The American Ambulance Association is seeking nominations for its inaugural Mobile Healthcare 40 Under 40! This is your opportunity to recognize exceptional rising leaders as the future of EMS.
To submit a nomination, please complete the form below. Nominations are due January 31, 2020. Incomplete nominations cannot be considered.
Nominations are due January 31, 2020. Incomplete nominations cannot be considered. Honorees will be selected by the AAA Membership Committee and announced in February 2020.
Selection Process & Criteria
Honorees will be selected based ONLY on the information provided in their nomination form. Nominees should have contributed to their organization, state ambulance association, AAA, other professional associations, and/or the EMS profession in an extraordinary way beyond faithful completion of job duties. Please be sure to include detail about the nominee’s impact to date and future promise.
Please note that nominees must be under 41 on December 31, 2020 (meaning that they cannot turn 41 in 2020). No specific job role or title is required for consideration.
Honorees will be recognized on the American Ambulance Association’s website and social media platforms. Winners will also receive complimentary registration to the 2020 AAA Annual Conference & Trade Show in Las Vegas, Nevada November 2–4.
Thank you for helping AAA recognize the young leaders of EMS!
The U.S. Bureau of Labor Statistics expects career opportunities for EMTs and Paramedics to grow another 15 percent by 2026, far outpacing most other professions… With EMS agencies hungry for skilled providers, there has never been a better time to chart your career path in mobile healthcare.
This week, an editorial from AAA President Mark Postma was featured in a special Media Planet section on healthcare careers. Read the full article►
Scrolling through Facebook, I regularly notice EMS providers seeking feedback from friends and colleagues. Someone will post, “Hey, I’m moving to this city. Does anybody know some good ambulance services that are hiring?” Plenty of people will respond, “This is a pretty good place.” Others share warnings such as, “Don’t work for Provider X.” Word of mouth can be valuable for any EMS. What current and former employees say about their positive work experience is a major benefit to recruitment and retention. In order to ensure a top-notch service to customers and to attract top-tier employees, recruitment and retention must be at the top of the to-do list. This is important for both public and private EMS departments. With negative word of mouth, unless somebody is desperate to get a job, “Provider X” in the example above won’t receive a second look from applicants. While some services use salary as a major recruitment and retention tool, it’s not the only way to stand out. There are various low-cost strategies to employ when it comes to recruiting and retaining employees.
Moving on up
Opportunities for advancement are one attractive benefit. In a fire service, providers often begin their tenure as a fire service paramedic. They can take a test to become a paramedic lieutenant. If a space opens up, a person can test to be a paramedic captain or eventually paramedic chief. In private ambulance services, the organizational structure is often different. Provide an infrastructure for improvement is of the utmost importance. For many professionals, that upward mobility is gained through education. Offering more knowledge benefits both parties and has an impact across the continuum of care. The advanced education benefit allows providers to offer better care and to communicate better with colleagues in other healthcare disciplines about a patient’s care. This builds loyalty among employees toward a service that continues to invest in their skills.
Some organizations may avoid providing education while on the clock. Advanced planning ensures coverage while expanding the team’s skills. Work with your team to determine the most convenient time and day for the provider and the EMS to obtain educational opportunities.
An EMS department can offer a number of educational opportunities — starting with all the necessary courses to maintain certification — to expand a provider’s knowledge.
Some of the options include the following:
Tuition reimbursement for college
Flight paramedic, critical care or tactical paramedic certifications
Critical care continuing education
These certifications make providers, and the service they work for, stand out above the crowd. Think of the added benefit of saying, “All of my paramedics are critical care paramedics.”
To recruit or to retain
So what comes first – recruitment or retention? That depends on the needs of an individual service. If a service, for example, is 10 people short, filling those spots is paramount. If there aren’t any open spots, concentration turns to keeping the providers you have satisfied and offering the best service possible. These providers are valuable because they are most familiar with your area, contracts and how your service does business. Whether recruitment or retention is the goal, the following perks may help candidates choose your organization over competitors:
Recognition awards, dinners, picnics and other company events
Colleague referral programs
Discounts for services and products, such as gym memberships, travel, etc.
Tax breaks for EMS volunteer hours (in some states)
While some services rely on a quick increase in salary as their only tactic, recruitment and retention is impacted by much more. Finding and incorporating multiple ways to value your providers and their contributions is the most beneficial path to follow.
Scott Moore, Esq, and Sterling Backcheck’s Peter Mulherin shared with us some best practices for employee background screening for EMS. Protect your ambulance service and your patients—contact email@example.com for personalized assistance.
Attention AAA members! The American Ambulance Association is teaming up with Sterling Backcheck, the country’s largest and best-respected employee background screening company. AAA members receive deeply discounted pricing, as all background checks for AAA members are treated as one “client.”
Law enforcement officers, pre-Kindergarten through 12th grade teachers, firefighters and emergency medical technicians can contribute to community revitalization while becoming homeowners through HUD’s Good Neighbor Next Door Sales Program. HUD offers a substantial incentive in the form of a discount of 50% from the list price of the home. In return you must commit to live in the property for 36 months as your sole residence.
How the Program Works
Eligible Single Family homes located in revitalization areas are listed exclusively for sale through the Good Neighbor Next Door Sales program. Properties are available for purchase through the program for seven days.
How to Participate in Good Neighbor Next Door
Check the listings for your state. Follow the instructions to submit your interest in purchasing a specific home. If more than one person submits an offer on a single home a selection will be made by random lottery. You must meet the requirements for a law enforcement officer, teacher, firefighter or emergency medical technician and comply with HUD’s regulations for the program.
HUD requires that you sign a second mortgage and note for the discount amount. No interest or payments are required on this “silent second” provided that you fulfill the three-year occupancy requirement.The number of properties available is limited and the list of available properties changes weekly.
Thanks to Rob for the great discussion featuring AAA’s senior vice president of government affairs, Tristan North, Lee Ann Pond, chief administrative officer of the Richmond Ambulance Authority (RAA), and Dan Fellows, RAA fleet manager.