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NREMT Advanced Emergency Medical Technician Exam Dumps

AEMT Exam Format | Course Contents | Course Outline | Exam Syllabus | Exam Objectives

Exam : AEMT

Exam Name : Advanced Emergency Medical Technician

Number of Questions : 135

Live Questions : 100

Pilot Questions : 35

Time : 2hrs 15 min.

The primary focus of the Advanced Emergency Medical Technician is to provide basic and limited advanced emergency medical care and transportation for critical and emergent patients who access the emergency medical system. This individual possesses the basic knowledge and skills necessary to provide patient care and transportation. Advanced Emergency Medical Technicians function as part of a comprehensive EMS response, under medical oversight. Advanced Emergency Medical Technicians perform interventions with the basic and advanced equipment typically found on an ambulance. The Advanced Emergency Medical Technician is a link from the scene to the emergency health care system.

The National Registry Advanced Emergency Medical Technician (EMT) cognitive exam is a linear computer based test (CBT). Each candidate will answer 135 questions (items). Each exam will have 100 ‘live items that count toward the final score. The exam will also have 35 pilot questions that do not affect the final score. The maximum amount of time given to complete the exam is 2 hours and 15 minutes.

The exam will cover the entire spectrum of EMS care including:

Airway

Respiration & Ventilation

Cardiology & Resuscitation

Trauma

Medical

Obstetrics/Gynecology

EMS Operations

Items related to patient care are focused on adult and geriatric patients (85%) and pediatric patients (15%). In order to pass the exam, candidates must meet a standard level of competency. The passing standard is defined by the ability to provide safe and effective entry level emergency medical care.

- Airway, Respiration & Ventilation 18%-22% 85% Adult; 15% Pediatric

- Cardiology & Resuscitation 21%-25% 85% Adult; 15% Pediatric

- Trauma 14%-18% 85% Adult; 15% Pediatric

- Medical; Obstetrics & Gynecology 26%-30% 85% Adult; 15% Pediatric

- EMS Operations 11%-15% N/A

Traditional refresher course: Completion of a State or CAPCE(F1, F2, F5) approved 36 hour AEMT refresher course.
NCCR 25 hours of continuing education: Completion of the 25 hour National Competency Component from the NCCP model.
Continuing education topic hours: Advanced EMT remedial may be completed by continuing education* and must include the topics and hours listed here under Traditional Model.

