Commissioners discuss hiring push, training-payback plan for Meriwether fire and EMS staffing

County staff outlined a multi-part staffing shortfall for fire and EMS during the Aug. 10 work session, saying the fire department needs roughly 37 full-time-equivalent positions while current budgeted staffing equates to about 23 FTEs and that EMS needs are near 30 positions with current staffing close to 28 FTEs. The gap in fire staffing would require approximately 14 additional full-time hires if the board chooses to fund them in the coming budget.

Commissioners and staff discussed retention strategies, including dual certification for fire and EMS personnel and higher starting pay. Staff described recruit fallout in recent classes and proposed a training-payback contract: pay for two years of schooling and require reimbursement if the recruit leaves within a two-year window. The administrator said staff will provide a contractual draft for review at a future meeting.

Board members pressed for data and cautioned about enforceability. One commissioner noted the difficulty of collecting repayment from an employee who leaves and suggested withholding final pay as a limited remedy, while staff said they recently returned a draft agreement from legal counsel and will circulate it for comment.

The session also revisited the county's merit and pay-scale program as a tool to reward certification and experience. Staff recommended further work sessions to model salary increases, turnover effects and the long-term costs of moving positions from part-time to full-time.