Simcoe County reports staffing gains across health and emergency services
Posted May 26, 2026
Simcoe County says it increased hiring and reduced reliance on agency staffing across its health and emergency services divisions in 2025, according to a report to County councillors this morning.
In long-term care and seniors services, the County reports 349 staff were onboarded in 2025, including more than 90 nurses. Nine job fairs were held across county facilities and the administration centre, resulting in 62 hires. Recruitment also included walk-in interviews, resume submissions and conditional offers to accelerate hiring.
The County expanded internal training and career pathways. Through the Learn and Earn Accelerated Pathway, four staff moved into personal support worker roles. Another 34 employees received funding for post-secondary education and certification through a professional development pilot program.
Provincial incentive programs remained central to recruitment. Through Ontario Health–Health Force Ontario’s Community Commitment Program for Nurses, 23 nurses have been hired since inception, with 11 receiving funding in 2025.
The program provides a $25,000 incentive tied to a 24-month return-of-service commitment, plus a $1,500 employer education grant.
A separate return-of-service program for personal support workers supported 87 hires since inception. Of those, 24 received rural incentives and 30 received both rural and relocation incentives, with combined payments in some cases reaching $30,000 for a 12-month commitment.
The county reports agency staffing in long-term care homes declined from 13 per cent in January 2025 to 4 per cent by December 2025.
In paramedic services, the county hired 33 new staff in 2025 and enrolled 28 students in its Student Transition Education Program. Eight paramedics completed advanced care training, while 10 began the program.
Return-to-work programming supported 35 paramedics through individualized plans and phased reintegration into field duties.
The report also notes continued changes to recruitment processes, including streamlined onboarding, revised orientation and coaching models, and expanded wellness initiatives.
A 13-point paramedic recruitment strategy remains in place, with a new scheduling model under development for 2027.
The county says all initiatives are operating within existing budgets and reports no new financial impacts.
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