New York’s healthcare system is facing a critical challenge: a “pervasive” shortage of healthcare workers, especially Registered Nurses (RNs) and Licensed Practical Nurses (LPNs). According to a recent report by the Center for Health Workforce Studies (CHWS), these shortages are widespread, affecting various care settings across the state, such as home health care, nursing homes and ambulatory services.
While the statewide healthcare workforce grew by 4.5% between 2018 and 2022, that growth was seen only in New York City and Long Island, and only in certain sectors. Upstate areas actually experienced a decline in workforce numbers, with Mohawk Valley and North Country seeing double-digit declines. Certain care settings have been impacted differently: nursing home employment dropped by 16.6%, while home health care saw a 26.1% increase in job demand. These disparities highlight the uneven strain in different regions and sectors of the New York healthcare system.
Understanding the impact
Workforce shortages have far-reaching consequences, affecting patient care delivery across New York. In nursing homes, for instance, over 94% of respondents reported challenges in recruiting Certified Nurse Aides (CNAs) and home health aides. Similar issues were reported by ambulatory and home health care employers, with over 90% of home health care employers citing recruitment difficulties.
The pandemic left a lasting impact, with many healthcare workers retiring or transitioning to other industries for opportunities with less of a mental health toll. As a result, care facilities face growing challenges in meeting demand, especially in regions upstate where workforce growth has not recovered to pre-pandemic levels. This shortage drives a need for new, flexible scheduling models to ensure care continuity despite resource limitations.
Practical tips for tackling workforce gaps in New York
Facility operators can take several strategic steps to navigate these workforce shortages:
1. Expand training programs and recruitment efforts
Partnering with local educational institutions can help address gaps in healthcare worker supply. The CHWS report highlights that applications and acceptances to RN programs in New York remained steady between 2022 and 2023. However, faculty shortages and limited clinical training sites prevent significant growth. Facilities could explore opportunities to expand their reach by offering on-site training or partnering with nursing schools to offer career guidance and paths for healthcare students.
By focusing recruitment efforts on underrepresented regions and offering opportunities for aides and nurses, facilities can create a strong pipeline of future workers who understand local healthcare needs and are invested in long-term careers.
2. Implement flexible workforce models
Flexible work models are increasingly crucial for balancing patient care needs with limited workforce availability. By leveraging tech-enabled platforms, healthcare facilities can access an untapped pool of independent professionals who prefer to work outside traditional employment models. These systems offer flexibility to independent professionals by allowing them to bid on shifts and help facilities maintain workforce levels during high-demand periods or when facing sudden absences. Platform-provided analytics can also help providers anticipate peak demand times, allowing for better allocation of resources and reducing the burden on people who are overworked.
3. Address burnout and improve mental health
Workforce shortages often lead to burnout, which further exacerbates retention challenges. The CHWS report highlights that many healthcare workers leave their profession for better opportunities both within and outside healthcare. To combat this, facilities need to foster a supportive and engaging workplace culture.
Creating a supportive environment where healthcare workers feel valued is essential for reducing turnover. Reducing administrative burdens through improved technology or additional support also allows healthcare workers to focus more on the people under their care, enhancing job satisfaction and helping to prevent burnout.
4. Leverage technology platforms for filling shifts
Technology-driven workforce platforms can provide healthcare facilities with access to a vast network of qualified independent―and local―professionals, ensuring that shift gaps are filled quickly. By integrating such platforms, facilities can respond more efficiently to sudden increases in patient care needs or workforce shortages.
The flexibility offered by these platforms also benefits independent healthcare workers by allowing them to choose shifts that fit their schedules, improving work-life balance and potentially enhancing job satisfaction.
Moving forward
The healthcare workforce shortage in New York is not just a temporary issue but an ongoing challenge that requires coordinated efforts from facility administrators, educational institutions and policymakers. By implementing innovative solutions, such as flexible scheduling and technology-driven platforms, and focusing on recruitment and retention, care facilities can continue to deliver high-quality care in a challenging environment.
Ready to optimize your scheduling and stay ahead of workforce challenges? Try a demo of ShiftKey today to meet your workforce needs with flexible, real-time solutions.
