate, transparent, and clear when sharing information. My goal was always to give individuals as much detail as possible about what was happening, what to expect, who to contact, and what supports were available. People deserve honesty and dignity, especially during uncertain times. I was surrounded by many individuals who supported me throughout this experience, and any success during this period truly belongs to the entire HCLA leadership team. Their patience, grace, and strong commitment to our mission made all the difference. I especially
appreciated the opportunity to work more closely with leaders I do not normally engage with as often in my APS role. I was reminded that many of our leaders are newer to HCLA and may not have the historical context or background I have gained over 36 years with DSHS. That learning stays with me and continues to shape how I support, mentor, and communicate with others. I want to express my deep appreciation for two leaders whose partnership was invaluable. Mike Anbesse is a compassionate leader who consistently centers people first. He takes time to show appreciation and never loses sight of the individual behind the work. Paula Hughes demonstrated incredible dedication and resilience while serving as interim APS Director in my absence. Without a deputy director to support her, she took on multiple roles with strength and professionalism. Under Paula’s leadership, APS did not miss a beat and continued to move important initiatives forward. Looking back, the accomplishment I am most proud of is the successful Reimagine reorganization and the development of a new HCLA organizational structure. This was a team effort that required trust, collaboration, and courage from everyone involved. This experience reinforced my belief that stretch and interim assignments are powerful opportunities for personal and professional growth. I have benefited from them throughout my career, and I encourage others to embrace these opportunities when they arise, even when they push us outside our comfort zones. Growth happens when we step forward, support one another, and lead with heart. As I return to my role as APS Director, I do so with a broader perspective, renewed appreciation for our teams, and a strengthened commitment to developing future leaders. Together, we will continue advancing the important work of APS and HCLA, and we will do it with compassion, courage, and collaboration.
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Deputy Director’s Welcome
Tolmie State Park
Lacey, WA
Paula Hughes, M.Ed., CDE Interim Director WA State Adult Protective Services
Renewing our Commitment
APS in 2026
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s we step into a new year, I find myself reflecting on the heart of our work supporting people who rely on us during some of the most vulnerable moments of their lives. The beginning of a new year naturally invites us to pause, to reset, and to recommit to what matters most. For Adult Protective Services (APS), that means renewing our dedication to our mission and carrying our values forward with intention, compassion, and clarity. Every day, APS professionals bring dignity, safety, and respect to people who deserve to be seen as more than the challenges they are facing. Our work is grounded in personfirst practice, and as we move into 2026, our focus on Equity, Diversity, Accessibility, and Inclusion (EDAI) becomes even more essential. These principles are not add-ons to our mission. They are at the core of how we serve, how we show up for one another, and how we grow as an organization. In the coming year, we will continue strengthening the way we honor each person’s cultural background, lived experience, communication needs, and individual choices. This means slowing down enough to listen, adapting our approach based on what matters most to the person at the center of the case, and ensuring our
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services reduce barriers rather than reinforce them. It also means supporting one another with the same care and respect we bring to the individuals and communities we serve. We have ambitious goals ahead. In 2026, APS will continue working toward improved access to services, greater workforce stability, and deeper collaboration across the Home and Community Living Administration (HCLA). We will continue refining our practice standards, enhancing supervisor and staff development, and strengthening our partnerships with community providers, tribes, law enforcement, and other allies. Each of these priorities moves us closer to a system where every adult in Washington can expect safety, dignity, and support when they need it most. As we welcome the new year, I want to express my gratitude for your resilience, professionalism, and compassion. You bring our mission to life every day. Please take a moment to recognize the difference you make, not only in individual lives but also in building a safer, more equitable Washington. Here is to 2026, a year rooted in purpose, strengthened by shared values, and guided by the belief that every person deserves safety, respect, and a path forward. Thank you for the work you do and for the heart you bring to APS.