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Question #32 Section 5
Which statement about disposable gloves is correct?
A. You should remove gloves by grasping the ends of the fingers and pulling them off right side out.
B. It is not necessary to wear gloves when suctioning or ventilating a patient with a bag-valve-mask device.
C. Gloves protect both you and the patient from the transmission of infectious diseases.
D. One pair of gloves is sufficient for any call, no matter how many patients there are.
Answer: C
Because gloves protect both you and your patients, most protocols now call for EMTs to wear gloves for any
patient contact. Remove gloves by pulling them off inside out, so you do not touch the soiled outer surface; change
gloves for each new patient contact.
Question #33 Section 5
EMTs should wear high-efficiency particulate air (HEPA) respirators when they are in contact with patients who
have which of the following?
A. HIV or AIDS
B. Tuberculosis
C. Open wounds
D. Hepatitis B
Answer: B
High-efficiency particulate air (HEPA) respirators
are worn when in contact with patients who have airborne infections, such as tuberculosis. HIV/AIDS and hepatitis
B are both blood borne pathogens.
Contaminants from open wounds would also be blood borne.
Question #34 Section 5
In which of the following situations should you call for immediate assistance?
A. You must care for two critical patients with gunshot wounds.
B. Your patient is a 26-year-old woman in active labor.
C. Your patient is a child with fever who has had a brief seizure.
D. Your partner is needed to stabilize the cervical spine.
Answer: A
You could make the argument that you need additional help in the management of each of these situations;
however, the one with the most critical need is when you must care for more than one critical patient. Both patients
with gunshot wounds need immediate attention, so you should call for backup.
Question #35 Section 5
When arriving at the scene of a possible hazardous materials incident, you would identify hazards by:
A. Thoroughly investigating the scene yourself.
B. Interviewing victims and bystanders.
C. Scanning with binoculars from a safe distance.
D. Assisting law enforcement officers in the search.
Answer: C
Never enter a scene where hazardous materials are present until you have verified that the scene is safe. Use
binoculars to survey the scene from a distance in order to identify hazardous materials placards. Consider victims
and bystanders contaminated and take appropriate precautions.
Question #36 Section 5
What is the first thing you should do after receiving orders from the medical direction physician?
A. Carry out the orders immediately.
B. Repeat the orders exactly as you heard them.
C. Question anything you did not understand.
D. Document the orders in your report.
Answer: B
To avoid misunderstanding, always repeat medical orders exactly as you heard them. Once you have done that, you
can question any order you do not understand or about which you are unclear. When you complete your written
patient care report, you should include the order in your report.
Question #37 Section 5
Which of the following represents proper communication with the patient?
A. When talking to a 12-year-old: "Do you want to hold your Mommy’s hand while I bandage you?"
B. When talking to an intoxicated 27-year-old man: "Get up. You are intoxicated and are not injured."
C. When talking to a 75-year-old woman: "Ma’am, we think you should go to the hospital to make sure
you’re OK. Will you come with us?"
D. When talking to a 4-year-old child: "I think you’ve fractured your femur. We’ll stabilize you here
and transport you to the hospital for surgery."
Answer: C
Speak respectfully to all patients regardless of intoxication or mental impairment; when talking to a child, consider
his or her developmental level.
Question #38 Section 5
What is the correct procedure for handling a used airway?
A. Discard it in a biohazard trash container.
B. Clean it with alcohol foam and dry it off.
C. Disinfect it with bleach and water solution.
D. Sterilize it in an autoclave or boiling water.
Answer: A
The common procedure is to safely dispose of used airways.
Question #39 Section 5
Which statement about a patient’s right to refuse care is correct?
A. A child who is old enough to understand danger is old enough to refuse care and transport.
B. An adult patient who is of sound mind and understands the consequences can refuse treatment.
C. No one can authorize treatment or transport for any other individual, regardless of his or her age.
D. EMTs should leave immediately whenever a patient says that he or she will refuse care.
Answer: B
An adult of sound mind can refuse treatment, but the EMT should first make an effort to clearly explain the
consequences; refusal of treatment should be documented in writing.
Question #40 Section 5
The purpose of incident management systems is to provide:
A. A clear chain of command in case of legal liability.
B. A means of evaluating the EMS system’s response to an event.
C. An orderly method for communications and decision making.
D. A training program for First Responders.
Answer: C
An incident management system is a coordinated system of procedures that allows for smooth operations at the
scene of an emergency.
Question #41 Section 5
Which statement about patient confidentiality is correct?
A. Patients who are cared for in a public place lose their right to confidentiality.
B. The right to confidentiality does not apply to minors or to wards of the state.
C. The patient who signs a statement releasing confidential information relinquishes all rights to privacy.
D. A patient must sign a written release before any confidential information can be disclosed.
Answer: C
Patient information can be released only if the patient has signed a specific consent form.
Question #42 Section 5
To be effective, hand washing should continue for at least
A. 1–2 minutes.
B. 45–50 seconds.
C. 25–30 seconds.
D. 10–15 seconds.
Answer: D
Rub your hands together vigorously with soap for at least 10 to 15 seconds, then rinse in running water.
Question #43 Section 5
It is necessary to wear a mask and eye protection when
A. Transporting a patient.
B. Suctioning a patient.
C. Splinting a closed injury.
D. Administering oxygen.
Answer: B
Wear a mask and eye protection when there is a high probability of splattering, such as when suctioning a patient.
Question #44 Section 5
Which of the following situations illustrates implied consent?
A. You splint the broken arm and leg of a 6-year-old girl with her mother’s permission.
B. You care for a cardiac patient who asks you to help him take a dose of nitroglycerin.
C. You arrive at the scene of a car crash, and the injured driver says, "Please help my child first."
D. You provide life support to a man who was found unconscious by bystanders who called EMS.
Answer: D
Implied consent means that, because your adult patient cannot give consent to treatment, you act without it.
Question #45 Section 5
When your patient does not speak English, it is best to:
A. Avoid speaking to the patient, so you are not misunderstood.
B. Write down everything you do, and have the patient sign it.
C. Try to find a relative or bystander who can interpret.
D. Refuse the call and request a bilingual EMT.
Answer: C
When your patient does not speak English, try to find an interpreter, and be especially careful to avoid
misunderstandings. Try using sign language and gestures until an interpreter can be found.
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AEMT Technician Latest Questions

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32 Reference determine Questions be sure to Ask

Employers behavior reference tests by contacting a job candidate’s skilled and personal connections. The goal is to superior remember the candidate’s competencies, skills and demeanor.

