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.

Evaluation of a flexible artist-facilitated storytelling intervention on a palliative care unitJournal of Pain and Symptom Management; by Kyle J. Drouillard, Regine Krechowicz, Kim Kilpatrick, Shirley H. Bush, Cory J. Ingram, Kaitlyn Boese, Jaya Rastogi, Jessica Roy, Carol Wiebe, Jenny McMaster, Claudia Hampel, Sarina Isenberg; 9/25A professional storyteller facilitated sessions with patients, caregivers, and healthcare professionals on a palliative care unit, starting with an open-ended question (e.g., “What story do you want to tell?”). From 18 sessions, patients (n=6), caregivers (n=8), and healthcare professionals (n=6), found the storytelling session acceptable, appropriate, feasible, meaningful and worthwhile. The storyteller perceived participants as enthusiastic and appreciative. Patient and caregiver stories described the palliative care unit as a calm site of reflection, and framed illness as a journey. Healthcare professionals’ stories reflected pride in and gratitude for their work.

Bayada receives $1m grant for nursing scholarships HomeCare, Philadelphia, PA; Press Release; 10/2/25 BAYADA Home Health Care, a nonprofit home health care provider, announced it has been awarded $1 million from the Regina Charitable Fund of the Philadelphia Foundation to sponsor 75 caregivers in Montgomery County, Pennsylvania on their path to becoming nurses.  The Regina Charitable Fund is a nonprofit established to support organizations that provide care for chronically ill and indigent aged, and to train individuals to provide such care. ... While providing paid personal care and companionship services to BAYADA clients, program participants will receive scholarships of $10,000 each to attend the nursing school of their choice. 

Connecticut legislature expands employee safety requirements for home health and hospice agencies Pullman & Comley - Connecticut Health Law; 10/3/25In 2024, the Connecticut state legislature passed Public Act 24-19 to enhance protections for home health workers after a patient murdered a home health nurse. During its 2025 legislative session, the legislature passed Public Act 25-168 which, in Sections 184-186, amends the original law to require hospice agencies to comply with some of the provisions and to make other changes. These amendments went into effect on October 1, 2025. The 2024 Act Among other provisions in Public Act 24-19 are those codified at Sections 19a-491f, 19a-491g and 19a-491h, described below. [Continue reading.]

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.

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. 

Integrating the clinical nurse specialist into a multi-state hospice in a large healthcare systemJournal of Hospice and Palliative Nursing; by Jennifer Jarrett Lee, Melissa Robinson; 8/25Advanced Practice Registered Nurses are increasingly recognized for their role and impact in hospice and palliative care. The integration of a CNS into the practice of a large, multistate Hospice and Palliative Care program is discussed in this article. A timeline is provided with 4 phases of integration with priorities identified and specific strategies that were implemented to overcome challenges during the process. The value of CNS practice to the organization is highlighted in 3 practice exemplars, showing return on investment in terms of increased patient safety and implementation of evidence-based practice for home infusions, developing nurse confidence through complex case reviews, and reducing staff injuries through developing a Safe Patient Handling program.

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.

55% of healthcare workers plan to change roles within 1 year: Survey Becker's Hospital Review; by Kristin Kuchno; 9/15/25 More than half of U.S. healthcare workers plan to change roles in the next year, according to a recent survey from Strategic Education. Fifty-five percent of respondents said they plan to search for job openings, interview for new positions or switch roles within a year — either within their current organization (38%) or externally (40%). ... Here are 11 things to know from the survey:

How hospice chaplains improve patient outcomes Hospice News; by Jim Parker; 9/19/25 Patients may seek spiritual guidance from a number of places, but hospice chaplains remain essential. Hospice chaplains receive specialized training in caring for patients at the end of life that clergy in the larger community may not have. They are trained in active listening and to address the intricacies and sensitivities of end-of-live conversations with patients and families. Nearly 8,000 hospice chaplains are working in the United States, according to a study in the journal Work, Employment and Society. About 66% of these chaplains identify as men, and 20% are members of the LGBTQIA+ community. Close to 72% are white, 10.8% are Black and 8.5% are Latino. Nearly 42% of hospice chaplains have a bachelor’s degree, an equal percentage have masters degrees and 7% hold a Ph.D., the study indicated. Editor's Note: Hospice chaplains are often misunderstood or underestimated. Their role is not simply to pray or read Scripture, but to offer skilled, sensitive spiritual support—often through life-review, family conflict, presence, words and actions that honor diverse beliefs. Effective chaplains know when not to pray, how to avoid imposing religious language, and how to remain aware of their own biases while creating space for another’s faith or worldview. Their contributions can profoundly shape the patient and family experience at the end of life. When hiring, look for credentials such as BCC, BCCI, or BCC-PCHAC and learn more through the Association for Professional Chaplains. 

New Salem-based hospice opens with focus on nursing staff wellness Salem Reporter, Salem, OR; by Hailey Cook; 9/11/25 After 12 years working as a hospice nurse, Christie Rivelli reached her breaking point. The pressure had built since the pandemic, when her workload went from 15 patients at a time to 28. ... By opening a new, locally-owned hospice company, they’re bucking a trend. ... Solterra currently has a staff of 19, with a range of one to three decades of experience in hospice care. As a nurse herself, Rivelli said she’s prioritized her staff’s workload and benefits. Everyone starts by getting training about post-traumatic stress disorder, and she said new hires have had trouble adjusting to a slower pace of work. ... Rivelli said. “Downtime in your workday should be built in … but boy, that’s not how it’s been in hospice.” She said some companies will assign 40 patients to one nurse, which forces the nurses to do pop-in check-ups rather than getting to know their patients. It can also mean the patient will see a rotation of unfamiliar faces rather than one nurse.

Training and practice gaps in nursing home palliative care: A cross-sectional study Journal of the American Geriatrics Society (AGS); by Manali Saraiya, Molly A. Nowels, Rose L. Carlson, Jerad H. Moxley, Catherine A. Riffin, Evan Plys, M. Carrington Reid, Isabella Hastings, Taimur Mirza, Ronald D. Adelman, Daniel Shalev; 9/7/25 We conducted a cross-sectional survey of clinical employees (N = 398) at seven NHs within a single integrated health system in New York State to (1) gauge attitudes toward and knowledge about palliative care, (2) estimate the extent of engagement with advance care planning, and (3) elicit perceptions of the most valuable components of palliative care for NH residents. ... Despite support for palliative care, gaps in knowledge and clinical engagement persist and vary by discipline. Discipline-tailored training and program design may improve palliative care delivery in NHs and help ensure more consistent, value-aligned care for residents with serious illness.