Workforce Case Studies, White Papers and Publications

Workforce Center Reports

TRENDWATCH: Hospital and Health System Workforce Strategic Planning

TRENDWATCH Executive Summary: Hospital and Health System Workforce Strategic Planning

TRENDWATCH Case Study: Improving Economic Inclusion in the Community

Health Care Talent Scan

Connecting the Dots Along the Care Continuum

Reconfiguring the Bedside Care Team of the Future

Workforce Roles in a Redesigned Primary Care Model

Workforce Case Studies

Grady Teen Experience and Leadership Program

UVA Earn While You Learn Program Boosts Post-pandemic Staffing

Recruiting and Retaining an International Health Care Workforce

Workforce Case Study: Capitalizing on Relationships to Drive Coordinated Care

Workforce Case Study: Artificial Intelligence Automating Processes for Professionals - Partners Healthcare, Boston, MA

Rural Health System Prioritizes Workforce Diversity to Meet Community Needs

Apprenticeships Answer Emerging Workforce Demands: Staten Island Performing Provider System

The Value Initiative: Members in Action Case Studies

Meadville Medical Center

Clinch Valley Medical Center

University of Mississippi Medical Center

Sinai Health System

Rush University Medical Center

Allina Health

Winona Health

Sutter Health

Carolina Hospitals

Atrium Health

Spectrum Health

Columbus Community Hospital

Intermountain Healthcare


Brigham Health

Presbyterian Healthcare Services

CHI Creighton University Medical Center

Workforce Supply

Top Takeaways: The Future of Workforce

How Should We Prepare For the Wave of Retiring Baby Boomer Nurses?

Facing a Financial Squeeze, Hospitals Nationwide Are Cutting Jobs

How to Attract, Nurture and Retain Top Talent in Healthcare

Changes to Visa Program Put Foreign-Born Doctors in Limbo

10 Things to Know About Hospitalists

The Nursing Shortage Isn't Going Away

Can Hefty Sign-On Retention Bonuses Solve the Nurse Shortage?

The Nursing Shortage and the Doctor Shortage are Two Very Different Things

Part of the Solution: Pre-Baccalaureate Healthcare Workers in a Time of Health System Change

Behavioral Health

7 Steps to Expand the Behavioral Health Capabilities of Your Workforce: A Guide to Help Move You Forward

Why It's So Hard to Find a Mental Health Professional

Texas Hopes to Attract More Mental Health Care Workers

Doctoring, Without the Doctor

Hiring Veterans

FIU Nursing Program Promotes Veteran-Centric Care with Launch of Miami's VA Hospital First Nurst Residency

Education & Training

New Resources on Improving the Clinical Learning Environment

Graduate Medical Education for 21st Century

Medical Education is Evolving for the Physian of the Future

Texas A&M University Will Educate Future Docs To Think Link Engineers

Nurses, Doctors Pair up in Education Program

Lifelong Learning - Physician Competency Development

Nursing Shortage Brings New Opportunities

Coordinated Care Models & Interprofessional Care Teams

Integrating Community Health Workers Into Complex Care Teams

Lessons from the Field: Promising Interprofessional Collaboration Practices

How PAs Factor Into Improved CMS Patient Satisfaction Scores

Hospital Impact: Are you leading or labeling your multigenerational team?

Workforce Library

AHA divisions devoted to advancing workforce issues:

AHA Physician Alliance logo
AONE logo
ASHRM logo
Institute for Diversity and Health Equity logo


While recent data suggest that some hospital and health system finances have experienced modest stabilization from historic lows in 2022, the hospital field is still far from where it needs to be to meet the demand for care, invest in new and promising technologies and interventions, and stand ready for the next health care crisis.
Hospitals appreciate the support and resources that Congress have provided throughout the COVID-19 pandemic; however, additional support is needed to keep hospitals strong so they can continue to provide care to patients and communities.
Rebuild and restrengthen team collaboration and communication, and hold a shared mental model for teamwork and safety culture using TeamSTEPPS.
TeamSTEPPS aligns with organizational goals for improvement, with its focus on leadership, situation monitoring, mutual support and communication.
Investment in formal and standardized TeamSTEPPS training leads to an environment of respect, trust and accountability among care team members.
Begin a comprehensive TeamSTEPPS implementation based on areas for improvement identified through readiness assessment.
The ongoing struggle for Northern Light Health is recruiting and retaining providers willing to live and work in Maine’s most remote regions.
Strong leadership is essential for informing and supporting professional shared governance. Effective leaders use the structures of professional governance to build a culture of excellence, where interprofessional teams can exercise accountability for service delivery that advances patient outcomes.
As organizations rethink their approaches to recruitment and retention, many are expanding on the strategic relationships that exist between clinical settings and educational institutions to advance mutual interests and priorities.
The fourth section of the guide includes strategies around hiring veterans, professional governance models and academic-practice partnerships.
As organizations rethink their approaches to recruitment and retention, consider the value military veterans bring. They contribute both clinical skills and leadership experience, both critical as hospitals pursue new care models.
Rural hospitals face significant staffing shortages. Only 10% of physicians in the United States practice in rural areas despite rural populations accounting for 20% of the population.
Two hospitals combine their resources to implement a widespread peer support program across the system.
Indiana University Health re-formats their peer support program with the goal of improving access and promoting sustainability.
Knox Community Hospital expands their employee education programs and works to increase knowledge of and access to employee resources.
Butler Hospital uses their psychiatric and behavioral health expertise to combat job-related stressors within their workforce.
Bryan Medical Center creates an actionable plan to increase the percentage of their workforce who have completed QPR training.
Hartford Health combats behavioral health stigma by modifying potentially stigmatizing questions in their application and credentialling processes.
MedStar health overcomes challenges and works to implement widespread Stress First Aid training throughout their system
The University of Kansas Health System designs and implements bystander training for their workforce to combat behavioral health stigma.