Reports

We are commited to accountability and transparency. To support this, BCEHS regularly publishes reports about our strategic priorities and initiatives.

​​​​​​​​​BCEHS performance reporting

BCEHS performance reporting shows how BC Emergency Health Services delivers ambulance and pre-hospital care. These reports give a clear view of how quickly we respond, how we support patients, and how we serve communities across the province.​

​​​​​​​BCEHS progress reports

The BCEHS Progress Report provides an overview of our activities for each fiscal year since 2021/22.

BCEHS Strategic Plan

The BCEHS Strategic Plan​ outlines how we will address key challenges and improve support for front-line employees and patient care.

​​​Improving workplace cult​ure

BCEHS is committed to creating safe, respectful and inclusive workplaces that support the mental and physical well-being of our employees. The actions below show how we are improving workplace culture.​​

BCEHS People Plan

The BCEHS People Plan is a three-year strategy that guides how we attract, retain, support and develop employees. It focuses on building a respectful, inclusive and diverse workplace that is culturally and psychologically safe.

Read the 2023-2026 People Plan (PDF).

Chief ambulance officer updates

Chief ambulance officer Leanne Heppell shares regular updates on actions taken to create safe and inclusive workplaces at BCEHS.​

Additional resources

Climate change

BCEHS aims to lead in environmental sustainability and stewardship. Our annual PSO Climate Change Accountability Report outlines:
  • Our greenhouse gas emissions
  • Offsets used to reach net-zero emissions
  • Actions taken to reduce emissions
  • Plans to continue reducing emissions

Reports

BCEHS and PHSA promote gender equity as part of our commitment to diversity, equity and inclusion (DEI). We also support efforts to eliminate Indigenous-specific racism and discrimination in the health system.

We know that providing high-quality care to diverse communities requires a workforce with a wide range of skills, experiences and perspectives.

In line with the Pay Transparency Act, this report helps us measure progress and guide future work to improve pay equity across the organization.

  • ​For unionized staff, pay is set through collective agreements
  • For non-unionized staff, we follow provincial guidance from the Health Employers Association of BC and the Public Sector Employers’ Council

Reports

Note on 2023/24 data

The 2023/24 report included an error in how 'special pay' was calculated. Lump-sum payments were mistakenly treated as hourly wages, which created extreme outliers. This error lowered the reported pay equity ratio to 77 cents earned by women for every dollar earned by men.

​After correcting the data, the ratio is 95 cents to the dollar.

The 2024/25 report excludes 'special pay' entirely and shows the same 95-cent ratio. This confirms that the earlier difference was caused by the data error.​

​​Initiatives to support pay equity


BCEHS and PHSA continue to build a fair and inclusive workforce through policies, programs and practices.
We guided this work through:
  • The BCEHS People Plan (2023-2026) (90% complete)
  • The BCEHS Indigenous Health Strategy & Action Plan (Listening, Laying a Path for Generational Health, Sept 2024).  
Key actions include:
  • Using a Gender-Based Analysis ​Plus (GBA+) approach to support fair hiring, promotion and development
  • Reducing barriers for underrepresented groups through inclusive job postings, outreach and bias-aware recuitment
  • Recruiting across rural, remote and urban communities to build a diverse workforce
  • Supporting staff participation in the Equity in Healthcare Certificate​ program at Simon Fraser University
  • Delivering anti-racism and anti-discrimination training, including a new policy led by PHSA  
  • Expanding a non-clinical learning plan through the BCEHS Centre of Development Excellence, with a focus on equity, inclusion and Indigenous cultural safety
  • Using employee feedback and data to improve programs and planning
  • Advancing compliance with the BC Accessibility Act by identifying and removing barriers
  • Recognizing Indigenous lived experience and expertise in hiring and compensation for Indigenous-specific roles