Nurturing Talent and Empowering Excellence
How the TNA Program Fosters Staff Recruitment, Retention, and Career Advancement While Elevating Care Quality
Karen Petruccelli MSN, RN, Vice President of Clinical Services at JGS Lifecare, is one of the architects of the TNA training program that began in 2021. She reflects, “Staffing shortages are a critical issue in healthcare. Looking ahead to 2026 the CDC predicts we will need 135,000 more registered nurses and 113,000 more certified CNAs on an annual basis!” The program was also designed as part of our organizational mission to assist people who were displaced from their jobs during COVID-19 and who have an interest and desire to work in healthcare. Demand for care is growing as Baby Boomers are aging and accessing services. JGS and Legacy Lifecare recognized the need to remove the barriers that often deter people from becoming a CNA: the cost of the training and the time that must be invested, which most often is unpaid time. The program pays students while affording them free training to get their CNA license.
The program consists of 100 hours of education. There is an online theory and discussion presented at JNH under the supervision of a Registered Nurse. Students receive basic skills training in a nursing skill lab and attend 25 hours of onsite clinical training again supervised by their instructor.
“High-quality CNA care is paramount to the organization. What better way to ensure that than teach TNA’s the importance of providing the highest level of care from day one?” asked Petruccelli. “The CNA program is costly, which is why we cover the expense of this training. We make investments in our staff because we believe in their potential. By investing in their skills advancement we are not just helping them, we are helping the people we serve by delivering a higher quality of care.”
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