Workforce Case Studies, White Papers and Publications

Workforce Center Reports

TRENDWATCH: Hospital and Health System Workforce Strategic Planning

TRENDWATCH Executive Summary: Hospital and Health System Workforce Strategic Planning

TRENDWATCH Case Study: Improving Economic Inclusion in the Community

Health Care Talent Scan

Connecting the Dots Along the Care Continuum

Reconfiguring the Bedside Care Team of the Future

Workforce Roles in a Redesigned Primary Care Model

Workforce Case Studies

Grady Teen Experience and Leadership Program

UVA Earn While You Learn Program Boosts Post-pandemic Staffing

Recruiting and Retaining an International Health Care Workforce

Workforce Case Study: Capitalizing on Relationships to Drive Coordinated Care

Workforce Case Study: Artificial Intelligence Automating Processes for Professionals - Partners Healthcare, Boston, MA

Rural Health System Prioritizes Workforce Diversity to Meet Community Needs

Apprenticeships Answer Emerging Workforce Demands: Staten Island Performing Provider System

The Value Initiative: Members in Action Case Studies

Meadville Medical Center

Clinch Valley Medical Center

University of Mississippi Medical Center

Sinai Health System

Rush University Medical Center

Allina Health

Winona Health

Sutter Health

Carolina Hospitals

Atrium Health

Spectrum Health

Columbus Community Hospital

Intermountain Healthcare

PeaceHealth

Brigham Health

Presbyterian Healthcare Services

CHI Creighton University Medical Center

Workforce Supply

Top Takeaways: The Future of Workforce

How Should We Prepare For the Wave of Retiring Baby Boomer Nurses?

Facing a Financial Squeeze, Hospitals Nationwide Are Cutting Jobs

How to Attract, Nurture and Retain Top Talent in Healthcare

Changes to Visa Program Put Foreign-Born Doctors in Limbo

10 Things to Know About Hospitalists

The Nursing Shortage Isn't Going Away

Can Hefty Sign-On Retention Bonuses Solve the Nurse Shortage?

The Nursing Shortage and the Doctor Shortage are Two Very Different Things

Part of the Solution: Pre-Baccalaureate Healthcare Workers in a Time of Health System Change

Behavioral Health

7 Steps to Expand the Behavioral Health Capabilities of Your Workforce: A Guide to Help Move You Forward

Why It's So Hard to Find a Mental Health Professional

Texas Hopes to Attract More Mental Health Care Workers

Doctoring, Without the Doctor

Hiring Veterans

FIU Nursing Program Promotes Veteran-Centric Care with Launch of Miami's VA Hospital First Nurst Residency

Education & Training

New Resources on Improving the Clinical Learning Environment

Graduate Medical Education for 21st Century

Medical Education is Evolving for the Physian of the Future

Texas A&M University Will Educate Future Docs To Think Link Engineers

Nurses, Doctors Pair up in Education Program

Lifelong Learning - Physician Competency Development

Nursing Shortage Brings New Opportunities

Coordinated Care Models & Interprofessional Care Teams

Integrating Community Health Workers Into Complex Care Teams

Lessons from the Field: Promising Interprofessional Collaboration Practices

How PAs Factor Into Improved CMS Patient Satisfaction Scores

Hospital Impact: Are you leading or labeling your multigenerational team?


Workforce Library


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Latest

Bryan Medical Center creates an actionable plan to increase the percentage of their workforce who have completed QPR training.
Hartford Health combats behavioral health stigma by modifying potentially stigmatizing questions in their application and credentialling processes.
MedStar health overcomes challenges and works to implement widespread Stress First Aid training throughout their system
The University of Kansas Health System designs and implements bystander training for their workforce to combat behavioral health stigma.
From February – July 2023, 37 AHA member organizations participated in an AHA-led learning collaborative with the goal of creating or expanding their health care worker well-being and suicide prevention programming.
Intermountain Health implemented a stigma reduction campaign to normalize treatment seeking behavior and prevent suicide in the health care workforce.
Centra Health developed a workplace violence response toolkit so leaders can connect their staff to resources after a workplace violence incident.
To decrease stigma, LMH expanded access to their Code Lavender program for all employees across additional locations within their system.
Their work with the AHA Suicide Prevention in the Health Care Workforce collaborative has focused on addressing job-related stressors within their system by incorporating suicide prevention training into existing peer support training.
CommonSpirit currently employs approximately 150,000 health care workers across 145 hospitals in 24 states.
Examples from hospitals and health systems about how to improve health care worker well-being and prevent suicide in the health care workforce.
Ensuring a robust nursing workforce in rural Ohio poses unique challenges. Armed with a broad plan to retain their current workforce and recruit additional team members, the team at Fisher-Titus Health created a plan to recruit international nurses to their community ensure they remain a strong independent hospital for years to come.
As a Metropolitan Anchor Hospital (MAH), MLK Community Healthcare cis guided by the belief that all patients – no matter their insurance status – deserve access to high-quality primary and specialty care services.
Hospitals appreciate the support and resources that Congress have provided throughout the COVID-19 pandemic; however, additional support is needed to keep hospitals strong so they can continue to provide care to patients and communities.
SSM Health St. Anthony Hospital developed a “Care for the Caregiver” initiative using proven methods to help health care workers.
Children’s Hospital Colorado: addressing holiday stress & its impact on health care workers who are stretched with COVID-19, RSV & the flu.
When physicians, nurses and health care professionals experience extended periods of stress and burnout, they often feel as though they are letting down their patients, their families, and their colleagues. Moreover, they feel more challenged to care not just for their patients, but also themselves.
Health care organizations experiment and pilot changes that can help support their current workforce in providing needed care in their communities.