Recruiting and retaining volunteer EMTs: from motivation to practical solutions

Abstract

Purpose -Most rescue squad members, both in the city and in rural areas, serve on a volunteer (unpaid) basis. It has been widely reported and observed that the number of Emergency Medical Technician (EMT) volunteers is falling in communities across the USA. Meanwhile, internationally, the need for emergency services volunteers is increasing as government support dwindles in these uncertain economic times. The purpose of this paper is to determine how to keep EMT volunteerism at desired levels and provide recommendations for increasing recruitment and retention. Design/methodology/approach -The paper examines what motivates people and why people volunteer in general, beginning with a discussion of citizenship participation and international EMS, then reviewing general and volunteer motivation theories, and finally focusing on volunteer EMT motivation/retention theories in particular. Research studies in two diverse locations (one urban, one rural) are then implemented to survey volunteer EMT motivations and priorities, to find what stimulates EMTs to join and continue to participate in rescue squad operations. Findings -Theoretical explanations and research results are analyzed to determine the implications for both recruitment and retention of volunteer EMTs. Originality/value -Based on these findings, the remainder of the article is dedicated to the practical application of strategies which are easily implemented and cost-effective for any volunteer EMT organization, regardless of locale or country of origin. Utilization of these strategies is both timely and relevant, because few communities' operational budgets can absorb the costs of hiring additional professional EMTs.

Creative Industries Global Conference. Libro de actas

“…These comments reflect Nina's (2013) contention that museums need to recognise the motivations underpinning someone's desire to volunteer, rather than simply viewing volunteers as a cost benefit, because this relationship is founded often on an emotional bond (Haug, 2012). This deeper relation offers access to skills and knowledge that are free, but often recruitment is based on word of mouth rather than specifically targeting the most able people.…”

“…The use of volunteers as a cost control mechanism has been cited previously in literature (Haug, 2012, Nina, 2013. Evidence for this thinking exists at various museums who argue that volunteers enable the museum to offset increases in operating costs incurred elsewhere in the organisation, not only labour costs.…”

Motivation of emergency medical services volunteers: a study of organized Good Samaritans

“…Previous studies have identified several motives for volunteering as a first responder, including altruism, need for social interaction, improvement of skills and knowledge, getting experience for future careers, and self-esteem [64]. Having a flexible schedule and controlling the decision of when to be on duty were found to be important factors for many volunteers [9,64].…”

“…Volunteers form a significant part of the personnel of many EMS organizations [8][9][10]. In the US, the urban EMS workforce is comprised of approximately 30% volunteers, with rural EMS workforces reaching up to 75% volunteer staffing [8,10].…”

Why mentor? A validation study of the volunteer functions inventory for use in youth mentoring

“…Clary, Snyder, Ridge, Miene, and Haugen (1994) and Clary et al (1998) have demonstrated that potential volunteers are more responsive to recruitment messages that match their personally relevant motivations. These recommendations have been affirmed by others as a way to effectively recruit volunteers in a variety of contexts, including youth sports (Busser & Carruthers, 2010), citizen science programs (Crall et al, 2017), and emergency response (Haug & Gaskins, 2012); and as a way to appeal to the interests of young people (Shields, 2009). Furthermore, volunteers whose motivations match their experience are likely to be more satisfied, volunteer for longer periods, and volunteer again (Bussell & Forbes, 2002;Clary et al, 1998;Clary, Snyder, & Ridge, 1992;Clary, Snyder, & Stukas, 1996;Gage & Thapa, 2012;Houle, Sagarin, & Kaplan, 2005;Martinez & McMullin, 2004;Stukas, Daly, & Clary, 2006).…”