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Employee Tuition Reimbursement

Employee Tuition Reimbursement

Karen L. Medel

University of Phoenix

October 13, 2008


The nursing shortage is a national issue. The AACN (2008) stated that the shortage of nurses could reach 500,000 by the year 2025. The nursing shortage is expected to increase as the baby boomers age. As this group gets older, the baby boomers need for healthcare increases. “More than one million new and replacement nurses will be needed by 2016 (U.S. Bureau of Labor Statistics).” A tuition reimbursement program is one answer to this rising dilemma for skilled nursing centers. National statistics show that more companies are offering tuition reimbursement programs. A tuition reimbursement program is an excellent program for companies to have because the program allows employee continuation of education, would not interfere with current schedules as many colleges offer online programs and is an excellent recruitment and marketing opportunity for the company.
A tuition reimbursement program would allow a company’s current employees the ability to continue the employees’ education while benefiting the facility with more nursing staff. A tuition reimbursement program allows current employees the opportunity to grow within the company. The natural progression in a nursing care center would be for a Certified Nursing Assistant (C.N.A.) to progress to a Licensed Practical Nurse (L.P.N.) then to a Registered Nurse (R.N.) and possibly onto a Bachelor’s of Nursing (B.S.N.). The program would assist motivated employees in reaching their personal and professional goals. Although the current focus is on increasing nursing staff, the tuition reimbursement program can also be offered to non-nursing staff as well. Ensuring that these employees will be getting the degree in an area what will benefit the facility will be an important aspect. Many opportunities for professional development are available at skilled nursing facilities including social services, business...