Workforce Management
Effective workforce management is essential for running a successful EMS agency. This toolkit provides strategies, templates, and resources to optimize recruitment, scheduling, retention, and employee development for EMS agencies in Kentucky.
1. Recruitment Strategies for EMS Professionals
Targeted Recruitment Approaches:
- Collaborate with local community colleges and universities offering EMT and paramedic programs.
- Provide scholarships or tuition reimbursement to attract students.
- Host EMS open houses and career fairs to raise awareness of opportunities.
- Use social media platforms to showcase employee testimonials and agency culture.
- Highlight benefits such as competitive pay, career advancement opportunities, and flexible scheduling.
- Include clear job descriptions and expectations.
- Add a personal touch by sharing stories of current employees’ experiences.
- Offer sign-on bonuses and relocation assistance.
- Provide mentorship programs for new hires to ease the transition.
- Collect feedback and analyze participation metrics to refine strategies.
2. Scheduling Templates and Tools
Shift Scheduling Best Practices:
- Use a predictable schedule like the 24/48 model to balance employee workload and rest periods.
- Incorporate feedback from staff to accommodate preferences where possible.
- Aladtec: Simplifies scheduling and shift trades.
- When I Work: User-friendly app for managing schedules and time off requests.
Example 24/48 Schedule:
| Day | Team A | Team B | Team C |
|---|---|---|---|
|
Monday
|
0700-0700 (24 hrs)
|
OFF
|
OFF
|
|
Tuesday
|
OFF
|
0700-0700 (24 hrs)
|
OFF
|
|
Wednesday
|
OFF
|
OFF
|
0700-0700 (24 hrs)
|
3. Retention Strategies
- Host regular town hall meetings to discuss challenges and improvements.
- Implement recognition programs like Employee of the Month awards.
- Create opportunities for career advancement through specialized certifications.
- Offer flexible scheduling options where feasible.
- Provide resources for mental health support, such as Employee Assistance Programs (EAPs).
- Encourage participation in wellness programs like fitness challenges.
- Reimburse costs for advanced certifications and training.
- Partner with training providers to offer in-house courses.
- Use online platforms like EMS1 Academy to provide CEUs.
4. Onboarding Checklist for New Hires
- Verify certifications and licenses.
- Set up necessary accounts and access to systems.
- Introduce agency policies, mission, and values.
- Provide hands-on training with equipment and vehicles.
- Pair new hires with experienced staff for guidance.
- Schedule regular check-ins during the first three months.
- Conduct performance reviews at 30, 60, and 90 days.
- Provide feedback and identify areas for improvement.