EMS System Review - State of New Jersey

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State of New Jersey, DHSS, OEMSConsulting Services: EMS System Reviewproviders. In June of 2007, New Jersey EMS providers were sadly reminded of this when aparamedic treating a patient, died of sudden cardiac arrest. There were no line of duty deathbenefits, no funeral benefits, no pension benefits for a surviving spouse or children, no access toscholarships for his children or no other benefits that police officers of firefighters wouldreceive. EMS providers who suffer on the job injuries are also not covered by a line-of-dutydisability benefit.Firefighters and police officers are part of the State Police Fire Pension System. After 25years of service or at age 50, with 20 years of service, they can retire with a lucrative pension ofat least 50-60 percent of their final salary, with medical benefits. EMT-Bs who work for publicsafety agencies but are not firefighters or police officers, are eligible for retirement from thePERS program. This pension program takes longer to qualify for and pays out lower benefits.Hospital-based paramedics can usually contribute to a 401K, but have no guaranteed pensionplan. In summary, EMS providers are clearly second class citizens in regards to pension anddisability benefits.Unfortunately, the timing of this is poor. Public pension systems are under publicscrutiny, with some experiencing under funding. Pension funding has been a particularlysensitive issue in New Jersey resulting in significant media coverage. The Fire and PolicePension System contributors are reluctant to let new people into their pension system. An option,albeit a less than desirable plan, is to create a special classification in the PERS system thatallows paramedics to have similar benefits to firefighters and police officers. This is similar to abenefit granted to fire investigators, who are not classified as firefighters.Recommendation 50: Allow non-firefighter paramedics and EMT-Bs into the Fire andPolice Pension System. Alternatively, create a special section in PERS for paramedics andEMT-Bs.Medical Cross-Training and Advancement – Career advancement is anotherimportant issue for EMS providers. Currently, EMS providers who work for fire and policedepartments may have the opportunity to promote into management positions. Non-public safetyproviders have fewer opportunities. To increase salary and benefits, many providers havebecome nurses or other mid-level health care providers (physician assistants, respiratorytherapists, nurse anesthetists, etc.). Others have become health system administrators working invarious aspects of health care. This should not be viewed as negative, but these options usuallyinvolve an experienced provider having to leave EMS. Often, these providers are forced to repeatbasic training programs that they may have recently completed.In contrast, there are many technician and mid-level healthcare providers who havebecome EMS providers. This is a positive step that should be encouraged. Unfortunately, theTriData, a Division of 122September 2007System Planning Corporation
State of New Jersey, DHSS, OEMSConsulting Services: EMS System Reviewability to crossover into EMS is often difficult, requiring those interested to repeat basic trainingprograms that delay entry into EMS.Recommendation 51: Encourage EMS and other healthcare professionals to crosstrain,but provide a career path for those wishing to make EMS a career. Education programsbuild bridges instead of walls for those wishing to further their education.Learning to Lead and Manage – EMS leaders often ask for additional education inleadership. Many who have completed paramedic or EMT-B training wish to pursue bachelor ormasters level programs to begin mastery of the growing EMS body of knowledge. Generalleadership training is available at community colleges and universities, but little is directedtoward EMS.The National EMS Management Curriculum Committee of the Fire and EmergencyServices Higher Education Council (FESHE) has developed four working management leveldefinitions using public safety and EMS industry practices:• EMS Supervisor: A crew chief or leaders of a single unit or crew.• EMS Manager: Manages more than one crew or supervisor• EMS Chief Officer: Oversees more than one manager, is responsible for a majorcomponent of an EMS organization, middle manager.• EMS Executive: Head of the organization or senior staff. 71FESHE also reviewed several EMS college curriculums in an attempt to identify standardcourses for EMS managers. Many of these courses are available at local colleges or bydistributive learning.Recommendation 52: New Jersey community colleges and four-year colleges whoprovide EMS management programs should consider adopting the FESHE curriculum.Training programs should target the four EMS management levels identified above.Recommendation 53: EMS managers should take advantage of EMS trainingprograms sponsored by the National Fire Academy, the American Ambulance Association andother private organization.Early Exposure to EMS – A possible method to entice youth to consider EMS as acareer is to provide early exposure through school career development programs, youth programssuch as scouting, Explorers, Civil Air Patrol, and faith organizations. They often provide anexcellent introduction to EMS. Encouraging participation in volunteer EMS also helps with71 FESHE., (2006). National EMS Management Curriculum Committee: Inaugural Draft Meeting Report, Draft#2.2., p. 30TriData, a Division of 123September 2007System Planning Corporation
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