Data Update
APS Data Team Update We are always working to improve TIVA2 to make it easier to navigate, review, and accurately capture the work we do. TIVA2 release 7.1 will occur in the first weeks of January 2026 and will include the following changes and improvements: • Update the city/county dropdown on intake for the alleged perpetrator demographics so it functions the same as the the alleged victim. The city/county dropdown will be disabled for freeform text if a state other than Washington is selected. • Add validations for SSN, ACES, and Person ID for participants when linking an intake to an existing investigation. • Add validations for checking the age listed in the demographics as being 60+ when “60+ yrs with inability to care for self” is selected as a vulnerable adult status and age information is available. • Add validation for intake Incident Response (IR) queue to inform users if an IR has already been selected by another user for processing. • Add validation to confirm request letters are sent before related case note is created. • Have manually sent letters automatically upload after sent date is added. • Add 30-day visit case note to case notes selections, 30-day visit reminder emails, and 30-day visit slide out notifications when “Guardianship” is added to the legal services. • Add user search to the rotation edit tool. • Improved and expanded appeal activity note functionality. If you have suggestions for improvements, changes, or additions to TIVA2, please send them to your region’s TIVA2 point of contact. A full list of changes occurring with the 7.1 release will be sent to everyone for review prior to the release date.
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Employee Spotlight Deception Falls Stevens Pass area
EMPLOYEE S Sarah Weise
Legal Benefits Advisor Headquarters Sarah Weise joined APS in September 2024. She moved to Washington from California in 2021 to attend the University of Washington School of Law, graduating in 2024 with an interest in disability studies and a concentration in poverty law. At UW, she interned at a disability advocacy non-profit, assisting low-income and homeless Washingtonians with navigating persistent Social Security issues. Prior to law school, Sarah graduated from the University of Massachusetts in 2020 with degrees in Political Science and German and Scandinavian Studies. At UMass, she channeled her love of helping others by volunteering at local soup kitchens, homeless shelters, and assisted living facilities. As an LBA, Sarah enjoys advocating for vulnerable adults by coordinating with APS investigators and representing the Department at hearings. Outside of work, Sarah enjoys crafting, reading good books, and playing tuba in her community band.
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Tami LaDoux
Social Services Specialist 3 Region 1, Clarkston Prior to joining APS in 2020, Tami LaDoux spent 27 impactful years in the TriCities, originally believing her stay would be brief. Her career in Kennewick began in direct care and evolved into leadership, culminating in her role as Executive Director of Tri-Cities Residential Services. Tami also helped shape the community as a founding member of several boards, including serving as Board Chair for Leadership Tri-Cities. Tami’s dedication to APS and her colleagues is unwavering. Known for her strong work ethic, professionalism, and compassion, she consistently goes above and beyond to advocate for vulnerable adults. Along with her commitment to thorough, timely investigations and protective services, Tami was presented with the 2023 DSHS/ALTSA Core Values Award for Honesty and Integrity at the APS Conference—a testament to the values she lives every day. When she joined the Clarkston office as a Social Service Specialist 3, Tami was in the process of relocating back to Idaho to support her aging parents. Family remains central to her life—she’s a proud mother to Logan and Graci and shares her home with her husband Larry and their two festive pugs, Penny and Sadi, who are often dressed up for holidays. In her downtime, Tami enjoys camping, walking, and cherishing time with loved ones.
SPOTLIGHT Kelly Machnik
APS Supervisor Region 2, Bellingham Kelly Machnik has been with APS in Bellingham since 2018. She worked as an investigator and financial exploitation specialist before becoming a supervisor in 2019. Kelly is a mom of four and nana to seven. She is an avid reader and loves a good scary novel. Like many others, she’s had her ups and downs in social work and at APS. At the end of the day, the success stories of vulnerable people we make a difference for within our communities, keep her moving forward. Kelly has learned that the most powerful tools she brings to the table are empathy, authenticity and humor. She believes people do their best work when they feel heard and supported. She shows up as herself—transparent, approachable, and vulnerable. Work at APS can be intense, but humor lightens the load, diffuses stress, and reminds us that we’re all human.
