6 templates for ER and ED techs, trauma techs, the CNA path, leads, and independent facilities, with the EMT/CNA certifications, HIPAA, and OSHA guidance the template farms skip. Download as DOCX.
ER tech is one of those titles that sounds standardized but is not. Emergency room technician, ED tech, emergency department technician, and ER patient care technician all describe the same emergency-department support role, and the job rides on an underlying EMT or CNA certification rather than any standalone ER tech license. So the first job of any ER tech job description is to pin down the title and the credential you require.
At FirstHR, we build hiring templates that name the compliance the generic template farms leave out. The six below cover the role by title, level, and setting, with the EMT and CNA certification guidance, HIPAA confidentiality, OSHA bloodborne pathogens obligations, and FLSA classification spelled out. The guide to writing a job description covers the fundamentals.
TL;DR
ER tech (emergency room technician) and ED tech are the same role: a certified clinical support worker in the ER, under RN and physician supervision. There is no standalone ER tech license; it rides on EMT or CNA certification plus BLS. The role is non-exempt and hourly, handles PHI under HIPAA, and is covered by the OSHA Bloodborne Pathogens Standard. Federal data maps it to EMTs (median $41,340) and nursing assistants (median $39,530), May 2024.
What Is an ER Tech?
An ER tech is a certified clinical support worker who assists with patient care inside a hospital emergency department under RN and physician supervision. The work includes vitals, EKGs, phlebotomy, procedure assistance, transport, and documentation. ER techs work only in the ER; unlike field EMTs they do not respond to calls, and unlike paramedics they work at a more basic scope under supervision.
There is no dedicated occupational code for ER tech, so federal data maps it to two roles by credential path: EMTs (SOC 29-2042) for the EMT path and nursing assistants (SOC 31-1131) for the CNA path. O*NET does not list ER tech as a sample title, confirming it is an informal hospital title rather than a formal occupation, which is exactly why naming the certification matters.
ER Tech Duties and Responsibilities
An ER tech's duties cluster into clinical support, procedure assistance, department operations, and safety and privacy. The mix shifts with the department's acuity, heavier on procedures and resuscitation support in trauma areas, but these areas hold across the role.
Clinical support
Monitor and record vital signs
Perform 12-lead EKGs and phlebotomy
Collect and label specimens
Procedure assistance
Assist with splinting, wound care, and setup
Help with Foley catheters and NG tubes
Support transport, transfers, and positioning
Department operations
Stock and prepare rooms and equipment
Maintain room readiness and turnover
Document care accurately in the record
Safety and privacy
Follow infection-control protocols
Use PPE and follow the exposure control plan
Protect patient privacy under HIPAA
The work is shift-based and physically active, often including nights and weekends, since emergency departments run around the clock. For a structured way to scope the role, the guide to defining job responsibilities walks through the process.
Which Template Should You Use?
Pick the template by title, level, and setting. The ER tech version is the flagship with the full certifications and compliance block; the ED tech, trauma tech, CNA-path, lead, and independent versions match different titles, acuity levels, and employer types. Use this guide to choose.
ER Tech
Emergency room technician
The flagship: an EMT or CNA-certified tech supporting ER patient care under RN and physician supervision, with the certifications, HIPAA, and OSHA compliance built in.
ED Tech
Same role, different title
ED tech and ER tech are interchangeable for the same emergency-department support role. Use whichever title your applicants recognize in your market.
Trauma Tech
Higher acuity
An ER tech supporting a trauma or higher-acuity area, adding trauma resuscitation support and usually requiring more procedure experience and ACLS or PALS.
ER Patient Care Tech
CNA path
The ER tech role hired on the CNA path rather than EMT, with more emphasis on activities of daily living alongside ER skills like vitals and EKG.
Senior / Lead ER Tech
Working lead
An experienced tech who coordinates the team and mentors newer techs while still doing hands-on care, with an FLSA note on lead classification.
