Alameda County Fire Department

1
Alameda County Fire DepartmentAmerican Medical
Response Paramedic Hiring and Attrition The
Development of Partnerships

• Submitted by
• Sheldon D. Gilbert, Deputy Fire Chief
• Denis Jackson, Vice President, Operations AMR
• David Austin, Director, AMR

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Purpose

• Describe the Elements of a Partnership
• Define Current Attrition and Retention Issues
• Describe the Need For Partnerships
• Review ACFD/AMR Program Goals and Solutions

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Elements of a Partnership

• Sharing
• Working Together Toward a Common Goal
• Creating a Win/Win Environment
• Aligning Strengths
• Close Cooperation on Specified Targets with
  Defined Responsibilities
• Commitment From All Stakeholders

4
Attrition and Retention Issues

• Difficulty in recruiting a qualified EMS and
  Firefighting workforce that accurately reflects
  the demographics of the communities served
• Retirement
• 3 at 50
• Age of Workforce
• Proactive Planning for Future Workplace Shortages
• Retaining Qualified Candidates

5
Program Goals

• Diverse Workforce Reflective of Communities
  Served
• Recruitment Partnership and Commitment
• Process for Mentoring and Developing Employees
• Joint Search for Qualified Candidates
• Build on Strengths of Both Organizations
• Win / Win Environment
• Expansion Capabilities to Other Allied Agencies
• Grant Funding for Recruitment Training
• Hiring of Successful Participants by ACFD or AMR

6
Program Entry

• Joint Recruitment Targeting Demographics
• ACFD Reserve Program (Individuals over 18)
• AMR Explorer Program (Individuals under 18)
• Joint Recruitment Teams
• Cooperation with Local School Districts
• Integration with Regional Occupational Programs
• Involvement of Minority Recruitment Organizations

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ACFD/AMR Program Components

• ACFD Reserve Program Training - Level 13
• Upon completion will obtain Firefighter 1
• Upon completion will obtain EMT
• Joint administration with AMR for paramedic
  grants
• AMR Explorer and Training Grant Process Overview
• Accepted individuals, during paramedic training,
  must
• Work as part time AMR-EMT
• Maintain ACFD Reserve status
• Have ACFD and AMR assigned mentors to ensure
  success

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ACFD/AMR Program Components

• Post Paramedic Training Requirements
• Work as an AMR Paramedic for 2 years
• Work on designated unit within ACFD jurisdiction
• Maintain ACFD Reserve status
• Individuals, who have completed the Grant
  Paramedic Training Requirements and are an ACFD
  Reserve in good standing, are eligible to be
  considered for full-time employment by ACFD.

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Other Types of Partnerships

• Joint Purchasing
• Using AMRs National purchase power we partner in
  providing Medical re-supply to local Fire
  Departments in San Bernardino and Alameda County
• Buying Dispatch Services
• In Ventura and Stockton it was more cost
  effective to buy Dispatch Services from Fire
  Departments, then provide them ourselves
• Purchasing First Response Services ALS
  Pass-through
• ALS Reimbursement pass-through funding to
  individual cities in Ventura, Contra Costa,
  Alameda, San Mateo and Santa Clara Countys
• Training
• CE Classes
• AMR/ FD Sponsor Paramedic Classes (Ventura / San
  Bernardino / Alameda Co
• Public Relations / Education
• Junior Paramedic Program / Every 15 minutes /
  Safe Haven / Car Seat

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Summary

• Recruitment of qualified candidates is becoming
  more difficult with increased competition
• Recruitment and retention issues are present in
  the Fire Service as well as the private EMS
  sector
• Future anticipated recruitment needs will require
  innovative and cooperative solutions
• Integrated career development and hiring tracks
  create the ability to reach out to a wide range
  of prospective employees
• A public private partnership allows each agency
  to build on its strengths and create a win-win
  environment

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QUESTIONS PANEL DISCUSSION
Bob OBrien bobrien_at_ci.fremont.ca.us Sheldon
Gilbert sgilbert_at_co.alameda.ca.us Dave Austin
dave_austin_at_amr-ems.com Denis Jackson
denis_jackson_at_amr-ems.com