Your reference determine questions may still discern whether a candidate would slot in at your business. They cannot pertain to your candidate’s own assistance.

Your business should still strengthen a method to ensure consistency amongst all reference exams and determine which questions to ask references.

this text is for business homeowners and hiring managers who're planning to conduct reference exams for prospective employees.

A job candidate might also ace the interview, but that doesn’t at all times make them a perfect hire. which you can improved take note an applicant’s compatibility with your enterprise by means of checking their references, mainly if you ask the appropriate questions. We’ll share 32 reference verify questions that focal point on a candidate’s efficiency and what it changed into like to control and work alongside them. These questions can help be certain a a success hire and a valuable new group member.

what's a reference verify?

A reference verify is when an employer reaches out to people who can shed gentle on a job candidate’s strengths and talk to their skills. These contacts tend to be previous employers but also might also consist of school professors, longtime colleagues and other individuals normal with the applicant’s work.

As an supplier, you might also find that reference checks assist paint a full image of a possible appoint. alas, individuals lie on their resumes once in a while and current qualifications they don’t in fact possess. if you ask your applicant’s skilled references the correct questions, you’ll study greater in regards to the candidate’s skills and qualifications than you may from a traditional job interview by myself.

Reference investigate goals encompass here:

verify the written or verbal information the knowledge worker provided.

learn about the candidate’s knowledge and strengths from a person other than the candidate.

accumulate tips about the applicant’s job efficiency in past roles to predict their success at your company.

With all of this tips, make sure to have a simpler time making a choice on which candidates to movement ahead in the hiring procedure.

Reference tests can assist you steer clear of hiring horror stories and costly personnel and administration complications.

What guidance if you ask a reference?

When constructing your list of reference examine questions, you should definitely assess the suggestions you wish to ascertain concerning the job candidate. You could be drawn to the references’ insights in regards to the candidate on these themes:

Job efficiency

ability to understand and follow instructions

ability to work smartly as a part of a crew

requisites for office conduct and ethics

interests, specialties and demeanor

capability to give directions and ensure that subordinates follow them (if they’re making use of for a management position)

the rest that stands out on the candidate’s resume or emerged throughout their job interview

Some of those issues are greater appropriate to confer with knowledgeable references; others can be extra correct to ask very own references. for example, a former supervisor can speak to how well a candidate operates as a part of a team, while an in depth pal or mentor can describe the candidate’s pastimes, specialties and demeanor.

simply as there are selected questions you should definitely in no way ask a job candidate, there are questions which you could’t ask a reference. You have to only ask questions that pertain to the job; inappropriate questions can area your company to discrimination claims.

believe right here tricky questions be sure to never ask references:

the rest involving demographics or own counsel: Don’t ask about a candidate’s sexuality, age, faith or similar concerns.

the rest regarding own health: Don’t ask a few candidate’s clinical historical past or the existence of disabilities. you can ask whether the candidate is capable of performing the tasks the job requires.

anything related to credit ratings: however that you could request a credit score rating from a job applicant, the fair credit Reporting Act bars you from asking references about an applicant’s credit ranking.

the rest regarding family unit: Don’t ask no matter if a candidate has (or plans to have) babies or a companion. in case you fret that a job applicant with a household could now not have enough time for the job, ask references in the event that they suppose the job’s time demands will swimsuit the candidate.

Gathering references is an important step to ensuring you make the ideal hiring selections on your vacant positions. take a look at these different suggestions for hiring the most excellent employees to construct your crew as conveniently as viable.

32 reference check inquiries to ask

Now that you simply be aware of what suggestions to request from a reference, you’re ready to increase your list of reference assess questions. beneath are 32 common reference determine questions to use. You may also consider some don’t apply to your business, however make sure to speak along with your hiring supervisor earlier than casting off any questions.

Introductory reference examine questions

Is there any counsel you and/or your enterprise are unwilling or unable to provide me concerning the candidate?

if you can’t share any advice with me, are you able to connect me with any former employees who worked closely with the candidate?

can you confirm the candidate’s employment start and end dates, earnings and job title?

what is your relationship to the candidate, and how did you first meet?

