You transfer to another department at Henry Ford Health.
Your new position is active, your manager has changed, and you’re already working with the new team.
But when you open HFHS Connect and related Henry Ford resources, some applications or information associated with your previous department are still available.
Does that mean you’re still supposed to use them?
Not necessarily.
A department transfer can affect several systems, and those changes don’t always occur at exactly the same time. More importantly, being technically able to open something isn’t the same as still having a business reason to use it.
Start With the Transfer Effective Date
The effective date gives you a clear dividing line.
Suppose your transfer looks like this:
Previous department: Department A
New department: Department B
Transfer effective: October 12
Activity before October 12 may legitimately belong to the previous assignment.
Activity after October 12 should generally be evaluated in the context of the new role.
If old resources remain visible on October 13, don’t immediately assume the transfer failed.
First check whether the core employment information reflects the new assignment.
Different Systems Can Update at Different Times
HFHS Connect acts as a gateway to multiple employee resources rather than being one single application containing everything.
That distinction matters after a transfer.
Your department information might change before every connected resource reflects the new assignment.
You could therefore encounter a transition such as:
Employment record — new department
Manager information — new manager
Training assignments — partially updated
Old application access — still present
New application access — still being provisioned
That combination can look messy without necessarily meaning the underlying transfer was entered incorrectly.
Old Access Doesn’t Automatically Extend Your Old Responsibilities
Suppose you previously worked in a department where a particular application was part of your normal duties.
After transferring, the application still opens.
Don’t interpret that as permission to continue using it exactly as before.
Your current job responsibilities determine what systems and information you should be working with—not simply whether a link still responds when clicked.
If you no longer need a resource for your current role, don’t use leftover access out of curiosity.
New Access Can Arrive Separately
The opposite problem can be more disruptive.
Your new department is correct, but a resource required for the new position isn’t available yet.
That doesn’t necessarily mean someone should reverse the transfer.
It may be an access-provisioning issue associated with the new role.
Describe it that way:
“My department changed correctly on October 12, but I don’t yet have access to the application required for my new assignment.”
That’s more useful than:
“My transfer didn’t work.”
The transfer may have worked perfectly while one downstream permission hasn’t.
Don’t Use the Old Resource as a Workaround
Imagine the new department uses a different workflow, but your old department’s application is still accessible.
Using the old system because it happens to work can create incorrect records or put information in the wrong workflow.
Ask which resource applies to your current assignment.
Temporary technical access shouldn’t become your unofficial method of bypassing missing new access.
Check Your Manager and Organizational Information
After the effective date, compare the basic employment information with what you were told about the transfer.
Useful items include:
Department
Manager
Job title
Work location, if applicable
Transfer effective date
Not every field needs to change.
You might transfer teams while keeping the same title, for example.
What matters is whether the information that should have changed actually did.
Training Can Lag Behind the Position Change
A new department can introduce different required training.
At the same time, training associated with your previous assignment may remain visible for a while.
Don’t immediately complete every old requirement simply because it’s still listed.
Determine whether the assignment still applies to your current position.
Likewise, if expected new training doesn’t appear, don’t substitute an old course because the names seem similar.
Role-specific requirements should correspond to the role you’re actually performing.
Pending Work From the Old Department Needs Context
Not everything associated with your previous department becomes irrelevant the second the transfer takes effect.
You may have legitimate transition tasks, corrections, or handoff responsibilities.
If you’re expected to finish something from the old assignment, follow the instructions provided for that transition.
But distinguish an authorized handoff from open-ended access.
“I need this until Friday to complete the approved handoff”
is very different from:
“It still works, so I’ll keep using it.”
Don’t Test How Much Access You Still Have
If you suspect obsolete access remains, don’t explore menus, records, or functions simply to determine the extent of it.
You don’t need to prove that every old permission still works.
If a resource clearly appears unrelated to your current duties, the relevant fact is already available: you still appear to have access you may no longer need.
Report the specific resource through the appropriate channel if necessary.
Partial Access Can Be Normal During Transition
Permissions aren’t always all-or-nothing.
You might have access to the new department’s general resources while one specialized function is still unavailable.
Or most old permissions may disappear while one application remains.
Describe exactly what’s missing or unexpectedly present.
For example:
New department active: Yes
New manager displayed: Yes
Required scheduling resource: Available
Specialized application needed for role: Missing
Old department application: Still visible
That gives a much clearer picture than simply saying your “access is wrong.”
A Bookmark Can Outlive the Permission
Don’t confuse a saved link with active authorization.
You may have bookmarked a resource months ago or still see an old shortcut.
The existence of that shortcut doesn’t prove your current role includes access.
Likewise, a link disappearing from the main portal doesn’t necessarily tell you everything about underlying permissions.
Evaluate resources based on your current job requirements.
Report Old and Missing Access Separately
If both problems happen at once, separate them.
For example:
Issue 1: I still have access to the previous department’s application after my October 12 transfer.
Issue 2: I don’t yet have access to the application required for my new department.
These may have different causes and may need different corrections.
Combining everything into “HFHS Connect is wrong after my transfer” makes troubleshooting harder.
Your Current Role Is the Reference Point
After a Henry Ford Health department change, don’t use the list of applications you can technically open as the definition of your job.
Start with the current assignment.
What department are you in?
Who is your manager?
What work are you responsible for?
Which resources are required for that work?
Then compare those answers with what HFHS Connect and the connected Henry Ford systems provide.
Some old access may disappear quickly. Some permissions may take longer to align. New resources may be provisioned separately.
The important distinction is simple:
Visible doesn’t automatically mean required. Accessible doesn’t automatically mean appropriate to use.
After a transfer, use the resources that belong to your current responsibilities and address leftover or missing access as a specific transition issue rather than assuming every application shown in HFHS Connect is still part of your job.
