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Related Concept Videos

Methods of Documentation VII: EMR01:30

Methods of Documentation VII: EMR

Electronic Medical Records (EMRs) primarily center around electronically documenting patients' health information within a single healthcare organization or practice. They contain essential clinical data related to a patient's medical history, diagnoses, medications, treatment plans, lab results, and other pertinent information relevant to the specific encounter or episode of care. EMRs are designed to streamline documentation and workflow processes within individual healthcare settings,...
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The hazard rate, also known as the hazard function or failure rate, is a statistical measure used to describe the instantaneous rate at which an event occurs, given that the event has not yet happened. From a probabilistic perspective, it represents the likelihood that a subject will experience the event in a very small time interval, conditional on surviving up to the beginning of that interval. In terms of frequency, the hazard rate can be viewed as the ratio of the number of events to the...
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Cardiac emergencies are critical situations involving the heart that require immediate medical intervention to prevent severe complications or death. These emergencies often arise from underlying heart conditions that impair the heart's ability to function correctly.Types of Cardiac EmergenciesThe most common types of cardiac emergencies include Acute Coronary Syndrome (ACS), myocardial infarction (MI), cardiac arrest, and heart failure.Acute Coronary Syndrome (ACS)Acute Coronary Syndrome (ACS)...
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According to obedience research, we may harm others under the forceful pressures of an authority figure (Milgram, 1974). How about if the inappropriate orders were delivered with less force? The increasing interdependence between nurses and physicians compelled Hofling and his colleagues to explore nurses’ reactions to a potentially harmful medical request made by the perceived authority figure, the doctor (Hofling, Brotzman, Dalrymple, Graves, & Pierce, 1966). In this situation, obedience...
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Setting Up a Stroke Team Algorithm and Conducting Simulation-based Training in the Emergency Department - A Practical Guide
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Published on: January 15, 2017

Agency-Level Turnover Rates of Emergency Medical Service Clinicians and Their Characteristics.

Jordan D Kurth1, Jonathan R Powell2,3, Christopher B Gage3,4

  • 1Penn State College of Medicine, Hershey, Pennsylvania, USA.

Journal of the American College of Emergency Physicians Open
|June 8, 2026
PubMed
Summary

Emergency medical service (EMS) clinician turnover averages 17.4%, varying significantly by agency type. Understanding these differences is key to improving retention strategies for EMS professionals.

Keywords:
emergency medical serviceshealth workforceknowledge managementparamedicine

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Published on: November 9, 2016

Area of Science:

  • Emergency Medicine
  • Healthcare Management
  • Workforce Studies

Background:

  • High clinician turnover is a persistent challenge in emergency medical services (EMS).
  • Existing turnover data lacks standardization, hindering comparisons across different agency types.
  • Understanding agency-specific turnover characteristics is crucial for targeted retention efforts.

Purpose of the Study:

  • To evaluate adjusted mean turnover rates for emergency medical service (EMS) agencies.
  • To identify agency-level characteristics associated with EMS clinician departures.
  • To provide standardized measures of turnover across diverse EMS workplace settings.

Main Methods:

  • A 2-year retrospective analysis (2020-2022) of EMS clinicians and agencies across 9 states.
  • Inclusion criteria required National EMS Certification for licensure.
  • Multivariable linear regression was used to calculate adjusted agency-level mean turnover rates.

Main Results:

  • The adjusted agency-level mean turnover rate was 17.4% across 1137 agencies and 20,881 clinicians.
  • Turnover rates varied significantly by agency type, ranging from 14.3% (fire agencies) to 23.7% (private agencies).
  • Significant variability was observed in the demographics and work-related characteristics of departing EMS clinicians, differing by agency type.

Conclusions:

  • Adjusted mean turnover rates and associated clinician characteristics differ substantially based on EMS agency type.
  • Organizational culture likely influences turnover characteristics within specific agency types.
  • Identifying these variations can inform the development of targeted interventions to improve EMS clinician retention.