The document discusses the importance of enhancing the employee value proposition to address staffing challenges in emergency medical services. It outlines key drivers for attracting, engaging, and retaining employees, emphasizing the need for clear purpose, supportive leadership, and meaningful rewards. The document also presents a case study of a successful volunteer organization that effectively implements these principles.

1. Recruit & Retain
by raising your employee value proposition
Rommie L. Duckworth, MPA, LP, EFO
@RomDuck #EMSPro2022

9. 454 National and Local News Stories Since 1/1/2021
63% about staffing challenges

10. “Everyone believes their region is the toughest
in which to recruit (EMTs and paramedics).
The turnover problem is across the board.”
—Greg Lawton, Senior Consultant, Fitch & Associates

11. The Cycle of
Staffing
Failure
Staffing crisis
Lower standards
to fill seats
Lower
accountability to
stop leaving
Low engagement
and toxic culture
grows
Organizational
quality and
appeal drops
Quality
employees leave

12. Let’s not fix the symptoms
Let’s work on the problem

13. No canned
solutions

14. Work in any
organization What employees can gain
NOT JUST
What employers will give
• Large or small
• Urban or rural
• Full time or part time
• Paid or volunteer

15. Different
needs at
different
stages

16. Employee Surveys
• Global workforce
• Global Talent Management & Rewards

17. Top five
Drivers to
Attract
1. Monetary compensation (value)
2. Job stability
3. Opportunity to advance
4. Challenging work
5. Opportunity to learn new skills

18. Top five
Drivers to
Engage
1. Trust and a belief in the senior
leadership of the organization
2. Clear and shared goals and
objectives of the organization
3. Good relationships with immediate
supervisors
4. Positive image of the organization
5. Reasonable workload with
flexibility

19. Top five
Drivers to
Retain
1. Monetary compensation (value)
2. Opportunity to advance
3. Good physical work environment
4. Stability of their position
5. Ability to manage work-related
stresses

21. Employee
Value
Proposition

22. Employee
Value
Proposition
•Purpose
•People
•Work
•Rewards

23. Purpose
(what is the purpose of your agency?)
A professional
team providing
leading edge
emergency
medicine

24. Purpose
(what is the purpose of your agency?)
A service
organization
providing free
medical care to the
community

25. Purpose
(what is the purpose of your agency?)
A social club that
sometimes drive
sick people to
the hospital

26. Purpose Mission
Vision
Values
Top down guided
Bottom up driven

27. Purpose:
Vision
(A world where people are _____
because of your agency)
The way the
world will be
when we are
successful

28. Purpose:
Mission
(We do X to achieve Y)
Guides
everything we
do to achieve
the vision

29. Brief
Clear
Memorable
Unique
Realistic
Current
Future-facing
Purpose:
Mission

30. Purpose:
Values
(We do X to achieve Y with Z)
Guides HOW
we achieve the
mission

31. Purpose:
Values
What we WILL
and WON’T do
to achieve the
mission

32. Purpose Mission X
Vision Y
Values Z

33. Employee
Value
Proposition
•Purpose
•People
•Work
•Rewards

34. People Top leadership
Supervisors
Peers

35. People:
Top
Leadership
Integrity
Alignment
Consistency
Empathy
Respect
Communication
Self-Awareness

36. People:
Mid Level
Leadership
Alignment
Communication
Policies vs
Practices
Troubleshooting
Resources

37. People:
Peers
Alignment
Respect
Mutual support

38. Employee
Value
Proposition
•Purpose
•People
•Work
•Rewards

39. Work Equipment
Amenities
Support success
Job descriptions
Goals & expectations
Support progression
Progression ladders
Building blocks or stepping stones

40. Employee
Value
Proposition
•Purpose
•People
•Work
•Rewards

41. Rewards Compensation
Meaningful experience
Appreciation
Public & private
Awards & announcements
Professional & personal
Convenience

42. Employee
Value
Proposition
•Purpose
•People
•Work
•Rewards

43. Personal
Examples
• Career
• Volunteer

44. Questions
to ask:
Purpose
• What attracted you to apply?
• How were you introduced to the
organization?
• Is the purpose of the organization clear?
(what is the purpose of the organization?)
• Do the goals of the organization align with
your goals?
• Do your values align with the values of the
organization?
• What drives you to do your best?
• What keeps you with the organization or
would drive you away?

45. Questions
to ask:
People
• Does senior leadership help us achieve
the mission of the organization?
• Do you have the support of your
immediate supervisors?
• Do you feel that the organization has a
good reputation?
• Are you supported by your peers?

46. Questions
to ask:
Work
• Do you feel that the organization has a
good reputation?
• Is your work environment safe, including
support for your physical and mental well-
being?
• Are you supported to learn and grow in the
organization?
• Do you have opportunities to advance?

47. Questions
to ask:
Rewards
• Are you fairly compensated for what you
are asked to do?
• Is your good work recognized?
• What makes you feel appreciated?
• What praise is meaningful?
• What barriers exist that make it difficult to
do your job properly?

48. Case study: Success!

49. Who are they?
• Harrisonburg, VA
• Founded 1949
• 8,100 calls annually
• 100% Volunteer

50. Doing it right!
• Clear mission, vision, values
• Varied membership categories
• Observer shifts before membership
• Rigorous selection process
• Emphasis on training
• High expectations
• Opportunities accessible to all
• Clear pathway to success

51. No canned
solutions

52. Employee
Value
Proposition

53. Purpose Mission X
Vision Y
Values Z

54. People Top leadership
Supervisors
Peers

55. Work Equipment
Amenities
Support success
Support
progression

56. Rewards Compensation
Meaningful experience
Appreciation
Convenience

57. Work in any
organization What employees gain
NOT JUST
What employers give
• Large or small
• Urban or rural
• Full time or part time
• Paid or volunteer

58. Success!