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Dougherty County weighs pay raises and bonuses to address EMS staffing shortage
Summary
County officials described a severe EMS staffing shortage and proposed raising entry pay from $20.77 to $24 (one commissioner urged $24.50) and offering sign-on bonuses up to $5,000 for full-time hires and $2,500 for part-time, with a multi-year retention requirement; county staff said carry costs can be managed but requested a detailed funding plan.
The Dougherty County Board of Commissioners on Nov. 25 heard a detailed briefing on a staffing crisis in the county’s Emergency Medical Services, with department leaders urging immediate pay and bonus changes to stop departures and fill vacancies.
Sam Allen, the county’s EMS director, told commissioners the department has “been maintaining anywhere from 6 to up to 12 vacancies of full-time staff” during recent years and that the service lost 18 employees this year alone, which Allen said represented about “90 years of experience.” He said competing county and private providers now offer higher pay and sign-on bonuses, pulling applicants away despite high interest in the county’s online job postings.
County Administrator Darren King and Allen proposed lifting entry-level pay from $20.77 an hour to $24 an hour to improve competitiveness and recommended a sign-on bonus program — up to $5,000 for full-time hires and $2,500 for part-time — with retention conditions. King said finance staff estimated additional near-term costs if every vacancy were filled; the administration cited a roughly $259,183 incremental cost in the event of full hiring to support the higher pay scale and bonuses.
One commissioner urged a slightly higher starting wage. “Rather than go to $24 and there’ll be $24.50, just go to $24.50,” a commissioner said during debate, arguing the small increment could prevent more departures to neighboring jurisdictions.
The board discussed specifics including a retention period for bonus eligibility (two years was mentioned), whether returning former county EMS employees should be eligible for bonuses without losing prior tenure, and how to structure payments so they are tied to performance and longevity. Allen told commissioners part of the recruitment problem is licensing: many applicants lack state EMS licenses, limiting the pool of immediately hireable candidates.
The administration committed to return to the board with a funded recommendation and implementation plan that clarifies the number of positions to be filled, exact costs, and the timeline for payroll changes. No final vote on pay or bonuses took place at the Nov. 25 work session; commissioners asked for the finance office and HR to provide a clearer budget pathway before formal action.
