Recruitment & Retention
The EMS1 recruitment and retention topic includes research into what drives providers from the profession, tips for finding, recruiting, hiring and onboarding EMS personnel, as well as strategies for protecting provider emotional and physical health and increasing job satisfaction for the long haul
Communities are learning the hard way that underfunding EMS has real consequences.
Learn how EMS leaders and providers can navigate career development hurdles and create a future of meaningful professional growth
Understanding the Employee Value Proposition is the key to attracting, engaging and retaining good people for your EMS organization
Fire Chief John Alston told the AMR graduates, “You are joining a noble profession,” and said that firefighters “work hand-to-hand with AMR”
Creating a mindset to achieve diverse, equitable and inclusive hiring practices
Chris and Kelly discuss the micro skills that go into EMS mastery
Sun Prairie EMS is asking city officials for funds to hire more medics after learning about the closing of SSM Health’s emergency department
AMR in Multnomah County says no ambulances were available for about 10% of 911 calls in the first 5 months of 2023
St. Paul’s EMS Academy started in 2009 for low-income adults interested in a profession in EMS and firefighting
AMR puts split staffing before Multnomah County for better response times
6 medics from Australia moved halfway around the world to work in EMS
“Always say exactly what’s on your mind to patients” and other bad advice for rookie providers
A new program putting paramedics in outlying firehouses shows value in ALS treatment for a burn patient
Union says the department only functions because personnel work additional 24-hour shifts each month
Clark County officials say AMR and MedicWest have failed in the first quarter of 2023 despite having a reduced response area
Supporters say Cop City, the nickname for the training center, which has been the scene of violent protests and a fatal shooting, will boost training, recruitment and retention
The EMSA in-house, zero-tuition program pays students while they are in the classroom
Niagara County law will also give the tax break for life to members with 20 years of service to help increase recruitment and retention
Since 2017, 7 EMS agencies across the state have closed while others face staffing and funding problems along with increased calls
Durham EMS is not at the point it was several months ago when ambulances were breaking down on calls
The exemption for fire, EMS volunteers with two years of service is a way to help recruitment and retention efforts
“Our call volume is increasing but we’re not getting the downtime,” Scotland County Public Safety Director Robert Sampson said
Kern County EMS to hold a job fair and resume 911 ad campaign to increase staffing and reduce response time
Industry leaders weigh in on celebrating EMS Week amidst the forces shaping the EMS landscape
Miguel Nieblas Ontiveros was immediately terminated after his arrest for allegedly assaulting a patient en route to a hospital
“Every year, our run volume goes up and every year, our manpower goes down,” one medic said about the downward spiral
Sedgwick County reverses course on a 2018 study that led to staffing shortage, slow response times and employee burnout
80% of the Reedy Creek Fire Department’s 185 staff members signed off on the deal, paving the way for a significant bump in starting pay and benefits
Decatur Morgan Hospital Ambulance Service won an appeal but will still have points on record for possible revocation of license
Aiken County EMS says data since shift change shows 7 days with no “status zero” incidents, times when ambulances were not available
Bill would prohibit the State Board of Health from requiring a college degree for licensure as a paramedic
Agencies and government officials must evaluate performance expectations and funding to determine appropriate EMS delivery models
