Recruitment and Retention: A Perennial Problem in EMS

Conclusion We can interpret from these studies and the information they provide that our industry’s turnover rate sits at an average nationally of 20–30%. Further, about 10–15% of our staff leave our employment to retire, which is something we probably can’t, and shouldn’t, attempt to change. Of the remaining 15% that voluntarily resign each year, we can implement some workplace changes that could substantially reduce this number, and this does not necessarily require increasing their salaries significantly. References 1. Perkins BJ, DeTienne J, Fitzgerald K, et al. Factors associated with workforce retention among emergency medical technicians in Montana. Prehosp Emerg Care. 2009;13(4):456–461. 2. Patterson PD, Probst JC, Leith KH, et al. Recruitment and retention of emergency medical technicians: a qualitative study. J Allied Health. 2005;34(3):153–162. 3. Chapman SA, Crowe RP, Bentley MA. Recruitment and retention of new emergency medical technician (EMT)-Basics and paramedics. 4. American Ambulance Association, Avesta Inc. (May 1, 2018). AAA / Avesta 2018 ambulance industry employee turnover study. NEMSMA Google Group. Retrieved Nov. 19, 2018, from https://groups.google.com/d/msg/NEMSMA/aoIMbQbQfHs/hBexTI9cCgAJ. Figures & Table Figure 1: Reasons for voluntary turnover for full-time EMTs Source: American Ambulance Association, Avesta Inc. (May 1, 2018). AAA / Avesta 2018 ambulance industry employee turnover study. Figure 2: Reasons for voluntary turnover...
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