Literature Review

AdventHealth saves $47.5M with redesigned nurse career ladderBecker's Clinical Leadership; by Mariah Taylor; 10/9/25 AdventHealth’s redesigned career ladder has prevented the departure of more than 700 nurses and saved the system an estimated $47.5 million in 2024. The Professional Excellence Program launched in 2022 to keep nurses at the bedside and counter the notion that they had to migrate into leadership, quality or safety roles to progress in their career. “Historically, to advance, nurses often felt they had to step away from the bedside because those roles didn’t fully recognize the specialized competencies they bring,” Trish Celano, RN, system chief nurse executive for the Altamonte Springs, Fla.-based system, told Becker’s. “The clinical ladder changes that.” 

More than 45,000 Kaiser Permanente workers strike in 4 states Modern Healthcare; by Hayley DeSilva; 10/14/25 An estimated 46,000 Kaiser Permanente staff members began a five-day strike Tuesday across multiple states over staffing, pay and benefit concerns. Employees on strike include registered nurses, lab professionals, pharmacists and other skilled healthcare workers from 23 different unions, a spokesperson for Kaiser Permanente said. The unions are part of the Alliance of Health Care Unions, which represents an estimated 62,000 Kaiser employees. ... "[They] are demanding significantly higher increases than our 21.5% offer,“ the Kaiser spokesperson said.

The Exec: Hamilton Medical Center CMO on incremental successes in change management HealthLeaders; by Christopher Cheney; 10/13/25 In healthcare, attempts to make changes quickly at a grand scale are often unsuccessful, this CMO says. The primary element of success in change management is to pursue a strategy that emphasizes small and incremental changes, according to [Ricard Perez] the new CMO of Hamilton Medical Center in Dalton, Georgia. ... If you are going to be affecting people's daily work lives, your best bet for success is to make sure that those people have some representation at the table," Perez says. "Once you have stakeholders at the table, they can become advocates and catalysts for change because they will have an intricate understanding of why change needs to happen."

Gerontological nursing essentials for BSN students: Meeting aging population needs Nevada State | RN to BSN; 10/9/25 An aging population is transforming healthcare delivery, and nurses are increasingly called to address the complex needs of older adults. For students pursuing a Bachelor of Science in Nursing (BSN), learning the essentials of gerontological nursing provides the foundation to deliver compassionate, effective care. This specialty emphasizes not only clinical expertise but also communication, cultural competence, and advocacy for patient dignity. Explore what defines this field, the role of an adult gerontology nurse practitioner, and the pathways available to see how they can shape the future of elder care. Editor's Note: How is your organization supporting career growth for all staff members? While this article focuses on the RN-to-BSN pathway with a gerontological nursing emphasis, consider expanding professional development opportunities across your entire workforce—clinical and non-clinical alike. For example: 

Good Samaritan announces transition of hospice services Good Samaritan, Vincennes, IN; Press Release by Good Samaritan; 10/3/25 Good Samaritan [in Vincennes, Indiana] has announced the difficult decision to close its hospice program effective December 31, 2025. The decision, made by the hospital’s Executive Team and Board of Governors, follows a careful evaluation of health care trends and reflects Good Samaritan’s commitment to responsible stewardship and long-term sustainability. “Since its beginning, our hospice team has provided extraordinary, compassionate care to patients and families across our region,” said Rob McLin, CEO of Good Samaritan. “We hold deep respect for that legacy and are committed to supporting our patients, families, and hospice team throughout this transition.”

'I spent 36 years holding dying patients' hands' BBC News, Ireland; by Grace Shaw; 10/5/25 For hospice nurse Trish Carling, holding a dying patient's hand through the dark hours of the night was a privilege to share. The 66-year-old has just retired after 36 years working in palliative care at St Michael's Hospice in Harrogate. Her first shift was in November 1989, and she has worked almost every Christmas Eve and New Year's Eve since. Despite the demands of the job, she originally chose the pathway because it worked around family life when her children were young. "At first I found the night shifts practical - they then became my preferred hours," she said. ... [Continue reading]Editor's Note: In what ways do you honor your longtime employees? How do you tell their stories of passionate compassion? Of loyalty to your core mission through changing times and operational practices? So many of these valued employees began in a pre-digital era. Imagine: before cell phones, the internet, websites, electronic employee files, EMR systems, and so much more. Crucial employee data can get lost especially during organizational name changes, Mergers & Acquistions, or a short-term leave of absence. Let this article be a catalyst for you to research and honor your employees with long tenures. Without their faithful foundations, your work today would not be the same.

