Alameda County Fire Department & American Medical Response “ Paramedic Hiring and Attrition The Development of Par

1. Alameda County Fire Department&American 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

2. 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

3. 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

7. ACFD/AMR Program Components • ACFD Reserve Program Training - Level 1–3 • 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

8. 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.

9. Other Types of Partnerships • Joint Purchasing • Using AMR’s 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 County’s • 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

10. 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

11. Bob O’Brien – bobrien@ci.fremont.ca.us Sheldon Gilbert – sgilbert@co.alameda.ca.us Dave Austin – dave_austin@amr-ems.com Denis Jackson – denis_jackson@amr-ems.com QUESTIONSPANEL DISCUSSION