According to a 2023 survey conducted by PwC, more than 80% of executives say talent acquisition and retention is the biggest risk to healthcare companies. To help combat this risk, healthcare hiring managers are seeking new and improved ways to attract and retain employees.
Tuition assistance benefits, where employers pay for all or part of an employee’s tuition for ongoing education, continue to offer a competitive edge for employers looking to hire the best talent. As president of Capella University, I know our organization has partnered with many major healthcare employers, from hospital systems to diagnostic labs, to launch tuition assistance programs and discounts to recruit and retain healthcare workers with in-demand skills.
In fact, more than 1,000 organizations – including corporations and healthcare organizations – invest in their employees by partnering with Capella University to offer access to tuition savings and other education benefits. Different than employee education centered on in-house training, Capella offers programs that meet employers’ talent pipeline needs while giving employees the choice and flexibility to help ensure the program’s success.
To prepare workers on the frontlines of healthcare, Capella offers multiple pathways across the healthcare field from bachelor’s degrees in Registered Nursing (RN) to Doctor of Nursing Practice (DNP) degrees and partnerships that provide students with the skills and knowledge to help prepare them for licensure.
We know that healthcare workers are juggling many responsibilities – demanding careers, family obligations, etc. – and education may seem daunting due to rigid class schedules and commuting. The reason why Capella is an especially great partner for healthcare employers is because of our FlexPath option. FlexPath offers a self-paced learning platform where students have the flexibility to fit a degree into their busy lives. The FlexPath option includes competency-based education, in which health care professionals learn professional skills for use in a practical, real-world working environment; self-paced learning, in which learners can set their own target dates for assignments and move ahead when they are ready; and, dedicated support from academic, career and personal support.
Importantly, Capella offers opportunities for employees to gain credit for previous academic work and professional experience, allowing them to help accelerate their degree completion.
A 2024 workforce survey conducted by Strategic Education, Inc. found that 91% of U.S.-based full-time employees believe employers should invest in employees’ continued education, up 8 percentage points from 2022 (83%). But the type of employee education model may matter. According to the same survey, trainings where the employer controls what, when and how employees learn may not be moving the needle. In fact, while a majority (53%) of full-time workers report that their employer provides or supports upskilling opportunities through in-house trainings, half of U.S. workers worry about gaining the skills needed to advance their career.
Considering a new or improved tuition benefits model? Here are the five keys to an effective program:
Choice. While there may be parameters over the type of educational program an employee is eligible for, it is important they have a high level of autonomy. Employees may want to brush up on certain skills they want to improve. And as busy, working adults, they will likely need the flexibility to choose how they pursue it. Employers can design or expand an education program so that it is tailored to their organization’s talent and development goals, while also providing options to employees to support their upskilling in a way that works for them.
Flexibility. By partnering with schools that offer flexible education models, employees can learn virtually and at their own pace. Choose an education benefits platform that offers a wide variety of learning options for employees, including degree and non-degree programs. Some successful programs offer employees the ability to complete their general education requirements before enrolling in a degree program. Consider offering mentoring, coaching or personalized support to help guide an employee through their educational journey.
Connection. Compare notes with employees to ensure there is alignment between the skills an employee says they need to advance in their current job and the skills needed to advance the organization. Clarify the value of their time investment—how will their role in the organization change once they achieve their educational goal? Check-in with them throughout the education process to offer support and encouragement.
Measurement. You can’t know what you don’t measure. Be sure to continuously assess the impact on employee retention, skills and competencies gained, participation and completion rates, as well as feedback from employees on their experience. Some education benefit platforms, such as Workforce Edge, offer measurement tools to track a return on investment (ROI).
Optimization. Use the information you gather from your employees and the tuition benefits platform to modify the program, as needed. For example, based on your learnings, you may consider expanding it to more employees, adding paid time off for employee study days, or offering a separate general education program.
Healthcare employers are building their competitive advantage by investing in the education and skills of their employees for the long term. In a time of rapidly evolving technology and dynamic workforce changes in healthcare, offering a tuition assistance model that engages and empowers employees to chart their own path can set your organization apart.
Constance St. Germain is President of Capella University
