Uncategorized

At Atlantic Care Services, we work on building a community, not just a company. Culture means everything our organization. If you look on our website or social media accounts you will see this “invisible glue” shine through the activities, initiatives and appreciation that is prioritized in our organization. 

You can see what drives our initiative and see our heart in every task we complete to help provide care for the patients and love for the nurses, but what exactly do we do as an organization?  How do we help? How do we work together?  

Let’s take some time to explain what each department does and how we can help you with all of your needs. 

Intake Team – If you are interested in using Atlantic Care Services for yourself or your family member, your first connection will be with our intake team.  Their job is to make the referral process move smoothly by coordinating with case managers and physicians, collecting paperwork, and getting services started.

Scheduling Team – These individuals are family’s main point of contact when working with us. They are the heartbeat of the company and work tirelessly to ensure our patients schedules are staffed with high quality nurses.

Recruiting Team – These ladies and gentlemen are the first face or voice that a nurse talks to when being hired by our organization.  They collect documentation, learn the nurses schedule and skills, introduce them to our onboarding team, and make them feel welcomed into our company. 

Clinical Team – This group is our wellness warriors. You will find them visiting a patient to complete an assessment, meeting with nurses to complete a skills competency, or diving into our EMR to ensure documentation accuracy. 

Human Resources Team – They are our advocates that always want the best for our community whether it is comprehensive and cost-effective health insurance or education and training to ensure we stay safe and up to date on the latest knowledge. 

Onboarding Team – The onboarding team reviews hiring and training documentation, and ensures caregivers stay up to date on their certificates and skills. They help our nurses get started with ACS and then continue working with them over time to renew training and documentation as needed. 

Compliance and EVV (Electronic Verification Visit) Team – Home health organizations are mandated by rules, laws, and regulations to make sure patients and caregivers are safe.  The individuals on this team ensure we follow these directives. They possess a gift of communication, relationship building, and education to make sure we are all informed and safely practicing. 

Billing and Payroll Team – Our billing and payroll teams work diligently to ensure that our caregivers are paid correctly and promptly, and build partnerships with insurance providers so that we can service as many patients as possible. They prioritize efficiency, structure, and accuracy to ensure integrity and respect. 

Project Management Team – Have you ever attended an Atlantic Care Services Event or received a gift in the mail?  Chances are a person from the project team has moved heaven and Earth to complete this task for your enjoyment. This group brings the fun, education and morale to all that work with or for ACS.

Technical Support Team – This team is taking us into the modern age with AI capabilities and programs that help organize and automate our tasks. They educate us on all the latest and greatest technology to stay ahead of the game. They keep our internal team equipped with the equipment we need to work efficiently for you!

Business Operations Team – At ACS it is very important to us that we pay attention to the details.  Building rentals, contracts, licenses, electric companies, vehicles, parking spaces, and telephone services are just a few details that are a part of our everyday tasks.  This team ensures that our business operates smoothly and without major issues. 

Account Managers – These individuals are found sprinkled throughout the State of Florida and Texas. They help manage our regional offices with the support from our corporate team in Orlando. They do a little bit of everything to ensure our patients and caregivers have the best home health experience. They schedule, recruit, hire, staff and organize events to help bring our company mission and vision to life.

By: Jessica Nelson, Instructional Designer

A new year to focus on staying grounded as we grow.

Since our opening in 2018, our mission has always been to create a compassionate environment for everyone we interact with, while aiming to build strong relationships with patients, caregivers, and partners. We strive to make everyone feel like part of our family, by offering respect, empathy, and high-quality care.

Now 8 years later, we want to continue this same mission and vision by focusing on growth but also continuing to prioritize connections to the same patients, caregivers, and partners. 

Rooted and Rising reflects where we are as an organization. We’re growing, adapting, and scaling, but we’re doing it intentionally, without losing our heart or our culture. Change is not something to fear, and our best growth comes from staying grounded in who we are.

How do we prioritize this significant endeavor? 

Over the course of the year, our team will focus on the following initiatives to continue the mom-and-pop feel of the organization within an ever growing and changing company. 