Erica Howard
Administrative Assistant 4 Region 3, Tacoma Erica Howard is the administrative assistant for Region 3. She works quietly and confidentially behind the scenes doing many important things to keep the region running smoothly. She is trustworthy and dependable and is the go-to for many people seeking answers on personnel, FARM, hiring or human resources questions or issues. Erica handles scheduling and notes for meetings such as management team and all-staff meetings. She manages and provides personnel-related information and forms, while also tracking trainings, overtime, evaluations, and annual documentation. Erica is key to the support and organization of the regional administrator and does a fantastic job with keeping her upprised of upcoming deadlines and meetings. Most recently, Erica was key in providing training to the Administrative Assistant 3 as well as covering all of the supportive hiring tasks for the region. Thank you for all you do Erica, we appreciate you!
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EDAI Corner
A Year of Curiosity Submitted by Claire Knight, HCLA Strategic Alignment Administrator
our control, yet our curiosity is a characteristic Without question, our collective knowledge that research has shown we can cultivate to is impressive - together we know a lot! create tremendous impact. Still, there is so much that we do not know that can influence our reactions, thoughts, Let’s not wait - let’s get curious together! Join feelings, experiences and actions. University me in a moment of pause to activate that of California Santa Barbara researcher muscle and consider how it can enhance our Jonathan Schooler said, “Curiosity is a work experience and service, contributing psychological super virtue. It’s linked with to a healthy, supportive work culture. When greater life satisfaction, stronger relationships, we activate curiosity, we welcome others to professional success, and an even longer deepen connection to their intent. We also lifespan.” Which one of us doesn’t want one or root ourselves in the fact that there is such all of those? There are many active influences a diversity of thought, and that diversity can on our daily work and lives that lie outside of become our greatest strength.
Below are some questions you might incorporate into your mindset and ask others: • What do I not understand about this person’s perspective? Let me ask. • Can you tell me more about the intent of this directive? • What do I not know about this situation? Let me explore. • How can I be a better teammate to you? • How can I be a better leader to you? • You’ve sparked my curiosity with that comment. Tell me more. • Who can I ask for more clarification of this? • What if this situation is not what it seems?
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Regional Success Stories Ariel View of Leavenworth
REGIONAL SUCCESS STORIES
A little compassion and professionalism can significantly impact the wellbeing of Washington’s vulnerable adults. Region 1 APS was assigned an investigation involving neglect, physical, mental, and sexual abuse of a young client with a developmental disability living in a vehicle with the alleged perpetrators. After many attempts at locating the client over the summer, they were finally located in September. With the support from their teacher and DDCS case manager, APS assisted the client in locating an adult family home (AFH) and provided them transportation with their move to the AFH. Now that this young client is living in an AFH, APS was able to locate a guardian and successfully protected the client from further abuse and neglect with legal interventions pending.
Region 2 The investigator received an intake for selfneglect and quickly realized it was a more complex situation. The client was struggling with various concerns related to their inability to care for themselves, drug and alcohol dependency, repeatedly refusing care, and homelessness due to being evicted from their apartment. When the investigator found the individual sleeping in front of a grocery store, he immediately contacted emergency medical services (EMS) and remained with the client. EMS responded to the scene and contacted law enforcement to involuntarily admit the client to the hospital as
they were refusing care. The client was admitted to the hospital to receive care and finally agreed to explore facility placement options. The investigator’s determination to locate the client and their swift response resulted in a positive outcome for the individual who otherwise would have continued to be an unsafe situation.
