2 challenges that could hinder the nursing workforce expansion initiative

By Allyson Paiewonsky

This news is undoubtedly a significant step in addressing the ongoing nursing shortage. It's a move that recognizes nurses as the backbone of the healthcare system and takes concrete steps to address significant workforce challenges.

While the Biden administration's decision to allocate $100 million to expand the nursing workforce is certainly an admirable — and necessary — move, it's crucial to recognize that this is just the beginning of a larger effort needed to address the complex challenges facing the nursing workforce. Here are two key challenges that could hinder the long-term impact of this initiative.

1. Building a pipeline of CNAs

The decision to focus on providing advanced certifications for existing nurses is a commendable effort to elevate the skill set and expertise of the nursing workforce. However, a comprehensive approach that considers both immediate shortages and long-term trends is necessary to maximize the impact of these funding initiatives.

Recent projections suggesting a surplus of NPs could potentially raise questions about the most effective allocation of resources. More emphasis should be placed on building a pipeline of CNAs to better support the current and future RN workforce.

Without sufficient support from CNAs, RNs become the catch-all for all unmet work by other care team members — both forcing them to work below license and increasing an already high RN workload. Without a sufficient assistive pipeline, RNs are expected to cover all other responsibilities, further exacerbating RN burnout.

2.  Recruiting nursing educators to train new nurses   

The emphasis on recruiting and supporting nursing faculty highlights the Biden administration's dedication to building a sustainable nursing workforce. This is crucial for ensuring a continuous pipeline of well-trained nurses.

However, the shortage of nursing faculty remains a pressing issue that requires further attention. The allocation of about $26 million to recruit and support nursing faculty is a step in the right direction, but it's important to acknowledge that building a strong pipeline of future nurses requires sustained investment in the educators who will train them.

The greatest barrier to increasing nursing supply isn't a lack of interest in becoming a nurse — it's the inability of the nursing educational system to accommodate that interest. Some of the barriers preventing nursing schools from accepting more applicants include insufficient clinical placement sites, a shortage of nurse faculty due to financial disincentives, and nursing school budget constraints.

Without an adequate number of skilled educators, the capacity to train new nurses will remain limited, which could hinder the long-term impact of this workforce expansion initiative. To truly address the nursing shortage and ensure the sustainability of the healthcare workforce, ongoing efforts will be needed to attract and retain experienced nurses in academic roles.

The current initiative to support nurse faculty is a promising start. However, in the coming years, it will be essential for policymakers, educational institutions, and healthcare organizations to collaborate on innovative strategies that incentivize and support nursing professionals to transition into teaching roles.

This might involve offering competitive compensation packages, providing opportunities for professional development, and creating pathways for nurses to seamlessly move between clinical practice and academia.