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Author: Scott Moore

SURVEY | 2024 Ambulance Industry Employee Turnover Study

Written by Scott Moore on . Posted in Publications, Recruitment & Retention.

The American Ambulance Association is partnering with Newton 360, an ambulance industry partner and Human Resource support firm, to conduct our sixth annual industry turnover study. Our intent is to comprehensively collect and analyze ambulance industry employee turnover data so as to produce a report that provides useful and actionable data. We are inviting EMS organizations to participate in the study. The study will be conducted and managed by Dennis Doverspike, PhD, and Rosanna Miguel, PhD, who are associated with the Center for Applied Talent Analytics at John Carroll University. Each individual or organizational response will be strictly confidential.

The purpose of the study is to better quantify and understand the reasons for turnover at nearly every organizational level within the EMS Industry. Thank you very much for your time and support.
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Laying the Groundwork for Reducing Employee Turnover

Why participate in the survey?

  1. Educate elected officials, municipalities, and healthcare clients. The insight gained from this survey can help influence the actions, practices, or decisions of officials regarding regulatory and funding policies at the federal, regional, or local level. Specifically, this important data can help validate the critical staffing challenges faced by the EMS industry.
  2. This study is critical to gaining insight into combating staff shortages. The AAA / Newton 360 2024 Ambulance Industry Employee Turnover Study aims to yield the information that organizations need to identify and benchmark their turnover challenges. Over the years this survey has been conducted, it has generated the largest response to a turnover survey ever published for the private EMS industry.
  3. Participating organizations will have full access to the final report at no charge. The comprehensive results of the study will be shared exclusively with each participating organization. Shorter write-ups and summaries of the results may be shared at conferences or published in relevant periodicals or journals.

Before You Start

It is recommended you gather information about your employees and about turnover before completing the questionnaire.

In this survey, we will be asking about headcount (filled and open positions), number of employees leaving the organization, and reasons for employees leaving. We will be asking these questions for each of the following job categories: supervisor, dispatch, EMT, part-time EMT, paramedic, and part-time paramedic. Headcount refers to the number of filled and open positions for each job category at the end of 2023. Filled positions refer to the number of employees in each job category that were on payroll at the end of 2023. For each job category, the number of filled positions should be added to the number of open positions at the end of 2023 to determine the total headcount.

The survey will open on March 18, 2024, and close at end of day, April 12, 2024. The survey can be accessed by following the link below. Word has an issue with some hyperlinks; this hyperlink is safe. If the hyperlink does not work when clicked, please copy the hyperlink ( https://johncarroll.qualtrics.com/jfe/form/SV_0qZ3r9Mqgp5GwZM ) and past it into your browser.

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Thank you,

Scott Moore, Esq.
Newton 360
Workforce Dynamics, Inc.

OSHA Publishes Mental Health Resources

Written by Scott Moore on . Posted in Employee Wellness, Member Advisories, News.

OSHA Publishes Resources to Assist Employers with Mental Health & Wellness

The United States Department of Labor Occupational Safety & Health Administration has posted numerous resources and tools for employers to utilize to combat workplace stress.  OSHA has published these resources following a survey conducted by the American Psychological Association in 2021 that reported burnout and stress at an all-time high across all professions and that “actions from their employers would help their mental health.”

The resources published by OSHA include:

  1. Guides for Employers for both Senior Managers and Frontline Supervisors
  2. Mental Health Checklists for Senior Managers and Frontline Supervisors
  3. Workplace Stress Sample Survey Questions
  4. Myth Buster Fact Sheets about Workplace Stress
  5. Workplace Postings regarding Workplace Stress & Mental Health
  6. Public Service Announcements on Suicide Prevention Month
  7. Training Resources for Employers

Employers are starting to recognize the impacts that worker mental health has in the workplace.  Statistics cited by OSHA reveal that workplace stress has been reported to cause 120,000 deaths in the U.S. each year.  Nearly 83% of workers suffer from work-related stress and more than half of those report that workplace stress impacts their home life.  Importantly, for every $1.00 spent on ordinary mental health concerns, employers see a $4.00 return in productivity gains.

