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Case Studies

Case studies

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Retain new grad nurses for 3-5+ years in your organization

Increased Retention Rate to 90+%

Reduced Medical Assistant Vacancies by 50%

2,600+ California HCBS workers are being trained and upskilled on Person-Centered Memory Care

Reduced Medical Assistant Vacancies by 50%

93% ACNL cohort graduates have been retained in their respective organizations

Increased Retention Rate to 90+%

GettyImages-1304228908

Reduced Medical Assistant Vacancies by 50%

GettyImages-504458834 GettyImages-487443834

2,600+ California HCBS workers are being trained and upskilled on Person-Centered Memory Care

GettyImages-1281425847-1

93% ACNL cohort graduates have been retained in their respective organizations

GettyImages-1211099166 GettyImages-1252975861

Retain new grad nurses for 3-5+ years in your organization

Explore what’s possible with Healthcare Workforce Development.

CSH Nurse Res Case Study2

Nurse Residency and Preceptor Training - CommonSpirit Health

92% Nurse retention rate achieved with over $16.3M in estimated cost-savings

CDA CalGrows Case Study2

Essentials of Person-Centered Memory Care

2,600+ California caregivers have completed the Essentials of Person-Centered Memory Care program

MercyOne Medical Assistant Case Study

Medical Assisting Training Program - MercyOne

Reduced Medical Assistant vacancies by 50%

Teladoc Case Study-1

Healthcare Innovation - Teladoc

Over 18 innovations were developed as a result of the program

ACNL Case Study2

Nurse Leadership - Association of California Nursing Leaders (ACNL)

93% of course graduates are still working or have advanced within their organizations since bringing the course learnings back to their teams

Exec Leadership Academy Res Case Study2

Executive Leadership Academy - Phoenix Children’s

Graduates completed a customized capstone project that earned them a Certificate in Executive Leadership in Healthcare as well as 12 CEUs

PCH Case Study 1

Healthcare Finance Acumen - Phoenix Children’s

96% of graduates were able to explain the financial planning process and reporting metrics

Scalable, System-Wide Impact

Health System Leaders:

  • Increase retention and reduce high turnover and staffing costs
  • Upskill workforce and improve patient outcomes, organization perception and reputation

CNOs:

  • Retain nurses and minimize the knowledge and training gaps left by increased retirement rates of experienced nurses
  • Prepare nurses for leadership roles, building management skills, business acumen and higher performance and development

HR Leaders:

  • Lower staffing costs and reduce turnover rates
  • Upskill staff without needing to advocate for large L&OD investments
  • Create sustainable talent pipelines within the organization, minimizing the need for costly staffing agencies

L&OD Leaders:

  • Receive external support from a partner with the tools to scale education and collaboration in an impactful and measurable way
  • Scalable solutions that provide standardized training across locations, organizations and departments
Take the first step to get one step ahead.