The Challenge
Public safety agencies in Michigan faced a severe talent shortage long before COVID—and the pandemic made it worse.
“In 2011, we would get 60 applicants for every open position. By 2015, we had only a few qualified applicants. Everyone in Michigan was experiencing this,” explains James Taylor, former undersheriff of Mecosta County and now director of criminal justice at West Shore Community College (WSCC).
When COVID hit, hiring froze. Afterward, police departments and sheriff’s offices scrambled to fill approximately 500 vacancies statewide. Agencies even lowered education requirements, risking the quality of the talent pool.
The crisis extended beyond law enforcement. In Osceola County alone, 40% of the public safety workforce left during the pandemic. Emergency Medical Technicians (EMTs) and paramedics worked exhausting 12-hour shifts and weekends yet demand still outpaced supply. The need for new talent was urgent—but qualified candidates were scarce.
The Solution
In 2021, sheriff’s offices in Lake, Mecosta, and Osceola counties turned to Michigan Works! West Central (MWWC) for help. Their timing was ideal: MWWC was applying for a grant to launch an Employer-Led Collaborative (ELC) using the U.S. Chamber Foundation’s TPM® model.
The grant was approved, and MWWC convened employers, WSCC, Kirtland Community College, economic developers, chambers of commerce, and nonprofit partners to form the Public Safety Careers Council of West Michigan.
Initial Goal: Train 15 professionals—law enforcement officers and EMTs—and upskill EMTs to paramedics.
First Strategy: Revitalize WSCC’s law enforcement academy and spark interest in EMT training programs.
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28%
Average wage increase for graduates (within six months post-training)
Law Enforcement Pathways: Training and Support
The career pathway to become a police officer starts at the police academy. WSCC’s 16-week police academy equips recruits with essential skills through 615 hours of classroom instruction. Graduates start at $50,000–$55,000 annually, with benefits and career advancement opportunities.
Employer partners serve as instructors and advisors, while MWWC provides supportive services such as gas cards, tuition assistance, uniforms, and books.
An “A-Ha” Moment: Aligning Funding for Impact
Initially, funding was misaligned—too much for training, not enough for wages. Agencies couldn’t afford to hire new talent despite available training dollars.
The breakthrough came when Michigan Commission on Law Enforcement Standards reallocated $24,000 toward wages and benefits, while MWWC covered training costs. This shift enabled rural counties to onboard officers without straining budgets.
Impact: Osceola County hired seven new officers and saved $70,000 in training costs over three and a half years.
“That is a big deal to rural counties whose budgets are very limited,” according to Shelly Keene, executive director of MWWC.
Emergency Medical Service (EMS) Careers: Creating Upward Mobility
The pathway to becoming a paramedic starts with EMT certification. Employers hire EMTs immediately—paired with paramedics—giving them exposure to advanced roles. To become a paramedic, trainees complete two semesters of coursework and a one-semester externship, followed by national registry and state licensing.
Employers like Life EMS Ambulance offered flexible schedules and state-funded grants for living expenses, while MWWC provided tuition and transportation assistance.
Result: Paramedics’ pay has increased nearly 50% since COVID, now averaging $60,000 annually.
Impact: From Crisis to Stability
Since its launch, the collaborative has grown to 32 employer partners across six counties, filling critical vacancies and attracting statewide attention. Word of its success has spread quickly beyond this rural region. “We are getting calls from cities like Grand Rapids, asking to send their recruits to our programs. That speaks volumes about our work,” Keene said.
- Law Enforcement: Osceola County filled seven positions, Lake County four, and Oceana County three.
- EMS: Employers now guarantee jobs to high-performing EMTs and paramedics—even without open positions—to maintain workforce stability.
Retention rates have climbed to 75%, and 35 new hires were previously unemployed or underemployed.
Average wage increase: 28%
“Before, we could be fully staffed maybe four days a week. Now it’s every single day,” says Jeff Stockhill of Life EMS Ambulance.
Best Practices
The Public Safety Careers Council of West Michigan has established best practices in implementing the TPM approach. They are applicable to the public safety industry and beyond.
- Build strong relationships: One-on-one engagement proved most effective in rural communities.
- Provide wraparound support: Gas cards, tuition assistance, and flexible schedules removed barriers to training.
- Convene annually: Share progress, funding updates, and best practices to sustain momentum.
- Plan for sustainability: As initial grant funding ended in September 2025, MWWC is pursuing new resources to keep the collaborative thriving.
Future Outlook: Sustaining Momentum
As the Public Safety Careers Council approaches the end of its grant, durable partnerships across law enforcement, EMS agencies, and training providers ensure continued success.
“The network and momentum built through this initiative will serve as a lasting asset to our region’s workforce ecosystem,” says Keene.