Sought-after physician specialty roles are taking longer to fill Modern Healthcare; by Tim Broderick; 9/24/25 The time it took to fill open positions for the most sought-after physician specialties increased to almost five months in 2024, according to new research. The nonprofit Association for Advancing Physician and Provider Recruitment, with research firm Industry Insights, examined 2024 data from more than 15,000 searches of the association’s site, 61% of which were related to physician searches. ... The analysis found the estimated median days to fill the selected jobs increased by 11.5%, to 145 days in 2024 from 130 days in 2023. Oncology positions were the hardest to fill, at an estimated median of 332 days. Cardiology positions followed with an estimated median of 248 days to fill. [Access to the full article might be limited per a paywall.] Editor's Note: Oncology and cardiology are now the two hardest physician specialties to fill. This matters for hospice care because, according to NHPCO’s Facts and Figures 2024, cancer and circulatory diseases join Alzheimer’s and other nervous system disorders as the top three hospice diagnoses—together representing nearly three-fourths of all admissions. Delays in recruiting oncologists and cardiologists risk postponing timely palliative and hospice referrals. Newly hired specialists in these fields also need focused training—and intentional relationship-building with hospice teams—to ensure patients and families receive seamless, compassionate care.

Chico nurses at Enloe Health to hold rally to protest closure of home health and hospice units National Nurses United; Press Release by the California Nurses Association/National Nurses United; 10/1/25 ... Nurses are calling on the hospital to protect the health of some of Chico’s most vulnerable patients and maintain the essential services and end-of-life care provided by these units.  “For years, Enloe hospice stood alone in providing care for underserved Medi-Cal patients and for our youngest, most fragile patients—children at the end of life,” said Ruby Khoury, registered nurse in the hospice unit. “A vital, compassionate service is being taken away, and a hospital that once led with dignity and inclusivity in hospice care now faces a painful void. We nurses demand that the home health and hospice units remain open. Otherwise, the most vulnerable will suffer first: children, Medi-Cal patients, families without resources.”

C-suites invest in nurse-led clinical research Becker's Clinical Leadership; by Mariah Taylor; 9/29/25 Nationwide, health systems are increasingly turning to nurse scientists to close evidence gaps, answer pressing clinical questions and translate bedside observations into measurable patient outcomes. ... “Nurses ask the best questions; they are closest to patients and see gaps in care firsthand,” Linda Chlan, PhD, RN, associate dean for nursing research at Rochester, Minn.-based Mayo Clinic, told Becker’s. “But to move from ‘I think this works better’ to real evidence, you need data, and that comes from rigorous scientific inquiry.” This is where nurse scientists fill the gap between curiosity and evidence-based changes in protocols and practices. Nurse scientists help bedside staff build their studies, mentor them through the process, and help them turn data into evidence-based practice and demonstrate return on investment.

40 HR executives gathered to discuss today’s biggest challenges: Here is what they said Seramount; by Grace Licsko; 9/26/25 This month, Seramount convened more than 40 CHROs and senior HR leaders for our latest HR Executive Board Roundtable. The event included findings from Seramount’s interviews with 100 CHROs and featured a fireside chat with Jacqui Canney, Chief People and AI Enablement Officer at ServiceNow. Across the day, participants exchanged perspectives on a wide range of priorities, from culture and hybrid work to sustaining employee well-being. But the conversation largely centered around GenAI. Below are some key takeaways and themes from the conversation. 

[United Kingdom] 2 in 5 hospices planning to make cuts this year ehospice; by Hospice UK; 9/24/25 Data from Hospice UK reveals that as many as 2 in 5 hospices are planning to make cuts this year. With demand for services rising fast, the stark reality of insufficient funding leaves hospices with no option but to shrink services just as they should be expanding. Toby Porter, CEO of Hospice UK says: “Hospices are on the brink. Recent short-term funding for hospices in England, Scotland and Wales has been a genuine help, but as costs continue to snowball and demand keeps rising hospices can’t keep up and many are making or considering cuts. 

Emotional analytics in HRtech: Measuring mood, motivation, and morale HRTechSeries; by HRTech Staff Writer; 9/22/25 Organizations have used the same set of HR metrics for decades to keep track of the health of their employees: turnover rates, absenteeism, performance scores, and time-to-hire. These benchmarks are useful, but they don’t tell the whole story about what really makes an organization successful. They keep track of what employees do, but not how they feel. That gap is no longer acceptable in today’s fast-paced workplace, where employee experience is becoming more and more important for engagement and retention.