• Empowerment
  • Our Internal team members are greatly encourage to connect with our caregivers, families, and patients. We have multiple programs that empower our team to show appreciation, connect, and create a strong community.  
    • Patient Visit Program – Visiting patients to gain feedback on how we can improve our organization and build strong relationships.
    • Caregiver Champions – Using funds to purchase gifts and provide recognition to our caregivers.
    • Founder Open Table – As we grow, the best ideas shouldn’t always come from the top. Our newest initiative gives Internal Team members dedicated time to ask questions, brainstorm, and pitch ideas. 

• Embracing Change – Recently, our internal team has been encouraged to use Artificial Intelligence within our everyday tasks to make work simpler and spend less time conducting mondain tasks.  A research article written by Bajwa et al. (2021), stated that “advances in AI have the potential to transform many aspects of healthcare, enabling a future that is more personalized, precise, predictive and portable.” Using Chat GPT, Slack, and other artificial intelligence platforms allows us to stream-line productivity and communication. Change is often unfamiliar or uncomfortable, but we at Atlantic Care Services want to use this new technology to improve our everyday tasks, not make things more difficult.  

• Connecting – This simple word can be the backbone of a thriving company and at Atlantic Care Services, we prioritize connecting people by providing support and fostering belonging. As we grow, these tasks become increasingly challenging because research shows that communication suffers when physical distance increases. To intercede with this challenge before it begins, we use programs such as:
  • Compass Connections – Compass Connections is a recently established support group that allows families to verbalize their emotions and feel connected to a community. During these monthly sessions, the participants can share resources and find comfort in knowing that they are not alone on this journey. 
  • Wellness Warriors – Wellness Warriors is a mental health initiative dedicated to fostering a supportive, inclusive environment where well-being is prioritized and openly discussed. The initiative is designed to provide opportunities to engage in workshops, discussions, and activities designed to reduce stress, build resilience, and encourage healthy coping strategies.
  • Birthday and Anniversary Celebration – Everyone wants to feel special.  We only have a birthday and a work anniversary once a year. We ensure that everyone feels special on those days.
  • Professional Development – Our company is thriving, and to ensure we continue doing so we created initiatives that educate through monthly education sessions, annual conferences, and curated curriculum. 

A new year is a time for reflection and growth.  We are thrilled to offer a working environment where our caregivers and family members feel appreciated and hopeful for the future, helping guide you home.

References

Bajwa, J., Munir, U., Nori, A., & Williams, B. (2021). Artificial intelligence in healthcare: transforming the practice of medicine. Future healthcare journal, 8(2), e188–e194. https://doi.org/10.7861/fhj.2021-0095

Have you ever felt powerless but knew something needed to change? Have you ever felt like you are navigating through a world not made for someone with disabilities?

If you have ever felt like this, you are not alone! Florida is home to over 2.8 million people with disabilities, and legislators rely on personal stories like yours to guide their decisions. 

We regularly receive requests for families to give personal feedback, but families often don’t know the practical steps to make their voices heard. Did you know that there are regular public meetings held on issues important to us and that government documents must be available in a format you can access, and reasonable accommodation must be provided for you to attend these meetings and voice your concerns. You can also write your representatives.

Keep it Simple

• Research the issue
• Choose two points you want to make
• Include your personal story backed up with facts from YOUR research
• Present this in under two minutes or one page written
• Add a visual to make your story more memorable with either pictures or diagrams

Keep in mind that advocacy takes time, and to ensure your issue stays on the radar, build trust by avoiding emotionally charged or blanket statements.

Avoid This: “I can’t get any of our supplies!”

Try This: “My child requires an excessive amount of ostomy water changes, but due to the Medicaid limits on supplies, my doctor was unable to succeed in advocating for our unique needs, and we ran out of supplies, resulting in an open wound from using alternative, less suitable options.”

Follow up on your requests with your representative, and join with others facing the same issues to amplify your voices.

Atlantic Care wants to provide you with a platform for this kind of support. 

Do you have a need or concern but don’t know how to frame it so you will be heard? 

Do you need resources and don’t know where to turn? 

Do you have a unique item or resource that could benefit other families? 

Let’s talk about it! 

Sign up to join us virtually on November 7th at 11 am for our first Compass Connections group meeting, empowering families of medically fragile children and adults through compassionate support, practical education, and trusted resources. We are here to guide caregivers every step of the way, connecting them with community, building confidence in caregiving, and helping every patient thrive.

