Gudino details EMS staffing volatility and firefighter promotion cycle

There has been substantial volatility in staffing, both decreases and increases, during the period from fiscal year 2022 to fiscal year 2026, which could have affected operations.

There is higher attrition among EMTs than among paramedics and supervisors.

Many EMTs separate from the agency or look for promotional opportunities as paramedics or firefighters.

While the number of paramedics and supervisors has remained relatively unchanged, the number of EMTs has fallen and decreased their share of the EMS workforce from 69% to 63%.

Staffing levels have also sharply increased at times as new classes are brought in roughly three times a year following a 17-week training.

With the largest month-to-month increase happening in October 2024, with 324

or new EMS staff.

Many EMTs and paramedics take the promotional firefighter exam.

Although providing clear access to higher paying careers is laudable, the structure and timing of the firefighter promotional exam relative to EMS hiring initiatives effectively ensures a cycle of periods of high attrition at EMS.

This may challenge EMS capacity, especially when coupled with standard attrition and what is already a high-stress occupation.

EMS staffing levels tend to decrease most following the establishment of a new promotional list for the firefighter title, which requires an 18-week training period, amongst other prerequisites.

The largest decrease, with 252 active EMS positions, occurred in March 2025, which aligns with when the 18-week training period would begin before the June firefighter class.

There is no single cause of worsening ambulance response times, nor any simple answer to address this trend.

In the broader context of more hospitals pulling their ambulances from the 911 system, more of the call burn is being placed on FDNY EMS staff.

This follows a nationwide trend of hospital systems dropping ambulance service, driven at least in part by insurance reimbursement rates well below the cost of providing those services.

But as one step towards a remedy, EMS can attempt to address the high levels of attrition and staff turnover and expand its capacity for more EMS classes.

The solution must consider the promotional list of firefighters and balance consistent staffing levels at EMS with providing promotional career opportunities.

We thank you for your opportunity to testify today, and we're happy to answer any questions.

I'm glad that you did the study, and that was very smart.

Thank you.

Thank you.

Sir, please.