Region 3 APS received a report alleging that a vulnerable adult was denied access to necessary medical care by their spouse, who was their legal guardian at the time. The spouse removed the client from a facility against medical advice and taken them to their home. That same day, the investigator and supervisor discovered the client was locked inside the residence without their spouse present. They immediately contacted law enforcement, and a warrant was requested to enter the premises. As the warrant was being delivered, the spouse returned to the residence. The sheriff’s department took control of the scene and arranged for the client to be transported to the hospital for evaluation. The court hearing found the spouse unable to provide appropriate care and appointed the client a guardian. Thanks to the swift, coordinated efforts of APS, the client is now receiving 24/7 support in a hospital setting awaiting placement in a safe, longterm care facility.
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Updates & Information Pacific Harbor Seals San Juan Islands, WA
UPDATES & INFORM Policy Update
submitted by Rebecca Mead APS Senior Policy Advisor The first ever APS Federal Regulations went into effect on June 7, 2024, and states have until May 8, 2028, to comply in order to receive federal funding. To begin the process of bringing our program into compliance, we will be modifying our timeframes related to alleged victim initial face-toface interview response and documentation with an expected implementation of July 2026. Our alleged victim initial face-to-face response will be changing from a three-tiered response (24 hr., 5 business day, and 10 business day) to a two-tiered response (24hr. and 7 calendar day). The new 7 calendar day response will count calendar days regardless of holidays or weekends. In preparation for this change, we are working on drafting policy updates and TIVA2 system changes to support the new response times and will keep staff informed of updates along the way. The expectation of entering documentation within 10 business days will be changed to 5 calendar days. This initial implementation of 5 calendar days is part of a phased approach to eventually move to a 3 calendar day documentation expectation. A feasibility study will be initiated in 2027 to determine preparedness of moving to
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the 3 calendar day expectation in 2028. We want to thank the APS Policy Community of Practice for assisting in the spring of 2025 to discuss and develop our plan. What can you do to prepare for these changes? Although the policy has not yet changed, you can begin preparing now by practicing the new timeframes for initial face-to-face responses and documentation with your current caseload. Consider developing a phased approach, gradually increasing the number of responses and case notes you complete in alignment with the upcoming expectations, so that you are fully prepared for implementation in July 2026.
Training Highlights for 2025 and Outlook for 2026 submitted by Ruiqin Miao APS Training Unit Manager
The Training Unit is excited to share key training highlights and offer a glimpse into our roadmap for 2026. APS Academy 2025 marked a fruitful year of academy training, with approximately 180 staff having graduated or on track to graduate within 2025. To support
Upcoming Events APS Supervisor Academy Since the Supervisor Academy was launched in December 2024, about half of the existing supervisors and field administrators have completed the training by the close of 2025. We are committed to continuing with the momentum and complete training for the remaining half (about 4550 staff) by the end of September 2026. Outlook for 2026 The 2026 training calendar for APS Academy and Supervisor Academy was released in October 2025. They can be accessed at the APS SharePoint Training site. Overview of Academy modules, along with registration links, is available at the APS Academy page. The Specialty Course series includes six courses that explore specific subject areas APS workers frequently encounter, is under active development. These trainings are planned to be launched in early 2026.
MATION timely progress of training for new staff, we were flexible to pivot and meet changing needs. With an exceptionally large cohort of Module 101 at the end of August, we partnered with the Intake Unit to expand the size of a September session of Module 102 from 15 to 28 participants, so the group could continue their training without delay.
The Training Team is deeply grateful for the APS leadership, the Social and Health Program Consultants (SHPCs), and the Intake and Policy Unit for their unwavering support, seamless collaboration, and trusted partnership. As we look ahead to 2026, we remain committed to supporting the division’s evolving training needs to empower staff learning, development and growth!
Coffee Break
with the APS Director
Grab a cup of coffee and call-in to chat with the APS Director! This casual quarterly event to stay informed of APS Division’s current events and the opportunity to ask your questions.
Quarterly Staff Updates: 2026 Dates WINTER Tuesday, January 27
9:00am - 10:00am
Click the link join!