Independent / Freestanding
Smaller, owner-led
For an independent freestanding ED or urgent-care operation running a lean clinical team, with the regulatory basics built in and a direct-to-leadership reporting line.
Match the Template to Your Title and Credential
ER tech or ED tech: use whichever title your applicants search for. Higher-acuity trauma area: Trauma Tech. Hiring on the CNA path: ER Patient Care Tech. An experienced working lead: Senior / Lead ER Tech. An independent freestanding ED or urgent-care operation: Independent / Freestanding. Whichever you pick, specify the EMT or CNA certification you require and classify the role as non-exempt.
6 Free ER Tech Job Description Templates
Download all six as a single Word document or copy individual templates. Each follows the same structure: role context and position summary, key responsibilities, qualifications, a compliance or FLSA note, an EEO statement, and pay. Fill in the brackets and post.
Download All 6 Templates
ER tech, ED tech, trauma tech, ER patient care tech, lead tech, and independent facility. All in one DOCX.
Template 1: ER Tech (Emergency Room Technician)
The flagship: an EMT or CNA-certified tech supporting ER patient care under RN and physician supervision, with the certifications, HIPAA, and OSHA compliance built in.
ER Tech Job Description (Emergency Room Technician)
ER TECH JOB DESCRIPTION (EMERGENCY ROOM TECHNICIAN)
An ER patient care technician (PCT) is the ER tech role hired on the CNA
path rather than the EMT path. The duties are similar, with more emphasis
on activities of daily living and basic patient care, plus ER skills like
vitals, EKG, and specimen collection.
POSITION SUMMARY
[Facility Name] is hiring an ER Patient Care Technician to support
emergency department patients under RN supervision, providing basic care,
vitals, and procedure assistance.
KEY RESPONSIBILITIES
•Assist patients with activities of daily living and comfort
•Monitor and record vital signs and report changes
•Perform EKGs and basic specimen collection [phlebotomy if trained]
•Assist with procedures, transport, and positioning
•Stock rooms and maintain a clean, safe environment
•Document care accurately in the medical record
•Follow infection-control and safety protocols
•Maintain HIPAA confidentiality
REQUIRED QUALIFICATIONS
•[CNA certification per your requirement; EMT a plus]
•Current BLS/CPR (AHA or Red Cross)
•[EKG and phlebotomy competency preferred]
•High school diploma or equivalent
•Compassion and the ability to work under supervision
•[Background check, drug screen, TB test, and immunizations]
COMPLIANCE NOTE
CNA certification and competency are state-regulated. ER PCTs handle PHI
(HIPAA) and may contact blood or infectious material, so the OSHA
Bloodborne Pathogens Standard (29 CFR 1910.1030) applies. Confirm your
state requirements and facility scope. This is not legal advice.
EEO STATEMENT
[Facility Name] is an equal opportunity employer. Reasonable
accommodations are available for the essential functions of this role.
PAY AND HOW TO APPLY
Pay: $______ per hour [+ shift differential]
To apply, email __.
Template 5: Senior / Lead ER Tech
An experienced tech who coordinates the team and mentors newer techs while still doing hands-on care, with an FLSA note on lead classification.
Senior / Lead ER Tech Job Description
SENIOR / LEAD ER TECH JOB DESCRIPTION
Facility: __ ([City, State])
Reports to: [ED Nurse Manager]
Employment type: Full-time, hourly, W-2
FLSA status: Non-exempt (hourly, overtime eligible) [confirm by duties]
Pay: $______ per hour [+ shift differential]
ABOUT THIS ROLE
A senior or lead ER tech is an experienced ER tech who serves as a working
lead for the tech team, helping coordinate coverage, mentor newer techs,
and maintain standards, while still performing hands-on patient care.
POSITION SUMMARY
[Facility Name] is hiring a Lead ER Tech to coordinate the ER tech team,
mentor staff, and maintain clinical and safety standards while providing
direct patient care under RN supervision.
