“Growing Your Own”:
Designing A Nursing Pipeline

Making a Difference, MA Extended Care Federation Newsletter
Summer 2003, Vol. 1

The current shortage of nurses combined with the increased demand for healthcare services pose a frightening future for long-term care providers. According to a Health Research Services Administration July 2001 report: “Projected Supply, Demand, and Shortages of Registered Nurses: 2000-2020”, current nursing shortages are approximately 6% and by the year 2020 this figure is projected to reach 29%. In addition, 19 million more people will be added to the 65-and-over age group. Faced with increased hiring costs, high vacancy rates, and decreased funding, nursing home leaders must search for creative solutions to nursing staffing shortages. One such creative solution is to “grow your own” LPNs and RNs through a structured career development program aimed at workforce development from the bottom up.

At Heritage Hall Genesis ElderCare in Agawam, Massachusetts just such a program has been developed called Campus on a Campus. “Growing our own nurses” is working at Heritage Hall and the proof is reflected in the fact that there are approximately 60 CNAs who are now on a nursing track and the excitement of the staff is evident. Darlene Lanier-Grimes, an employee at Heritage Hall, testified to the value of the program: “The Extended Care Career Ladder Initiative (ECCLI) grant money and the Campus on a Campus program services and support have helped me to structure and mold my plan to become a nurse. I am pleased to say that I will begin to realize my goal in September 2003. My personal reason for becoming a nurse goes back to my ailing mother. As a child I watched helplessly unable to care for her. I promised myself that, given the opportunity, I would gain the skills to care for others. So, in many ways becoming a nurse has been a lifelong dream for me.”

Efforts at Heritage Hall began nearly two years ago under the ECCLI grant. Through a combination of targeted education, one-on-one counseling, and effective leadership, the management and staff of this five-site campus have experienced significant success in developing a “nursing pipeline.” Partnering with WorkSource Partners, Holyoke Community College (HCC), and Springfield Technical Community College (STCC), the Campus on a Campus program was designed to provide career development support and education. Each partner contributed to the three-faceted approach in their own unique ways.

In the area of targeted education, HCC and STCC provided pre-college and college programming including prerequisites for nursing programs, technical skills training, GED, ESL, and remedial courses in Math and English. A key to the program’s success was the ability to hold classes on-site. Barbara Corrigan, Program Director at Heritage Hall, enthusiastically supports the three-faceted approach. “Many of our employees are challenged to have balance in their work and family lives. Adding education to the mix increases that challenge. By providing on-site classes we not only give people direct access to education, but we also help them manage the time commitment necessary to be successful.” A generous tuition reimbursement program also helps supports the education efforts. Over 60 employees have enrolled in college courses or prerequisites and 20 more have enrolled in GED or ESL classes.

One-on-one career and life counseling was provided by WorkSource Partners, a workforce development firm that partners with organizations to cultivate the talent of their entry level employees through personal coaching, training, and development. Shawntsi Baret-Stone, Manager of Workforce Development at WorkSource Partners, provided critical outreach and counseling services to the “campus” employees. “So many people in long term care dream of becoming a nurse. My job is to seek them out, help them plan a career path, and guide them to realizing their dreams,” said Shawntsi. The WorkSource team also offers workshops on “soft skills” to increase employees’ ability to communicate, solve problems, and understand diverse cultures. Over 240 employees now have career development action plans.

The Campus on a Campus program is a model for change in the long term care community. Any such change would not be possible without the commitment of the management team at each facility. Ira Schoenberger, Senior Administrator at Agawam, directs the “campus” efforts with the help of Barbara Corrigan, Program Director, and an Advisory Board that meets semi-monthly to set direction and oversee the program. Schoenberger credits the success of the program to “the commitment on the part of all of our managers to support their employees by providing them with access to career development and advancement opportunities.” The managers at Agawam are so impressed with the results of the Campus on a Campus program that they hope to continue the program even when the ECCLI funding ceases.

This article was submitted by Patricia Campbell, Director of Business Development, WorkSource Partners, Inc.; Barbara Corrigan, MS, RN, CS, Career Development Program Director, Heritage Hall Genesis ElderCare; and Shawntsi Baret-Stone, Manager of WorkSource Development at WorkSource Partners, Inc. For more information on workforce training programs, please contact Patricia Campbell at 617.232.0330, ext. 137. WorkSource Partners is an Associate Member of MECF.