19791-Paramedic Attrition Rates

Q1.  What is your organisations current attrition rate and has this increased or decreased over the past five years?

Q2.  What is the current age demographic of the paramedics in your organisation?

Q3.  What percentage of paramedics within your organisation have left to work in an alternative healthcare environment?

 Q4.  What are the main reasons given for paramedics leaving your organisation?

Q5.  How easy is it for your organisation to obtain the operational resources required, i.e. the correct skill mix?

  Q6.  Does your organisation offer any incentives in the recruitment of paramedics

  Q7. What initiatives does your organisation employ to attract paramedics?

  Q8. Where is the main source that your organisation recruits paramedics from? Q9. By what means of career progression does your organisation offer to retain its paramedics?   Q10.  Are you able to make suggestions to ensure that the United Kingdom has an Ambulance Service workforce that is fit for the future? Q11. What is the demographic profile of your organisation?  Q12. What are the biggest challenges within the organisation to recruitment and retention (e.g., location, lack of teamwork, not welcoming newcomers, demographics, or rural locations)?

Q13. Have retention strategies such as specific training, staff reviews, coaching, or planning and evaluations been implemented? Do you think the use or lack of use of these strategies affect retention? If so, how?   Q14. What methods for recruiting new staff do you think the organisation uses most often? Have they changed in the past few years? If so, how and why? .

  • Reference:
    19791
  • Response:

    Q1.  What is your organisations current attrition rate and has this increased or decreased over the past five years?

    Turnover 2014/15 2015/16 2016/17 2017/18 2018/19 YTD
    % 10.37% 8.23% 7.5% 8.27% 9.59%


    Q2.  What is the current age demographic of the paramedics in your organisation?

    Age Range 20-29 30-39 40-49 50-49 60-69
    % 23.26% 27.26% 28.76% 19.02% 1.69%

     Note: This is for all Paramedics, not just those in A&E

    Q3.  What percentage of paramedics within your organisation have left to work in an alternative healthcare environment?
     

    Leaving Destination% 2016/17 2017/18 2018/19 YTD
    NHS Organisation/ Private Health or Social Care/ General Practice 15.57% 22.95% 35.47%
    Other 84.43% 77.05% 64.53%

    Note: This is for all Paramedics, not just those in A&E

     Q4.  What are the main reasons given for paramedics leaving your organisation?

    Reason for leaving 2016/17 2017/18 2018/19 YTD Grand Total

    Voluntary Resignation – Other/Not Known

    42.23% 52.99% 41.82% 45.31%
    Voluntary Resignation – Work Life Balance 16.05% 18.36% 20.10% 18.56%
    Retirement Age 11.09% 8.14% 10.00% 9.71%
    Voluntary Resignation – Better Reward Package 8.10% 1.91% 12.98% 8.41%


    Q5.  How easy is it for your organisation to obtain the operational resources required, i.e. the correct skill mix?

    We monitor recruitment activity and shift rotas to ensure we have the correct skill mix
     
    Q6.  Does your organisation offer any incentives in the recruitment of paramedics

    No
     
    Q7. What initiatives does your organisation employ to attract paramedics?

    We offer a variety to support and enhance their clinical development as detailed in our adverts on NHS Jobs
     
    Q8. Where is the main source that your organisation recruits paramedics from?

     NHS Jobs, we also advertise in military magazines and relevant external journals, social media
     
    Q9. By what means of career progression does your organisation offer to retain its paramedics?

     Clinical progression is available into the HART team and Air Operations (Air Ambulances) and a band 7 advanced practitioner role for primary and urgent care.
    Roles are supported with higher education programmes funded via HEE. They also have access to leadership development.

    Q10.  Are you able to make suggestions to ensure that the United Kingdom has an Ambulance Service workforce that is fit for the future?

    We are unable to provide an opinion on this matter as the Freedom of Information Act only covers recorded information, not opinion or judgement.  Therefore we are unable to respond to your request.
     
    Q11. What is the demographic profile of your organisation?

     Our demographics can be found on our website: https://www.eastamb.nhs.uk/about-us/ As this information is publicly available the Trust is not obliged to provide this again and will be applying exemption s.21 of the Freedom of Information Act to this request.
     
    Q12. What are the biggest challenges within the organisation to recruitment and retention (e.g., location, lack of teamwork, not welcoming newcomers, demographics, or rural locations)?
    The role of the Paramedic is a nationally recognised shortage occupation and the Trust borders other ambulance services who can over high cost area allowances.

    Q13. Have retention strategies such as specific training, staff reviews, coaching, or planning and evaluations been implemented? Do you think the use or lack of use of these strategies affect retention? If so, how?
     
    The Trust is currently undertaking a Retention project which has several work streams, including:

    · Retention Plan and Project, including exit interviews with all leavers, which are subsequently evaluated
    · Health and Wellbeing Strategy
    · Equality and Inclusion Strategy
    · Dignity and Respect Project
    · Employee Relations and Terms and Conditions Review Project

    The Trust also undertakes Compassionate Conversations (appraisal) on an annual basis, with the aim to review related individual plans every three months.  The Organisational Development Team have a plethora of learning resources which include coaching.

    We are unable to provide an opinion on this matter as the Freedom of Information Act only covers recorded information, not opinion or judgement.  Therefore we are unable to respond to your request.

    Q14. What methods for recruiting new staff do you think the organisation uses most often? Have they changed in the past few years? If so, how and why?

     As stated in Q8 NHS jobs is the main method. Over the past year the Trust has been developing closer links with local job centres and assessment days have been held which has enabled the Trust to make offers. We have also held local recruitment events which have proved successful and introduced a hub and spoke recruitment model, with an identified operational recruitment lead supported by a recruitment specialist to drive local recruitment. We have enhanced our use of social media, and run a variety of recruitment campaigns, including bus stop, radio, posters in local shops, together with recruitment events at universities.

  • Area:
    Trust wide
  • Category:
    • Emergency Operations
    • Human Resources
  • Month:
  • Year: