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Executive Summary

Workforce shortages persist. Paramedic vacancies remain widespread across Florida, with a median of two open positions per agency. Clinicians cite dissatisfaction with pay as the most significant retention concern, with compensation receiving the lowest satisfaction rating among all employment domains.

Recruitment pipelines are growing. Agencies report active investment in cadet programs (42 agencies), explorer programs (31 agencies), and high school EMS academy partnerships (24 agencies). However, clinicians emphasize that systemic barriers including low entry-level pay and limited advancement opportunities constrain the long-term effectiveness of these efforts.

Wellness programs are underutilized. A significant gap exists between agency- reported program availability and clinician awareness. For example, 74% of agencies report offering Employee Assistance Programs, but only 52% of clinicians are aware of such services. Similar gaps exist for peer support, psychological first aid, and chaplaincy services.

Training outcomes vary by region. EMT first-attempt pass rates (69.0%) approximate national norms, while paramedic pass rates (59.6%) lag behind, with sharp regional disparities. Region 2 achieved the highest paramedic pass rate (86.7%), while Regions 3 and 7 fell below 53%.

Telehealth adoption is limited but supported. Nearly three-quarters of clinicians expressed willingness to participate in alternate-destination or community paramedicine programs. However, agency adoption remains concentrated in larger, urban systems, with rural agencies citing funding, staffing, and regulatory barriers.

Publication Date

4-1-2026

Policy Brief for Integrated Perspectives: Florida EMS Workforce and Agency Synthesis 2025

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