Reference check questions for getting to know the reference

for the way lengthy have you ever labored at your business?

for how long have you ever had your current job title?

for the way lengthy did you work with the candidate, and in what capacities?

are you able to believe of any explanations I should still be speakme with a different reference instead of your self?

performance-linked reference determine questions

What positions did the candidate have while at your company?

In what roles did the candidate beginning and conclusion?

What did these roles entail?

What were the most challenging materials of the candidate’s roles at your business?

How did the candidate face these challenges and other limitations?

What are the candidate’s professional strengths, and the way did they benefit your enterprise?

In what areas does the candidate want improvement?

Do you think the candidate is certified for this job, and why or why no longer?

Reference verify questions to ask managers

for how lengthy did you without delay or in a roundabout way control the candidate?

In what methods become managing the candidate effortless, and in what approaches was it challenging?

How did the candidate develop all over their time working under you?

What advice do you have got for managing this candidate?

Reference check inquiries to ask personnel who mentioned to your candidate

for a way lengthy did the candidate control you, and in what capability?

What did you love most and least about the candidate’s administration style?

How did the candidate’s administration fashion support you develop and learn?

How might the candidate have more suitable managed you and your co-people?

Reference examine inquiries to ask co-worker's

for a way long had been you among the candidate’s colleagues, and in what capacity?

What did you adore most and least about working with the candidate?

How did you grow and be taught whereas working with the candidate?

How did the candidate guide you and your different colleagues?

In what methods may the candidate have been a better co-worker to you and your colleagues?

Reference determine questions about ethics and habits

Why did the candidate leave your company?

Did this candidate’s habits result in any office conflicts or instances of questionable ethics?

If the chance arose, would you be willing and/or in a position to rehire the candidate, and why or why no longer?

simply as which you can talk together with your hiring manager about probably casting off certain questions from this record, that you could talk about including different questions. as long as any further questions shed gentle on how your candidate would function all over employment with your enterprise and also you don’t ask for private advice, there’s a very good probability you’re asking the right questions.

Some candidates could need greater scrutiny than others. Some employers behavior history checks to assess job candidates and their credentials.

how to conduct a reference investigate

in case you decide to determine references for new hires, enforce a proper method at your business. this could streamline the technique of acquiring your candidates’ references. From beginning to finish, your hiring crew should still comply with these steps to behavior a thorough reference examine:

come to a decision how many references to achieve from every applicant. Two or three may still suffice.

encompass a bit for references in every job utility. Ask candidates to encompass their references’ full names, cell numbers, e mail addresses and relationship to the candidate.

Get permission to contact the reference. encompass a clause in your job software that the applicant signals to offer you permission to contact their references. make sure to additionally electronic mail a reference to get their permission to ask them questions concerning the candidate.

come to a decision even if you’ll behavior your reference exams by telephone or e mail. while sending questions by way of e-mail will shop your business time — certainly in case you have a standard record of questions you ship to all references — verbal assessments by means of cell or video chat, and even in-person conferences, can provide you with a clearer figuring out of a candidate.

increase a list of reference examine questions. agree with the list above to examine knowledge questions.

be careful for purple flags. now not each candidate is fully fair on their resume, so do your analysis earlier than contacting a reference.

set up a typical notice-taking system. Don’t predict to be aware every single factor you mentioned all the way through a reference verify. Work together with your hiring group to boost a word-taking format and procedure the complete team can understand and use.

If an supplier discovers that a job candidate misrepresented their skills or lied on their resume, they could rescind the job present.

Reference assessments support employers make first rate hiring selections

Reference checks offer you an opportunity to fill gaps that arise while you’re attending to understand a candidate throughout the interview procedure. talking to an applicant’s very own references can tell you in the event that they’re the appropriate fit and aid you stay away from a expensive bad rent. via enabling you to find the candidate’s administration style or selecting how they’ll respond beneath pressure, reference checks can tell you a lot more than an interview alone.

when you’ve conducted reference tests on all of your job candidates, make sure you have the entire information you should make a decision which one is premiere for the job and attain out with a formal job present letter. If the candidate accepts, congratulate them and yourself — and start your onboarding manner.

Natalie Hamingson contributed to this article.

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NREMT Advanced Emergency Medical Technician Exam Dumps

AEMT Exam Format | Course Contents | Course Outline | Exam Syllabus | Exam Objectives

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