As workforce challenges persist across the healthcare industry, Reno, Nev.-based Renown Health is addressing these issues by creating long-term resilience through its investment in employee education.
The health system’s debt-free education program comprises student tuition, certification reimbursement and loan repayment, with equal access for part time, per diem and full-time employees.
Becker’s connected with Sandeep Randhawa, chief people officer at Renown Health, to discuss how the initiative reflects a people-first strategy that fills staffing gaps, supports career growth and strengthens the system overall.
Editor’s note: Responses have been lightly edited for clarity and length.
Question: How has Renown Health’s debt-free education program influenced internal mobility across the organization?
Sandeep Randhawa: At Renown, we value people first by investing in our employees’ growth and development. We support their education and professional goals to enhance career mobility and emphasize lifelong learning. Our educational assistance programs, made possible through a partnership with EdAssist by Bright Horizons, are an integral part of our total rewards package, enabling employees to deliver the high-quality care that our community both deserves and expects.
In 2024, 643 employees collectively reduced their debt by $863K, with 203 individuals utilizing our tuition loan repayment program for the first time. Additionally, 23% of employees participated in educational assistance programs, equipping themselves with the skills necessary to advance their careers. These programs included undergraduate and graduate studies in nursing, liberal arts, business and healthcare administration.
Furthermore, 28% of participants completed non-degree programs in critical fields such as nursing, physical therapy, speech pathology, allied health, and medical and laboratory technology, thus enhancing their expertise and performing at their best.
We have also prioritized the development of in-house educational programs to promote continuous learning and growth, underscoring our commitment to being a learning organization.
Q: What impact has the initiative had on retention rates among part-time and per-diem staff specifically?
SR: At Renown, 47% of individuals engaged in educational assistance programs are part-time or per diem employees. In alignment with our retention objectives, our commitment to supporting career and professional development has led to a retention rate of 90% among employees who participate in formal learning opportunities through our tuition reimbursement or tuition loan payoff programs.
Q: How are you identifying which roles or departments most need upskilling or reskilling?
SR: Renown focuses on enhancing skills and capabilities to improve career mobility for its workforce. We gather cultural insights to refine retention strategies and identify workforce development gaps. This allows for the creation of internal programs aimed at improving individual performance, contributing to organizational success.
Data insights are specifically examined to determine the percentage of employees joining or leaving Renown due to career mobility. This analysis informs the design of effective and accessible programs tailored to employee development and growth, focusing on critical roles necessary to serve the community. Consequently, several initiatives have been developed to address the needs of both individual contributors and leadership teams.
In-house programs cultivate internal talent through specialized apprenticeship and training programs for nurses, medical assistants, certified nursing assistants, surgical technicians, respiratory therapists and cardiac ultrasound technicians, among others. Leadership development programs are also offered to nurture high-potential talent, support leadership performance, and plan clear pathways for leaders to grow and succeed.
Q: What lessons have you learned about scaling education benefits to meet evolving workforce demands?
SR: At Renown, we recognize the importance employees place on growth and advancement. Therefore, we consistently explore effective methods to improve educational benefits and create opportunities for staff development throughout their careers at Renown. We have established partnerships with universities, offer extensive e-learning opportunities, support ongoing education and certification needs, and provide in-house training and development initiatives to enhance employee skills and capabilities.
We foster a culture of learning and view continuous education as a strategic approach to achieving organizational objectives. This reflects an important tenant of our “Commitment to a People First Culture and Mindset.”