The American Psychological Association encourages employers to develop mental health and wellness programs in the workplace.  They recommend that employers go beyond simply offering an Employee Assistance Program (EAP). They recommend a cross-departmental review of your company’s EAP offerings to assess if they are meeting your workforce needs.  Also, ensure that your program includes mental health professionals from diverse backgrounds and specialties.  Additionally, they encourage launching a communications campaign about the things that your EAP professionals can cover, including stress, mental health, and financial guidance. Most importantly, ensure that your frontline leaders are informed and able to communicate the EAP availability and offerings to your team.

Under the Mental Health Parity and Addiction Equity Act (MHPAEA), all employers sponsored health plans are required to offer the same level of health coverage for mental health-related concerns as for any other medical concerns. Most short- and long-term disability insurance plans offer a limited number of free Employee Assistance Plan visits as part of the included benefits. Lastly, American Ambulance Association members get free access to the Counselor Match Program, which provides access to mental health counselors with extensive experience in working with EMS and public safety professionals.

If you need assistance with this, or any other workplace challenges, please contact the AAA at hello@ambulance.org.

4th Annual Study Shows Worsening EMS Turnover

Written by Scott Moore on . Posted in Human Resources, Publications, Recruitment & Retention.

Results from AAA/Newton 360 Fourth Annual EMS Industry Turnover Study Shows Worsening Employee Turnover

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The American Ambulance Association (AAA) and Newton 360, an Emergency Medical Services (EMS)-based workforce management software platform, joined forces again this year to conduct the fourth annual survey of employee turnover in the EMS industry. The 2022 survey presents turnover data from 119 EMS organizations, representing more than 12,000 employees. This year, the survey included data regarding the percentage of positions reported to be open at the time of the survey, which showed that EMS agencies are having difficulty filling open positions.

Over the last few years, EMS organizations were impressive in meeting the challenges in the face of the continuing COVID-19 global pandemic. The EMS workforce rose to the challenge and battled the disease, despite the workforce shortages that have plagued the EMS profession and other healthcare partners for nearly a decade. EMS organizations have offered innovative solutions to public health crises, including establishing testing and vaccinations sites around the country, suggesting that EMS employers and employees are prepared to expand their role to include greater provision of preventive services and community-based healthcare.

Turnover Rates by Year by Occupational Category

(2021 Results Appear in Parentheses Below the 2022 Results)

 

  Average Turnover for the Year 2021 Percentage of Open Positions Summer of 2022
Occupation Overall Turnover Voluntary Turnover Involuntary Turnover Open Rate
Full-time EMT 36%

(24%)

 31%

(19%)

 5%

(5%)

 11%
Part-time EMT 36%

(28%)

 36%

(24%)

 4%

(5%)

 39%
Full-time Paramedic 27%

(26%)

 26%

(20%)

 3%

(3%)

 30%
Part-time Paramedic 30%

(23%)

 29%

(19%)

 2%

(3%)

 55%
Supervisor 21%

(15%)

 16%

(11%)

 2%

(3%)

 13%
Dispatch 29%

(30%)

 22%

(23%)

 6%

(6%)

 15%

 

Voluntary and overall turnover increased for 2022, with the turnover rate being in the 20 to 36 percent range for EMTs and Paramedics, a 6% increase over the prior year. Meaning that EMS agencies are experiencing a full turnover of all staff every 3-4 years. Greater than one third of all new hires, turnover within their first year of employment. Not surprisingly, this converted into a relatively high rate of currently open positions, especially for EMTs and Paramedics at EMS agencies around the country.

In keeping with prior year’s surveys, the primary reasons for cited for turnover across all positions within EMS agencies is low pay and benefits, followed by a change in career. While many agencies offered stipends and increase wages in an effort to incentivize employees, it has not flattened the turnover curve. One of the key findings in this year’s survey is the significant increase in open positions for those EMTS and Paramedics working in a part time capacity.  The open position rate for part-time paramedics was at a staggering 55%, suggesting that those who previously worked EMS as a second job no longer find it an attractive part time career choice.

This study evidences a need to embark upon a larger initiative to collect data on the EMS workforce in the U.S. A report published by the Health Resources and Services Administration (HRSA) stated that there will be a need for an additional 40,000 EMS personnel by 2030, in part, because of the recognition of the valuable education, training, and experience individuals working in the EMS field offer in other healthcare settings. This will necessitate an extensive understanding of the nature and reasons for turnover in EMS-related occupations.

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