Certification/Licensure:  

•    National Registry of EMTs (NREMT) Paramedic (NRP) certification.  
•    Ability to obtain Vermont Department of Health EMS license as a paramedic (NREMT required).
•    AHA ACLS or ARC ALS
•    AHA PALS, ARC PALS, or NAEMT EPC
•    FEMA IS-300 (must be obtained within 6 months of hire)
•    3 or more of the following professional development credentials:

1.    HRCI's Associate Professional in Human Resources® (aPHR®), SHRM Certification, or equivalent
2.    Critical Care Paramedic endorsement with valid UBMC CCEMTP or IBSC FP-C or CCP-C
3.    NEMSMA Supervising or Managing EMS Officer Credential
4.    NAEMSE Level 1 / 2 Educator or Vermont EMS Instructor Coordinator
5.    USFA EMS Quality Management (R0158) or Management of EMS (R0150)
6.    EMS Supervisor-specific training such as Fitch & Associates Beyond the Streets (BTS), USFA  Introduction to Fire and EMS Supervision and Management (Q0426), SafeTech Solutions EMS Leadership Academy, etc.

Education – minimally a high school diploma or equivalent.  Preferred criteria include associate, bachelor, or graduate level degree from a regionally accredited post-secondary educational institution.  

Length of Service - Minimum of 3 years of experience as an EMS provider.  Preferred criteria include: 5 or more years of experience as an EMS provider at the ALS level (AEMT, paramedic, or CCP) and/or 1 or more years in a supervisory role.    

Skills - Ability to effectively communicate verbally and in writing. Specifically:

•    Ability to utilize word processing and spreadsheet software to prepare letters, memos, and reports.
•    Ability to utilize electronic patient care reporting software, HR / scheduling software, generate and analyze reports, etc..

Internal Candidates – No higher than Written Warning in progressive discipline. Preferred criteria include no disciplinary actions required within the last rolling year of employment.

Occupational Health Screening

Employees are evaluated on their ability to perform the following tasks:

This screening occurs:

1. Upon hire – prior to or within 30 days of the date of hire.
2. Upon returning from Leave of Absence or Injury – prior to a return to active ambulance crew duty.
3. Every other year employees have this screening performed.

This is a unique opportunity and role for our organization and the right manager.  The Workforce Captain (Supervising EMS Officer) is responsible for field and administrative duties related to daily crew operations.  First and foremost is working to ensure our crew have the resources needed to safely complete their daily care for our patients.  The role also includes Workforce Coordination which involves aiding our crew's professional development, coaching, scheduling, & basic HR assistance.  

The schedule for this role is hybrid with work hours split between clinical and administrative roles.  The pay structure for this position is based on experience and credentials, with a minimum starting rate of $35 for NRP certified personnel or $40 for critical care eligible paramedics.  We offer shift differentials, additional pay for degree accomplishment, steps for years of service, along with incentives for certain shifts or assignments.

WORKFORCE COORDINATION RESPONSIBILITIES

This supervising officer acts as the Workforce Coordinator with the following additional responsibilities:

1.    Developing and managing the clinical staffing schedule.

a.    On a quarterly basis manage the staffed hours by reviewing call demand, proposing any adjustments in staffed hours or number of personnel, and managing employee scheduling for the following quarter.
b.    Review and approve paid time off requests, shift trades, etc.
c.    Coordinate coverage or staffing adjustments for unfilled or unscheduled openings with assistance of the other Operations Officers.

2.    Act as the primary contact for BRS crew for routine human resources inquiries, suggestions, or actions through the HR / scheduling system.  

3.    Work with crew members and other Supervising EMS Officers to create professional development plans to encourage an environment of continuous learning.  This includes oversight of the Certification Coordinator and ensuring essential certifications and licenses are maintained.

4.    Developing BRS Workforce Standards.  These standards must be:

a.    Specific criteria pertinent to workforce management, safety, etc.
b.    Measurable criteria via the HR / scheduling system or other data source.
c.    Achievable to perform for supervisory and/or other crew members.
d.    Relevant to workplace management (professional development, scheduling, performance review, coaching/counseling, etc.).
e.    Time bound regarding reporting performance.

5.    Developing Performance Improvement Plans with using applicable input from supervisors, shift lead (Lt.), educators, etc. with Executive Director approval.    

6.    Manage and ensure BRS workforce policies and protocols regarding scheduling, performance management, coaching and/or mentoring, etc. are evidence informed or using consensus or compliance references commonly accepted workforce management principles, VT State Statues / Rules / EMS Office Policies or Protocols, Patient Safety Organization (PSO) alerts or reports, etc.