Providers met the federal regulators’ plans to offer nursing students up to $50,000 to work in nursing homes or for state survey agencies with a mix of hope, uncertainty, and skepticism. While the initiative aims to address the critical nursing shortage in long-term care, concerns linger about the program’s funding adequacy and implementation strategy.
The Centers for Medicare & Medicaid Services (CMS) announced the $20 million program as part of its broader Nursing Home Staffing Campaign. Eligible applicants for the grants are nonprofit nursing and educational organizations, tasked with evaluating nurse applicants and distributing the funds.
“CMS forming a partnership with private organizations and associations would be a powerful way to move forward rapidly with these initiatives,” says Neil Pruitt Jr., chairman and CEO of PruittHealth. “Those are the people who know best how to get the workforce we need.”
However, industry leaders have raised concerns about the program’s limitations.
“Limiting the eligibility to only RNs fails to recognize the immense value of LPNs to the long-term care profession,” says Holly Harmon, senior vice president of quality, regulatory and clinical services at AHCA/NCAL. “We are also concerned that it will take months and even years to distribute these funds to registered nurses.”
The program’s funding level is another significant concern. Nate Schema, president and CEO of the Good Samaritan Society, estimates that his organization alone needs 98 additional RNs to meet the upcoming staffing mandate requirements.
“While this program is a positive development, we remain deeply concerned that it will not fully resolve the significant gap in the number of nurses required to comply with the minimum staffing mandate,” Schema states.
Further Questions and Concerns
CMS officials were unavailable for comment due to the national day of mourning for former President Jimmy Carter. However, providers and industry advocates have expressed several unanswered questions.
Cindy Fronning, executive director at the National Association of Directors of Nursing in Long Term Care, wonders, “What is the payback methodology if someone doesn’t complete their commitment?”
Jerry Carley, president and CEO of Benedictine Living, adds, “What may be the perception for nurses who are unable to participate in the program? How might they feel?”
A Glimmer of Hope?
Despite the concerns, some see the program as a step in the right direction. Fronning points to successful state-level incentive programs, such as Florida’s PIPELINE program, which has helped boost the nursing workforce.
A.G. Rhodes CEO Deke Cateau echoes this sentiment, stating, “Ultimately, we support any efforts that will strengthen the eldercare workforce and promote long-term care as a promising career opportunity.”
Looking Ahead
The CMS nursing incentive program has generated both hope and skepticism within the long-term care industry. While the initiative acknowledges the urgent need to address staffing shortages, its success hinges on addressing concerns about funding, implementation, and scope.
As the industry awaits further clarification from CMS, one thing remains clear: a multi-faceted approach is needed to solve the ongoing workforce crisis in long-term care.