Eight Catalyst Learning customers nationally recognized for investments in frontline healthcare employees.
Do you wonder what the best healthcare companies do to invest in the skills and career development of their frontline workers?
If so, CareerSTAT is where you should inquire. CareerSTAT is a network of almost 200 healthcare and workforce leaders. CareerSTAT promotes investment in the skills and careers of frontline healthcare workers by supporting organizations with workforce development programs. CareerSTAT’s goal is to increase business impact, improve health outcomes, and supportgood jobs in America’s health companies.
Catalyst Learning is honored to announce four of our customers which received 2017 CareerSTAT Frontline Health Care Worker Champions or Emerging Champions recognition in 2017. Catalyst Learning also wants to showcase our four customer winners from 2015.See how these best practice healthcare organizations used School at Work (SAW) and other Catalyst Learning products as an integral component of their workforce development strategy.
2017 Frontline Healthcare Worker Champions and Emerging Champions
Mercy Health (Missouri) – Frontline employee development and improving compensation of employees is at the core of Mercy’s business strategy. Mercy uses its Lowest Paid Worker Committee and senior leader involvement to develop strategies that improve wages and career opportunity. Mercy uses School at Work® (SAW) to give frontline workers the opportunity to brush up on basic skills and more advanced healthcare knowledge, with intent to move its lowest paid workers into more advanced clinical and support roles. Mercy offers tuition advancement programs, affordable transportation, medical premium assistance, affordable child care, on-site clinic, and other financial incentives.
University Health System (Texas) – Celebrating 100 years of service to the community in 2017, University Health System has been regularly named best hospital in the San Antonio region and the sixth best in Texas by U.S. News & World Report. It believes in growing its own employees and preparing them for larger roles. University Health System implements an inclusive hiring policy and is committed to equitable talent development. It offers trainings to its frontline staff, including ECHO (Expanding your Career and Health Opportunity) and SAW by Catalyst Learning. At University Health System, the CEO even hosts a party celebrating the graduates of SAW and posts success stories on the intranet and in the company newsletter.
Yale New Haven Hospital (Connecticut) – Yale New Haven Hospital (YNHH) offers a wide range of career development services to its frontline workers. Some of these services include one-on-one career counseling, resume assistance, a direct tuition payment program (known as the Tuition Loan Forgiveness program), college fairs and access to internet based online, career-development tools. YNHH offers SAW, which gives frontline workers the chance to learn, or relearn, a variety of skills that prepare them for new roles. The majority of SAW graduates at YNHH have continued their education to earn an associate’s, bachelor’s or master’s degree. The business impact to YNHH’s efforts is shown in improved patient experience and achieving quality and safety goals.
U.C. Davis Health (California) – UC Davis Health is consistently ranked as one of the nation’s best hospitals, chosen for Consumer Choice Awards, and is a top community employer. UC Davis Health is proud of its sustained investment in its frontline workers, and was the first SAW customer on the West Coast! In addition to its nine SAW cohorts, UC-Davis Health has implemented CAPS (Accelerated Performance Series) for its Administrative Assistants Academy since 2014.
2015 Frontline Healthcare Worker Champions and Emerging Champions
TriHealth (Ohio) – TriHealth partners with the Health Careers Collaborative of Greater Cincinnati (HCC) to provide greater access to learning and foster advancement for entry-level employees. HCC is a partnership of local healthcare employers, community-based organizations, and educators. HCC programs include School at Work, CareerCare, and tuition cost for Patient Care Assistant Training. TriHealth did a large ROI study which showed how retention costs and job satisfaction were greatly improved by SAW and by being an HCC cohort participant.
Norton Healthcare (Kentucky) – Norton has built a culture of continual, lifelong learning. Norton Healthcare’s Office of Workforce Development serves as the primary career and financial support mechanism for frontline employees. In 2013, the office supported 550 frontline employees working toward degrees and certifications in health-related fields. SAW is one of the many programs Norton uses to advance frontline employees. Norton boasts high marks in ROI for frontline employees who earn higher certificates, diplomas, or degrees.
LifeBridge Health (Maryland) – LifeBridge Health has won acclaim as a Baltimore Regional Employer for its Workforce Development program. Its Workforce Development program was also a factor in winning the 2006, 2007, and 2008 Baltimore Best Place to Work Awards and making Fortune’s 100 “Best Companies to Work For” list in 2010. SAW is a part of LifeBridge Health’s workforce development program.
UnityPoint Health (Iowa) – UnityPoint Health has created a culture of advancement and development while providing quality care to their patients for more than 100 years. It has on-site and employee-centered training, such as SAW. UnityPoint Health has mentoring, diverse training programs, and success in growing their workforce’s wages. Working with the National Fund collaborative, Central Iowa Works, UnityPoint provides training for key industry certificates through its Workforce Training Academy, managerial development through its Breakthrough to Leadership program, and career coaching through its in-house Retention Specialist.