KEY RESPONSIBILITIES
•Perform all ER tech duties (vitals, EKG, phlebotomy, procedures)
•Help coordinate tech coverage and assignments per shift
•Mentor and orient new ER techs
•Support competency checks and skills training
•Maintain supplies, equipment, and room readiness
•Reinforce infection-control, safety, and HIPAA standards
•Serve as a resource to the RN and charge nurse
•Help track issues and escalate to the nurse manager
REQUIRED QUALIFICATIONS
•[EMT-Basic and/or CNA certification per your requirement]
•Current BLS/CPR; [ACLS and PALS preferred]
•[2+] years of ER or ED tech experience
•Phlebotomy and EKG competency
•Leadership, communication, and reliability
•[Background check, drug screen, TB test, and immunizations]
FLSA NOTE
A working lead who primarily performs hands-on patient care is generally
non-exempt and overtime eligible, even with lead duties. Exempt status
requires genuine management authority plus a qualifying salary; classify
by actual duties, not the title. This is not legal advice.
EEO STATEMENT
[Facility Name] is an equal opportunity employer. Reasonable
accommodations are available for the essential functions of this role.
PAY AND HOW TO APPLY
Pay: $______ per hour [+ shift differential]
To apply, email __.
Template 6: Independent / Freestanding ED or Urgent Care
For an independent freestanding ED or urgent-care operation running a lean clinical team, with the regulatory basics built in and a direct-to-leadership reporting line.
ER Tech Job Description (Independent / Freestanding ED or Urgent Care)
ER TECH JOB DESCRIPTION (INDEPENDENT / FREESTANDING ED OR URGENT CARE)
Employer: __ ([City, State])
Reports to: [Charge Nurse / Owner or Medical Director]
This is the part the template farms skip, and it is the core of an ER tech hire. Because there is no standalone ER tech license, the role rides on an underlying certification, and a clean checklist of credentials and screening matters more here than in almost any other entry-level role.
EMT or CNA certification
There is no standalone national ER tech license, so the role rides on an underlying credential. Decide whether you require EMT-Basic, CNA, or either, verify the certification before the start date, and confirm the scope of practice your state allows, since it varies.
BLS/CPR and advanced certs
Require current BLS/CPR from the American Heart Association or Red Cross, and specify whether ACLS, PALS, phlebotomy, or EKG competency are required or preferred for your department's acuity. Track expiration dates so certifications never lapse.
Health screening and immunizations
Healthcare hires typically need a criminal background check, OIG and SAM exclusion checks, a drug screen, baseline TB screening, and immunizations such as Hepatitis B, MMR, Varicella, Tdap, and annual influenza. Document each before patient contact.
HIPAA and competency
ER techs handle protected health information, so HIPAA confidentiality training and acknowledgment are required, and accredited facilities assess clinical competency at orientation and on a recurring basis. Keep these records where you can produce them.
Beyond credentials, two compliance points always apply. ER techs handle protected health information, so HIPAA confidentiality obligations attach to the role. And because they can reasonably be expected to contact blood or other potentially infectious material, the OSHA Bloodborne Pathogens Standard, 29 CFR 1910.1030, requires a written exposure control plan, PPE, a free Hepatitis B vaccination offer, training, and a sharps injury log.
This Is a Regulated Clinical Hire
Emergency services at Medicare-participating facilities are governed by CMS Conditions of Participation (42 CFR 482.55), and accredited facilities assess staff competency at orientation and on a recurring basis. Pre-employment screening typically includes a background check, exclusion-list checks, a drug screen, TB screening, and immunizations. These obligations apply regardless of employer size. Confirm your state scope of practice and facility requirements. This is general information, not legal advice.
FLSA: Are ER Techs Exempt?
ER techs are non-exempt, meaning hourly and overtime eligible. The role is hands-on clinical support performed under supervision, which does not meet the duties tests for any white-collar exemption, and the pay sits below the salary thresholds. Because emergency departments run nights, weekends, and holidays, overtime and shift differentials are a normal part of the pay structure.
