Next year, two out of five EMTs and paramedics who currently work for your competitors will look for another job; yet, finding skilled EMS clinicians is becoming remarkably difficult. This is because EMS organizations of all sizes are competing for a limited talent pool. It doesn’t help that paramedics are becoming more specialized and are […]
New Legislation is trending in the state of New York and will soon spread throughout the nation that employers should be made aware. H.R. 6030-Pay Equity for All Act of 2016 will make it illegal to ask job candidates for salary history information during the interview and salary negotiation processes. The New York City Council approved passage of this […]
Is your company looking to implement pre-employment, random, return-to-duty, or post-accident drug screening? Avesta is ready to help! Avesta is pleased to announce that drug screening is being added to list of offered services. Avesta understands the risk for companies attempting to maintain compliance with drug screening procedures; for example, upholding an accurate chain of […]
The American Ambulance Association (AAA) has named Avesta Systems the 2016 Affiliate of the Year. According to AAA, “The award is given to the vendor who supports the programs of the association. Avesta is dedicated solely to the practice of Human Capital Management and the development of solutions that meet the unique human resource challenges […]
There’s never a good time to get clobbered while driving through an intersection. Unfortunately it happens far too often to ambulances and medical transportation vehicles. As managers in EMS, we prefer that our days be productive and free of accident investigations. Common sense and experience tell us that nearly all accidents are preventable. However, truly […]
Avesta helps clients build a consistent “compensatory” hiring and selection process. Our programs are intended to provide hiring managers with a measurable due-diligence process. A compensatory process includes a combination of three basic data elements about each candidate: Experience: what have they done? Motives: what do they want to do? Talents and Competency Do they possesses the ability and behaviors to “fit” the job.
Adverse impact refers to employment practices that appear neutral but have a discriminatory effect on a protected group. Adverse impact may occur in hiring, promotion, training and development, transfer, layoff, and even performance appraisals. It may be found in an overall procedure or in any step in the overall procedure. A test or selection procedure […]