MHA's 2017 workforce report
region-specific reports find that hospital vacancies reached
an all-time high, with 86 percent of positions surveyed increasing in vacancy
from the previous year. The report includes data from 142 hospitals and identifies trends among 36 hospital-based positions and five clinic and physician practice positions.
2017 Regional Reports
2016 Regional Reports
Although there are ebbs and flows in the supply and types of health care workers, all evidence describes a primary care shortage that will increase throughout time. Health care reform must include assurances that the workforce is able to meet the demands of delivering primary care to patients. We are now at the crossroads where the primary care crisis and health care reform meet.
This report lists facts about
occupational projections, nursing age distribution, primary care and various
This report includes data for
Missouri nursing enrollment and graduation, registered nurses, and program
This report includes facts about
nursing education statistics, nursing programs, average age of nurses,
complaint categories and financial information.
This report describes the
driving factors impacting the supply and demand of the nursing workforce.
MHA offers various workforce
resources to support member hospitals in implementing
strategies for workforce planning, recruitment, retention and development that
best serve your community’s needs.
AHA issued its 2016 Committee on Performance Improvement report to help hospital and health system leaders align the skills and
abilities of their organization’s workforce with anticipated needs as health
care continues to change. The report includes a tool to help initiate strategic
workforce conversations, and specific recommendations and examples from
hospital leaders and experts in the field.
The Advisory Board led a task force charged with identifying
specific needs and best practices to improve health career pathways. The board issued a report showing tremendous potential for health care employers to work in partnership with
educators to train and recruit the entry-level staff needed to serve patients
in their communities.
Results from the 2017 HealthLeaders Media Nursing
Excellence Survey analyzes the top challenges that nursing staff face and
that directly affect an organization’s ability to recruit and retain top-notch
nursing staff in the health care industry.
Establishing a local and inclusive hiring strategy is an
important first step towards rethinking your health system’s role in the
community. This toolkit can help you get started.
Veterans with medical backgrounds can be excellent hospital
employee candidates. AHA’s toolkit provides specific information on how
hospitals can hire veterans.
The aging of the U.S. population has tremendous implications
for the health care industry, both as employers of an older workforce, and as
providers of services to a growing number of older patients. This report
explores issues and shares best practice models relating to the aging health
As workforce shortages continue to challenge the health care industry, volunteer nurses can help. Volunteer nurses take on many different roles in caring for patients. Regardless of specific duties, volunteer nurses are given the freedom to devote extended amounts of time to one patient, if needed. This flexibility allows volunteer nurses to deliver one-on-one direct patient care – the reason many individuals originally joined the nursing profession. Registration is required to view the complementary webinar. Webinar
Health care employers are turning to Registered Apprenticeships to address the projected talent shortfall and evolving trends. Registered Apprenticeship is a job that combines workplace learning with job-related instruction tailored to organizational need. Registered Apprenticeship programs are helping to educate and up-skill thousands of workers in America’s health care industry.
The Health Profession Opportunity Grants was created
to provide education and training to low-income individuals for occupations in
the health care field that pay well and are expected to either experience labor
shortages or be in high demand. HPOG participants are given the
opportunity to obtain higher education, training and support services needed to
secure positions that have opportunity for advancement and sustainability,
ultimately leading these individuals on a pathway to financial self-sufficiency.
- Various HPOG employer partners share success stories and information on what they look for in potential employees and how HPOG participants fill those needs.
- This video helps provide encouragement and information to potential participants while highlighting the program's vital role in supporting participants from enrollment to employment.
- See how HPOG helped Danielle begin her career in health care and achiever her goal of becoming an LPN.
- See how HPOG helped Misty, a single mother of five, attain the education she needed to become self-sufficient health care professional.
Central Region HPOG Flyers
St. Louis Region HPOG Flyers
The MHA Center for Education Grow Your Own grant program helped hospitals develop and expand the health care workforce according to locally defined needs. The program provided nearly $2 million to 39 hospitals to fund their initiatives.
Many organizations offer scholarships for students interested in attending post-secondary schools. Scholarships are available from various entities — from the local civics organizations and your community hospitals to state and national organizations. When applying for scholarships, remember to tell the selection committees why you deserve to receive their financial support to pursue your education. These sites will assist you with scholarship searches and application processes. For a complete listing of scholarships, visit MissouriHealthCareers.com.