It gets nuanced only at the lead level. A senior or lead tech who primarily performs hands-on care is still generally non-exempt, since lead duties alone do not create an exemption. Exempt status would require genuine management authority plus a qualifying salary basis, currently $684 per week ($35,568 per year) under the 2019 rule, which a working clinical lead typically does not meet.
Classify by Duties, and Check Your State
Titles do not decide exempt status; the actual duties do. Several states set salary thresholds higher than the federal one, and you must apply whichever law gives the employee greater protection. The guides to exempt versus non-exempt and the Fair Labor Standards Act explain how the tests work. This is general information, not legal advice.
Requirements and Qualifications
This is a certification-driven entry-level clinical role. Name the credential precisely, since it is the deciding requirement, and tailor the advanced certifications to your department's acuity.
Requirement
What to know
Certification
EMT-Basic, CNA, or either, per your requirement; no standalone ER tech license
Life support
Current BLS/CPR (AHA or Red Cross) required
Advanced
ACLS, PALS, phlebotomy, EKG competency by acuity
Education
High school diploma or equivalent
Screening
Background check, drug screen, TB test, immunizations
Keep the must-haves clear and the preferred items separate, and verify the certification before the start date. The guide to writing a job description covers how to structure the rest.
Pay and Hiring Outlook
ER tech pay tracks the underlying EMT and CNA roles, and turnover keeps openings plentiful even where overall growth is modest.
BLS Benchmarks by Credential Path (May 2024)
With no dedicated wage code for ER tech, the closest proxies are EMTs (SOC 29-2042), median $41,340 a year (lowest 10% under $31,410, highest over $60,780), and nursing assistants (SOC 31-1131), median $39,530 a year. EMT employment is projected to grow 5% from 2024 to 2034 with about 19,000 openings a year, while nursing assistants see about 211,800 openings a year (U.S. Bureau of Labor Statistics).
The proxy codes span field and facility work, so anchor your offer to your region and add a shift differential for nights and weekends. Market data shows the actual ER tech title commonly pays in the low-to-mid twenties per hour, in line with the EMT and nursing-assistant bands, with higher acuity and major markets paying more.
Hiring an ER Tech for a Smaller Facility
The honest picture: ER tech and ED tech are the same role so match the title and credential, this is a regulated clinical hire with heavier compliance than a generic template shows, and it is a high-turnover certification-driven role where a repeatable process wins. Here are the three realities to get right.
ER tech and ED tech are the same role, so match the title and credential to your facility
Emergency room technician, emergency department technician, ED tech, ER tech, and ER patient care technician all describe essentially the same emergency-department support role: a certified clinician who takes vitals, runs EKGs, draws blood, and assists with procedures under RN and physician supervision. The titles are interchangeable, so use the one your applicants recognize in your market. The credential is where the real decision sits, because there is no standalone national ER tech license. The role rides on an underlying certification, usually EMT-Basic, CNA, or either, plus BLS, and often ACLS, PALS, phlebotomy, and EKG competency. An ER tech is not the same as a field EMT or a paramedic: ER techs work inside the hospital and do not respond to calls, and they operate at a more basic scope than paramedics. Decide which certification you require, state it clearly, and confirm what your state scope of practice allows, since it differs by state and by facility.
This is a regulated clinical hire, and the compliance is heavier than a generic template shows
Hiring an ER tech carries a compliance load that the generic job-description templates skip entirely. Because the tech handles protected health information, HIPAA confidentiality obligations apply and should be referenced in the posting and the onboarding. Because the tech can reasonably be expected to contact blood or other potentially infectious material, the OSHA Bloodborne Pathogens Standard (29 CFR 1910.1030) applies, requiring a written exposure control plan, PPE, a free Hepatitis B vaccination offer, training, and a sharps injury log. Pre-employment screening in healthcare typically adds a criminal background check, OIG and SAM exclusion checks, a drug screen, baseline TB screening, and a set of immunizations, and accredited facilities assess clinical competency at orientation and on a recurring basis. CMS Conditions of Participation for emergency services (42 CFR 482.55) govern emergency-department organization and personnel for Medicare-participating facilities. None of this is optional, and a clean certifications-and-screening checklist matters more here than in almost any other entry-level hire. This is general information, not legal advice.
