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Staffing Shortages

By Modesty Adams posted 12-22-2014 08:52

  
Hello all,

I am looking for some insight as to why you believe the Communications profession is having such a difficult time hiring qualified personnel and retaining them. I have a list of questions if you would please take a moment to fill it out it would be greatly appreciated!

 

1) Agency name / dispatch for law, fire, medical, animal control, etc.

2) How many openings do you have?

3) What do you believe the cause is?

4) What do you think can be done to assist with the shortages?

 

My agency is currently 14 down and it appears to be a regional issue in Central Florida however I am hearing that there are some other parts of the state that are not dealing with this epidemic. I am hopeful to get some great feedback that I will be more than willing to share with everyone.



Thanks,

Modesty Adams
Communications Manager
Osceola County Sheriff's Office
407-344-5267
1 comment
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Diana Sprain
01-04-2015 13:39

Ms Adams,
In answer to your questions (in order):
1) Nevada Dept. of Wildlife - LE division Dispatch
2) We just hired an entry-level employee (transfer from within Dept) to fill our open slot.
3) I blame modern technology. Let's go back a bit...before CAD became prevalent, dispatchers (telecommunicators) performed most tasks without automation. This required a wide range of motion. Yes,. there was some typing but not as much compared to today's computerized phones/radio/dispatch systems. We had to go to a map to look up locations, type a log, file, deliver paperwork, and a multitude of other daily duties. All changed with computers. When once we hired employees thinking they would be around for a while now agencies are lucky to get five years from a dispatcher hire. The second cause is the amount of workload - which has increased. I recall many shifts working short-handed with a full complement of field units. Now add, overtime to cover for training or holes in the staffing. The stress adds to a job already under the public microscope. Trainees often are expected to clear training before they are ready.
4) We aren't getting rid of computers any time soon but we can prepare our trainees for the job. Making certain the hires (regardless of entry or lateral) have as much quality training time as possible is key. Informed hires are less likely to resign in frustration. Include dispatchers in field-training sessions 9we ARE part of the system after all). Be informative and pass on news, feedback, and acknowledge individuals when a difficult call is handled. Actively recruit and let folks know where they can apply. There was a time when applicants looked in the newspaper for jobs - now, they have to know where to find announcements. A few years ago, the Las Vegas Metro Police ran ads on local television channels for dispatch openings. Request HR include dispatchers during their job fairs.
I hope this helps,
Diana Sprain