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Getting to Know One Another
Getting to Know
she/her
Frieda Banning APS Quality Improvement Coordinator
A Journey of Identity, Resilience, and Heartfelt Commitment to Equity
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rieda Banning is a multilingual immigrant, military spouse, and devoted parent whose global life experiences shape her compassionate, equity-centered leadership in APS. As a Quality Improvement Coordinator, Frieda carries her lived experiences, cultural perspective, and deep dedication to advocacy into every conversation and project she touches. Her path is rich, textured, deeply human, and beautifully reflects APS’s commitment to Equity, Diversity, Accessibility, and Inclusion (EDAI). To Frieda, supporting individuals is not simply her job. It is a calling rooted in her belief that every person deserves dignity, compassion, and the opportunity to thrive.
Frieda’s story begins far from Washington State. Born in Germany, she spent her childhood attending schools in Ghana and London before eventually migrating to the United States. These early experiences gave her a multicultural lens and the ability to speak five languages, but they also brought challenges. She shares openly that, as an immigrant, she often struggled to feel included. “I experienced a cultural shock, 11
and that made me struggle to belong and be confident in myself,” she says. “I was always concerned about others’ opinions of me, and that made me question my worth.” Those feelings of uncertainty eventually shifted as she grew into motherhood. Raising three daughters helped her reconnect with her identity, giving her the strength and clarity to stand firmly in who she is. Her professional journey is just as diverse and meaningful. Before joining APS, Frieda served in several roles that shaped her expertise in systems improvement and advocacy: LongTerm Care Surveyor, Quality Assurance Specialist, Business Analyst, and Military Spouse Ambassador. In her most recent hospital role, she implemented regulatory standards and facilitated education programs to support safe, effective care in psychiatric treatment settings. These roles strengthened her analytical skills, sharpened her leadership, and deepened her passion for building systems that work for people, not the other way around. Her personal identity and experiences are inseparable from the professional she has become. As a parent of two children born
prematurely, Frieda spent significant time navigating medical systems, learning to advocate, and building resilience. She describes that period as transformative: “A significant milestone for me was navigating the NICU journey with my micro preemie kids. It taught me resilience and adaptability.” That experience helps her connect deeply with the APS mission. “I want to be the voice of the voiceless,” she says. “Supporting vulnerable adults is deeply personal for me.” In her role today, Frieda brings an EDAIcentered approach to every project. She believes that inclusion begins with how people feel when they ask for help. “My goal is to empower and support our staff, not to audit or evaluate their work,” she explains. “Finding facts and not fault is my top priority.” Her approach not only improves practice Frieda and her husband. but also helps create a safer and more trusting environment for APS staff and the individuals APS serves. A central part of Frieda’s joy at APS comes from the people she works with. She cannot help but smile when describing her team: “Oh, my team is amazing! I could write a whole book about my team!” she says. Their compassion, creativity, and shared commitment to people fuel her
daily motivation. Together, they embody the values of APS by prioritizing respectful services, effective practices, and a culture where every person’s unique identity adds value.
Freida and her family at a monster truck event.
Outside of work, Frieda enjoys cooking, gardening, traveling, and spending time with her husband and daughters. After years of relocating for military life, she says Washington feels like home. “I love Washington,” she says. “I had never found a place I wanted to stay forever until I came here.” She appreciates the acceptance, natural beauty, and sense of belonging the region offers. Frieda leaves the APS workforce with a heartfelt message: “You’re making a difference, one person at a time… Keep shining your light.” Her words echo what EDAI reminds us: that diversity is not simply present, it is powerful. When individuals like Frieda bring their whole selves to this work, APS becomes a stronger, more compassionate, and more inclusive community for every person we serve.
Frieda’s three daughters.
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THANK YOU! Thank you for everything you do to protect the people we serve. The work you do everyday truly makes a difference.
Driftwood Park Whidbey Island