It is a high-turnover, certification-driven role, so a repeatable, documented process wins
ER tech is an hourly, non-exempt, high-churn role built on certifications that expire: federal data for the underlying EMT occupation shows a median around 41,000 dollars a year with thousands of openings annually, and the CNA path is similar. For any employer running a lean clinical team, an independent freestanding emergency department, a smaller urgent-care operation, or an independent group practice, that churn means verifying credentials, running health screening, delivering HIPAA and bloodborne pathogens training, and documenting competency over and over. That is exactly where a repeatable system pays off. FirstHR fits it directly: e-signature for the offer and HIPAA and policy acknowledgments, document management to store EMT or CNA certifications, BLS and ACLS cards, TB and immunization records, and license verifications with expiration reminders so nothing lapses, training modules to deliver and track required topics, and task workflows so every credentialing and onboarding sequence runs the same way. A simple HRIS keeps the org chart and records in one place. Because pricing is flat rather than per seat, a high-turnover team does not run up the cost. FirstHR does not run payroll or administer benefits, so pair it with a payroll provider. Applicant tracking is coming soon.
After You Hire: Onboarding an ER Tech
Onboarding an ER tech is more than paperwork, because the role is certified, regulated, and patient-facing. Send the offer stating the hourly pay and non-exempt status, collect the signed offer, and complete Form I-9 and tax forms as part of the new hire paperwork.
Then handle the credentialing and safety steps that are the core of a clean start: verify the EMT or CNA certification and the BLS card and any required ACLS, PALS, phlebotomy, or EKG competency, recording every expiration date; complete the background and exclusion checks, drug screen, TB screening, and immunizations before patient contact; deliver HIPAA and OSHA bloodborne pathogens training; and complete the competency assessment your facility requires. Keep the signed onboarding documents and credential records on file. If this is among your first clinical hires, the guide to hiring your first employee covers the broader steps.
Because ER tech is a high-turnover, certification-driven role, this sequence needs to be repeatable so every hire gets the same complete, documented start. FirstHR fits it directly: e-signature for the offer and HIPAA and policy acknowledgments, document management to store EMT or CNA certifications, BLS and ACLS cards, and TB and immunization records with expiration reminders so nothing lapses, training modules to deliver and track required topics, task workflows so every credentialing and onboarding sequence runs the same way, and a simple HRIS to keep records and the org chart in one place. Because pricing is flat rather than per seat, a high-turnover team does not run up the cost. FirstHR does not run payroll or administer benefits, so pair it with a payroll provider. Applicant tracking is coming soon to FirstHR.
Key Takeaways
ER tech and ED tech are the same emergency-department support role: use the title your applicants search for and specify the credential.
There is no standalone ER tech license; the role rides on EMT-Basic, CNA, or either, plus BLS, often with ACLS, PALS, phlebotomy, and EKG.
ER techs handle PHI under HIPAA and are covered by the OSHA Bloodborne Pathogens Standard (29 CFR 1910.1030).
The role is non-exempt and overtime eligible; a working lead is generally non-exempt too, since lead duties alone do not create an exemption.
It is a regulated clinical hire: background and exclusion checks, drug screen, TB screening, immunizations, and competency assessment all apply.
Federal data maps the role to EMTs (median $41,340) and nursing assistants (median $39,530), May 2024, with turnover keeping openings plentiful.
Frequently Asked Questions
What is an ER tech?
