How health systems are addressing staff shortages

According to Robyn Begley, CEO of the American Organization of Nursing Leadership and CNO and SVP of workforce for the American Hospital Association, many health system leaders have been developing new initiatives to maintain staff and provide quality care for patients.

"Especially the last six months, hospitals, health systems, and nursing leaders that I interact with every day, are working on solutions for the now, near, and far," she said. "What I mean is, 'now' are actions and activities that are going to have impact right away. With the 'near' and 'far,' the actions will start right now but might not have impact for a longer time."

Some health systems are addressing shortages through programs that allow for upskilling. For example, Geisinger utilizes its Nursing Scholars Program to fill critical nursing roles. This program awards $40,000 in financial support to any employee pursuing a nursing career, as long as that nurse commits to working at Geisinger as an inpatient nurse for five years.

Meanwhile, UCHealth in Colorado is investing $50 million in its Ascend leadership program, which will pay for a variety of degrees, including bachelor and master's programs in clinical and behavioral health, and will fund several certifications alongside high school completion, college prep courses, and language classes for both current and prospective employees.

Other health systems are collaborating with prospective employees to provide them with work flexibility. Allegheny Health Network, for example, launched its Work Your Way program, which allows nurses to work on rotational, six-week shifts in emergency medicine, telemetry, critical care, and perioperative care at eight of the health system's 14 hospitals. Any nurses traveling more than 50 miles to work will receive premium pay and a mileage reimbursement, while those traveling more than 75 miles will also receive a lodging reimbursement.

Mary Washington Healthcare and Germanna Community College have also formed a partnership onboarding two cohorts of as many as 60 nursing students every year through their Earn While You Learn program, which allows students to work 12-20 hours each week in a clinical rotation model.

Some health systems are also providing money for housing for prospective employees. Bozeman Health has invested in 100 units for a workforce housing complex expected to be completed by the end of 2023 that will provide affordable rentals for employees.

Meanwhile, Northwell Health is offering eligible employees as much as $5,000 in financial assistance to buy a home, and Johns Hopkins has launched a Live Near Your Work program that provides grants of up to $17,000 towards a down payment and closing costs for purchasing a home in designated city neighborhoods after completing eligibility requirements.

Could an apprenticeship program address nursing staff shortages?

Writing in MedCity News, Therese Scanlan, president of Oak Point University, suggested that health systems should consider apprenticeship programs to allow young healthcare workers to climb the skill ladder quickly while earning money.

Specifically, Scanlan recommends developing apprenticeship-style programs for nursing assistants and medical assistants that supports them in acquiring "micro-credentials" leading to higher nursing certifications and compensation.

"Hospitals can utilize this approach to begin to augment the role of the nurse, and start to recruit recent high school graduates or those from other industries looking for a new career," Scanlan wrote. "Providing apprenticeship-style employment gives someone without a career — or looking for a career — the chance to earn while they learn to be nursing or medical assistants."

These assistants can help take pressure off nurses by taking over basic tasks, which allow nurses to do more complex patient cares, according to Scanlan. In addition, micro-credentials for new assistants can open pathways to a career in nursing or some other healthcare specialty.

"A certified nursing assistant (CNA) course can be completed in four to eight weeks, and a medical assistant can be certified in six to 12 months," Scanlan wrote. "Meanwhile, candidates are working in hospitals and other health-care settings, and getting paid." (Scanlan, MedCity News, 8/18; Davis, HealthLeaders Media, 8/16)

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