You can call us at our main line, 407-270-5501, or call Melissa directly at 321-432-5335. We look forward to meeting with you!

Sincerely,

Melissa Tallent, Nurse Navigator

Jessica Nelson, Instructional Designer

Sign up for more information.

There Are Real Ways to Grow at ACS

At ACS, field nurses have a clear path to internal leadership. If you want to grow, we will help you do it. Many on our clinical leadership team began in the field and moved into internal roles that mentor nurses, support families, and elevate care quality.

From Field Nurse to Clinical Supervisor

Field nurses who demonstrate reliability, clinical judgment, and strong communication can be promoted to Clinical Supervisor. Clinical Supervisors are part of our internal team. They coordinate care, coach field nurses, partner with families, and drive quality and compliance across cases.

What Makes a Strong Clinical Supervisor

• Reliability and consistency in patient care and team support
• Accurate and timely documentation of clinical records
• Professional communication skills, both written and verbal
• Bilingual ability (preferred but not required)
• Advocacy for patients, families, colleagues, and the agency
• Minimum of one year of clinical experience
• Commitment to ongoing learning and educating others
• Active Registered Nurse (RN) license
  • LPNs are encouraged to ask about ACS’s continuing education support
• Flexibility and a solutions-focused mindset
• Comfort with technology used in care coordination
• Cultural competence and family-centered care, with sensitivity to home dynamics and communication styles

Initiative Matters at ACS

Alongside these qualities, ACS places a strong emphasis on initiative. Clinical Supervisors are encouraged to take proactive steps—whether that’s addressing challenges before they escalate, mentoring staff in real-time, or finding innovative ways to improve patient outcomes. Initiative at ACS isn’t just about taking action; it’s about showing leadership and commitment to continuous growth, both for patients and the team.

Some ways to demonstrate initiative include:

• Communicating clearly and effectively, providing updates that paint the full picture for your team.
• Thinking proactively, setting aside time to identify improvement opportunities or process enhancements.
• Volunteering for new responsibilities, such as precepting new nurses or presenting solutions to real problems.

LPN to RN: How We Help You Qualify as a Clinical Supervisor

If you are an LPN aiming for RN, ACS supports continuing education through tuition reimbursement.

At a glance

• Full-time employees averaging 30 hours per week are eligible after six months.
• Programs must be accredited and related to your current role or a likely future assignment.
• Employees must submit an Education Assistance Request with cost estimates before enrolling.
• Management and HR must review and approve requests in advance.
• Reimbursement requires itemized receipts and proof of satisfactory completion (C or better, or P for pass/fail).

Ask HR for the form and timeline.

Clinical Retention Bonus Program for Internal RNs

To recognize dedication, ACS offers a Clinical Retention Bonus Program for full-time internal RNs in good standing. Eligibility begins after one full year of service. The program is tiered and paid near your anniversary date. Standard terms and taxes apply. Contact HR for full details.

Teammates Who Grew From Field Nurse to Internal Roles

• Jen Ceballos, Chief Nursing Officer
• Andrea Chontos, Clinical Care Liaison
• Valeen Bell, Clinical Manager
• Kam Sprague, Compliance Director
• Adrianette Cruz, Clinical Nurse Educator
• Maria Perez, Associate Clinical Manager
• Akshar Patel, Associate Clinical Manager
• Maranyelis Rodriguez, Clinical Supervisor
• Maribel Manrique, Clinical Supervisor
• Amber Ferguson, Clinical Supervisor
• Samantha Rivas, Clinical Operations Specialist
• Jackeline Gonzalez Perez, Clinical Operations Specialist
• Preeti Patel, Clinical Supervisor
• Alexa Stahl, Clinical Supervisor
• Sully Lopez, Clinical Supervisor
• Akira Hodge, Clinical Supervisor
• Melissa Tallent, Nurse Navigator
• Lauren Sutton, Recruiter

Ready to Take the Next Step?

Talk to your supervisor about the Clinical Supervisor path, set a measurable goal, schedule a shadow shift, and submit your Education Assistance Request if you’re bridging from LPN to RN. You bring the initiative, and we’ll support you every step of the way.