The start of operations is wholly dependent on the delivery of our ambulances.   We hope to have a more solid date in December.   We are expecting delivery sometime between September 1 and December 1 for the initial twelve ambulances.   We are cautiously optimistic that it will be earlier in that range.

Assuming the timeline above, hiring of supervisors will be in the late Spring.   Field staff will be in late summer.   Recruitment and hiring processes will be conducted a couple months ahead of that.   If delivery of ambulances slides forward or back, we will adjust.

We expect to be recruiting field staff and communications center employees in early Summer for a September start date.  This could change based on the ambulance delivery schedule.  

We have a total of fifteen (15) Frazer 14’ door forward units on order.   They will be mounted on Ford F450 chassis with the gasoline engines and ambulance prep package.

Yes.   We are planning on field supervision to have both operational and clinical responsibilities.    Our goal is to have two supervisors around the clock, dividing the service area and number of units.   We want a manageable span of control.   We may start with one around the clock and scale up as quickly as possible.

We believe in offering options.   We will have a mix of 24-hour shifts and peak shifts.   We have not settled on a rotation schedule yet.   We are considering multiple rotations to enable flexibility for employees.   We will have this settled prior to taking applications.

No, if you are referring to scheduled trips.   However, we will do emergency interfacility transfers to higher level care when asked by hospitals, clinics, doctor’s offices, and long-term care facilities.

It will be a blend of fixed site stations (5 currently but expect that to be 6-7 by the time we transition to a District operated EMS.   Peak trucks will come up/down from a fixed site.

We know we need to be competitive with salaries and benefits.  We expect to announce pay and benefits expectations in January.   For retirement, we have selected the Texas County and District Retirement System as our retirement plan.  The Board has elected to fund the program at a 7% employee contribution and a 250% employer match rate.

We are an EMS-only ESD.  Fire protection is provided by multiple other departments in the county.

Annual volume today is approaching 10,000 and growing.

The plan is to staff with at least one paramedic and one additional provider (EMT, EMT-A or Paramedic).   It’s important to cultivate a  system where new paramedics can grow into lead roles.   Likewise, we want to build an environment where EMTand EMT-A personnel can develop and promote, as well.

ESD3 was formed as an EMS only ESD.   We will not have overlapping services with ESD 1, ESD 2, BTCESD1, Smithville VFD, or HOP VFD.

No, BCFR will remain separate from ESD3.  BCFR is a 501c3 organization.   They plan to move their first responder license under ESD3 when we assume services.  

We have taken delivery of twelve Styker Power Pro 2 cots with the MTS Power Load system.

We have not decided on monitors yet.   We are evaluating the LP35 and the new Zoll Zenix monitors.   We should decide in early 2026.