An ER tech, short for emergency room technician and also called an ED tech or emergency department technician, is a certified clinical support worker who assists with patient care inside a hospital emergency department under the supervision of registered nurses and physicians. The core work includes monitoring and recording vital signs, performing 12-lead EKGs, drawing blood and collecting specimens, assisting with procedures such as splinting, wound care, Foley catheters, and NG tubes, transporting and positioning patients, stocking and preparing rooms and equipment, and documenting care accurately. ER techs work only in the emergency department; unlike field EMTs they do not respond to calls, and unlike paramedics they operate at a more basic scope under direct supervision. The role is hourly and non-exempt. While there is no standalone national ER tech license, the position requires an underlying certification, typically EMT-Basic, CNA, or either, plus current BLS/CPR, and often advanced certifications like ACLS or PALS and competencies like phlebotomy and EKG depending on the department's acuity. It is a fast-paced, physically demanding role central to emergency-department flow and patient safety.
What does an ER tech do?
An ER tech supports emergency-department patient care under the direction of nurses and physicians. The day-to-day duties include taking and recording vital signs and escalating changes to the nurse, performing 12-lead EKGs, drawing blood and collecting and labeling specimens, assisting clinicians with procedures such as splinting, wound care, catheter placement, and NG tube insertion, transporting and transferring patients safely, turning over and restocking treatment rooms, maintaining equipment readiness, and documenting care in the medical record. ER techs also follow infection-control protocols, use personal protective equipment, and protect patient privacy under HIPAA. In a trauma or higher-acuity area, the role adds support for rapid assessment and resuscitation and usually expects more procedure experience. The work is shift-based and often includes nights, weekends, and holidays, because emergency departments operate around the clock. It is physically active and can be stressful, since it involves urgent and sometimes life-or-death situations. Throughout, the ER tech works within a defined scope under RN and physician supervision rather than independently, which is a key distinction from licensed nurses and providers.
What is the difference between an ER tech and an EMT?
An ER tech and an EMT often share the same underlying certification but work in different settings. An EMT (emergency medical technician) is certified to provide basic emergency medical care and most commonly works in the field on an ambulance, responding to 911 calls and transporting patients to hospitals. An ER tech typically holds an EMT certification too, but works inside the hospital emergency department rather than in the field; as the distinction is often put, ER techs work only in emergency rooms and do not respond to calls. So the credential can be identical while the work environment differs: the EMT goes to the patient, the ER tech supports patients who arrive at the ER. There are also related comparisons worth knowing. A paramedic holds the highest EMS certification and provides advanced life support, operating at a broader scope than an ER tech, who works at a more basic level under RN and physician supervision. And an ER tech can alternatively be hired on the CNA path rather than the EMT path, in which case the role looks more like an emergency-department patient care technician. When you write the posting, the practical step is to specify which certification you require, since that, not the title, defines who can do the job.
What certifications does an ER tech need?
There is no standalone national ER tech license, so the role is built on an underlying certification plus life-support training. Most employers require EMT-Basic certification, CNA certification, or either one, along with current BLS/CPR from the American Heart Association or the Red Cross. Beyond that baseline, many emergency departments require or prefer advanced certifications and competencies depending on acuity: ACLS (Advanced Cardiovascular Life Support), PALS (Pediatric Advanced Life Support), phlebotomy competency, and 12-lead EKG competency are common. Hospital job descriptions frequently list CNA or EMT-B plus CPR through the American Heart Association as the baseline. Importantly, scope of practice varies by state and by employer: some states do not mandate a specific ER tech certification, but individual facilities set their own requirements, and the EMT credential itself is state-regulated through the National Registry of EMTs plus state licensure. Beyond certifications, healthcare employers typically require a criminal background check, exclusion-list checks, a drug screen, baseline TB screening, and immunizations. When you hire, decide which certification path you require, verify it before the start date, and track expiration dates so nothing lapses while the tech is working.
Are ER techs exempt or non-exempt from overtime?
