When it comes to nurse recruiting and retention, hospitals and health systems are still recovering from the COVID-19 pandemic. Meanwhile, new challenges lie on the horizon with the increased burden of chronic conditions and the looming wave of baby boomers who will reach retirement age by 2030.
At an executive roundtable sponsored by Unitek Learning Education Group Corp. (“Unitek Learning”) during Becker’s Hospital Review 15th Annual Meeting, two healthcare leaders led a discussion about how customized education can address the talent crisis facing hospitals and health systems: Tom McNamara, education executive and board member, Unitek Learning and Holly Muller, DNP, executive chief nursing officer, Presbyterian Healthcare Services.
Here are three key takeaways from the roundtable:
- Custom nurse education partnerships are a win for employees and hospitals.
At Presbyterian Healthcare Services, the number of nurses with associate degrees wasn’t sufficient to provide high-quality patient care. To fill the gap, the organization often had to rely on high-cost traveling nurses. In addition, Presbyterian was growing. With an expansion project planned for two hospital towers, Ms. Muller recognized the need for a more robust workforce development strategy.
“I had to come up with solutions beyond hoping that we’d have enough nursing students coming out of local schools,” she said. “You need every tool to ensure you have the workforce needed to care for patients.”
Ms. Muller turned to Unitek Learning to help build a long-term, predictable pipeline of PNs and BSNs. The result was a custom education partnership — called the Nursing Career Pathway Program — based on Unitek Learning’s nursing school in a box. This initiative provides eligible entry-level healthcare workers and support staff with a path to a free nursing degree.
Graduates of this program make a two- to three-year work commitment to Presbyterian. It’s a win-win situation: Many employees continue earning income while enrolled in school, while the hospital gains a robust nurse pipeline and a clearer line of sight into staffing needs for two to three years after licensing new nurses. - The Nursing Career Pathway Program succeeds because it’s tailored to employee needs.
In surveys conducted by Unitek Learning across several partner hospitals, 80% to 90% of nonlicensed employees expressed a desire to become nurses. However, many cite the need to continue earning income and maintaining benefits for their families as a primary barrier.
“The nursing-school-in-a-box model takes the situation of these individuals into account,” Mr. McNamara said. “Online learning is used wherever possible and skill-building occurs at the local level. The program is designed to serve adult learners who may need wraparound support.” - Leaders and staff at Presbyterian are extremely enthusiastic about the program.
Presbyterian graduated its first class of Practical Nursing students in March 2025. The first cohort of BSN students — part of a three-year program — is currently underway, with graduation anticipated in 2027.
Word of mouth about the Nursing Career Pathway Program has been fantastic, resulting in a waiting list of employees who want to participate. In addition, employees learn how to become a nurse within a hospital’s infrastructure, so they are quickly assimilated into the environment.
By 2027, Presbyterian expects nurse vacancy rates to decrease to 8% as the school-in-a-box initiative from Unitek delivers approximately 20% of RN hires annually. Leaders anticipate substantial cost savings over a three-year period through reduced premium labor spend and improved workforce retention.
“A program like this reduces turnover,” Ms. Muller said. “Workforce stability means revenue stability, controlled growth supports strategic bed openings, cost savings contribute to margin preservation and community investment translates into long-term loyalty to the organization.”
