Most senior living facilities in the US are understaffed due to shortages. This puts a lot of pressure on existing employees and affects the overall quality of care. And, while shortages were a problem before, the COVID-19 pandemic made everything worse.
One of the main reasons for this situation is the lack of qualified candidates. Luckily, this can be solved by building a nursing pathway that creates a structured, formalized career development program that allows entry-level care staff (such as Caregivers or CNAs) to advance their education, attain clinical licensure (LPN, RN, BSN), and transition into higher-responsibility nursing roles.
This is a great strategy for staff retention and quality of care improvement. But it requires a structured, multi-faceted approach focusing on education, financial support, mentorship, and scheduling flexibility.
Let’s learn more.
Assessment and Commitment
First, every senior care facility must assess its staff needs. Identify where your team lacks Licensed Practical Nurses (LPNs) or Registered Nurses (RNs) and project future needs. Once you determine the scale of the program, you can build a financial plan and strategy to attract new employees.
One way is through partnerships with local nursing schools (community colleges, technical schools) and hospitals. In the first case, some of your current staff could enlist and get a Nursing Degree (with costs supported by your facility). This move will upgrade their skills and bring fresh knowledge into the team.
In the second case (a hospital partnership), you can attract experienced RNs and LPNs who are interested in converting to senior care. Many workers who are used to the fast-paced hospital or clinic settings are happy to take this step for a less-stressful work environment with more predictable hours, better schedule options (especially in management roles), and fewer acute (though still complex) medical crises.
There is also a third option, where you create a program that brings freshly graduated nursing students into your team. Through this program, you pay the tuition directly to the Nursing School for students who agree to work for you for a determined period of time once they graduate. The program may even include practice sessions where students can learn on the job.
Operational Support and Mentorship
Some things can only be learned through work experience, like leading with patience, kindness, and empathy. This is why, if you’re looking to attract new graduates, it’s essential to connect them with current staff and have them share their wisdom.
For optimal results, create a mentorship program that pairs aspiring LPNs/RNs with current, experienced LPNs or RNs within your facilities. Also, open your facility for students who need to complete their required clinical hours whenever possible. This gives them valuable experience in your company’s culture and standard of care, making the transition seamless.
Employees who are upskilling also need your support so they can balance work, school, and personal life. Here are a few tips on how to achieve this:
- Create a Dedicated School Shift: Allow staff in the pathway to work predictable, part-time hours that align with class schedules, even if it disrupts the standard rotation.
- Paid Administrative/Study Leave: Offer a set number of paid hours per week or month specifically for studying, clinical prep, or administrative tasks related to school.
- Academic Support: Subsidize or offer in-house tutoring or study groups, so staff who juggle family and work alongside school will have a quiet space for studying.
Retention and Integration
Attracting new and more specialized employees is not the only goal of this plan. You also need to make sure they integrate within your team and are motivated to stay for a longer period of time.
Staff turnover rate in senior care facilities is quite high, which can be indicative of the quality of care. Therefore, to avoid a drop in reputation, it’s essential to incentivize employee retention.
Here are a few ways you can do this:
- Employment Contract: Require a reasonable commitment to employment post-licensure (e.g., 2-3 years) to protect your facility’s investment. Define the payback terms in clear language for cases when the employee wants to leave early.
- Guaranteed Promotion and Pay Increase: Guarantee a job offer and competitive LPN/RN salary upon passing the NCLEX (licensure exam). Existing staff member should not have to apply for the new role; it should be the next step in their career path with the company.
- Role Transition Support: Create a structured transition period where the newly graduated LPN/RN is paired with an experienced nurse for extended orientation (e.g., 6 months).
Wrap Up
The best way to attract more talented people is to create a pathway that transforms a job into a long-term career. Individuals who are invested in their own growth journey are less likely to jump ship at the first signs of trouble and will happily accept a challenge that helps them develop new skills.