ER techs are non-exempt, which means they are paid hourly and are entitled to overtime at one and a half times their regular rate for hours worked over 40 in a workweek. This is because the role is hands-on clinical support work performed under supervision, which does not meet the duties tests for any of the white-collar exemptions, and the pay is below the salary thresholds anyway. Emergency departments commonly run shifts that include nights, weekends, and holidays, so overtime and shift differentials are a normal part of the pay structure, which makes correct non-exempt classification important. The classification is straightforward for ER techs, ED techs, trauma techs, and patient care technicians. It only gets nuanced for a senior or lead tech: a working lead who primarily performs hands-on patient care is still generally non-exempt and overtime eligible, because lead duties alone do not create an exemption. Exempt status would require genuine management authority along with a qualifying salary basis at or above the applicable threshold, which a working clinical lead typically does not meet. The rule of thumb is to classify by actual duties rather than title, and when in doubt, treat the role as non-exempt. This is general information, not legal advice.
What is the difference between ER tech and ED tech?
There is no real difference: ER tech and ED tech refer to the same emergency-department support role and the terms are used interchangeably. ER stands for emergency room and ED stands for emergency department, which are two names for the same place, so emergency room technician and emergency department technician describe identical work. You may see one term favored over the other in different regions or facilities, and some hospitals prefer ED tech as the more clinically precise term while ER tech is more common in everyday language and job-seeker searches. The duties, the required certifications (EMT or CNA plus BLS, often ACLS, PALS, phlebotomy, and EKG), the supervision structure, and the pay are the same regardless of which label is used. For a job posting, the practical advice is to use the title your applicants are most likely to search for in your market, and optionally mention the other term once so the posting is found under both. Be careful only with the abbreviation ED tech in non-healthcare contexts, since ed tech can also mean educational technology; including emergency department in the posting removes any ambiguity.
Who hires ER techs, and do smaller employers hire them?
ER techs are hired by facilities that operate emergency or urgent care, which most often means hospitals and their emergency departments, the large majority of which are mid-to-large employers. That said, the underlying role is also hired by smaller, more independent operations. Independent freestanding emergency departments and emergency clinics employ ER techs and sometimes run leaner teams. Smaller and independent urgent-care operations, while they more often staff medical assistants than ER techs specifically, do hire emergency-trained support staff. And independent group practices or specialty clinics with procedure or urgent components may hire the same certified support skills. These smaller employers face the same regulatory requirements as large hospitals, HIPAA, OSHA bloodborne pathogens, certification verification, health screening, and competency assessment, but often without a large HR department to manage the credentialing. For an owner-led or lean clinical operation, that combination of a high-turnover, certification-driven role plus a heavy compliance load is exactly where a repeatable, documented hiring and onboarding process becomes valuable. The templates on this page include an independent and freestanding version built for that smaller-employer reality.
What happens after I hire an ER tech?
Run a structured onboarding that combines standard employment paperwork with the credentialing and safety steps a clinical hire requires. Start with the basics: send the offer stating the hourly pay and non-exempt status, collect the signed offer, complete Form I-9 in the first days, and gather the W-4 and any state tax forms. Then handle the credentialing items that are central to this hire. Verify the EMT or CNA certification and the BLS/CPR card, along with any required ACLS, PALS, phlebotomy, or EKG competency, and record every expiration date so nothing lapses. Complete the criminal background check, the OIG and SAM exclusion checks, the drug screen, baseline TB screening, and required immunizations such as Hepatitis B, MMR, Varicella, Tdap, and influenza before patient contact. Deliver HIPAA confidentiality training and the OSHA bloodborne pathogens training, provide and document PPE, and have the tech acknowledge your exposure control plan and policies. Then complete the competency assessment your facility requires at orientation and orient the tech to the department, the equipment, and the documentation system. Because this is a high-turnover, certification-driven role, the sequence needs to be repeatable and well documented. FirstHR fits it directly: e-signature for the offer and HIPAA and policy acknowledgments, document management to store certifications and health records with expiration reminders, training modules to deliver and track required topics, task workflows so every onboarding runs the same way, and a simple HRIS to keep records and the org chart in one place. FirstHR does not run payroll or administer benefits, so pair it with a payroll provider. Applicant tracking is coming soon to FirstHR.
