Discover why emergency medicine physicians are turning to locum tenens for better flexibility, competitive pay, and reduced burnout. Explore EM locums opportunities with CCL.

<p>Emergency medicine is one of the most rewarding—and demanding—specialties in healthcare. Long shifts, unpredictable patient volumes, and administrative pressures can take a toll on even the most dedicated providers.</p>

<p>That’s one reason <strong>locum tenens</strong> work has become increasingly popular among emergency medicine physicians and APPs. What was once considered a temporary staffing solution has evolved into a strategic career path for many clinicians.</p>

<p>If you’re looking for more control over your schedule, higher earning potential, or a way to reduce burnout, locums may be worth serious consideration.</p>

<h2> The Emergency Medicine Burnout Problem</h2>
<p>Burnout continues to affect physicians across nearly every specialty. Recent national surveys show that <strong>around 50% of physician residents and fellows reported symptoms of burnout in 2023</strong>, highlighting the ongoing strain across the profession. (<a href="https://www.ama-assn.org/medical-residents/transition-resident-attending/what-early-career-physicians-should-know-about?utm_source=chatgpt.com" rel="noopener noreferrer" target="_blank">American Medical Association</a>)</p>

<p>Emergency medicine providers often face additional stressors, including:</p>

<ul>
  <li>High-acuity patient care</li>
  <li>Staffing shortages</li>
  <li>Boarding and overcrowding</li>
  <li>Overnight and rotating shifts</li>
</ul>
</br>

<p>Locums offers an alternative practice model that can help alleviate some of these pressures.</p>

<p>In fact, <strong>43% of physicians reported improved burnout after taking locum assignments</strong>, and nearly <strong>half plan to increase their locums work in the coming year.</strong> (<a href="https://www.medicaleconomics.com/view/locum-tenens-use-up-25-amid-physician-shortages-2-6m-revenue-gaps-chg-report-finds?utm_source=chatgpt.com" rel="noopener noreferrer" target="_blank">Medical Economics</a>)</p>

<h2> Locums Gives Providers More Control</h2>
<p>One of the biggest advantages of locum tenens work is flexibility.</p>
<p>Instead of committing to a rigid full-time schedule, providers can:</p>
<ul>
  <li>Choose when and where they want to work</li>
  <li>Take extended time off between assignments</li>
  <li>Scale their workload up or down depending on life circumstances</li>
</ul>
</br>

<p>This flexibility allows many emergency medicine providers to maintain a sustainable career while preserving work-life balance.</p>
<p>For some clinicians, that might mean working two weeks per month. For others, it means filling occasional shifts between permanent roles.</p>

<h2> Strong Demand for Locum Emergency Medicih2rs</h2>
<p>Healthcare systems across the country are facing ongoing staffing shortages. Locums has become a key tool for maintaining patient access.</p>
<p>Recent industry data shows:</p>
<ul>
  <li><strong>42% of hospitals use locums to address physician shortages</strong>. (<a href="https://gitnux.org/locum-tenens-industry-statistics/?utm_source=chatgpt.com" rel="noopener noreferrer" target="_blank">Gitnux</a>)</li>
  <li><strong>Locum physicians cover roughly 25% of emergency department shifts nationwide.</strong> (<a href="https://gitnux.org/locum-tenens-industry-statistics/?utm_source=chatgpt.com" rel="noopener noreferrer" target="_blank">Gitnux</a>)</li>
  <li>Healthcare organizations used <strong>25% more locums coverage than expected in 2024</strong> due to rising demand. (<a href="https://www.businesswire.com/news/home/20251029104102/en/Report-Locum-Tenens-Usage-Jumps-25-as-Health-Systems-Combat-Physician-Shortages-and-%242.6M-Revenue-Gaps?utm_source=chatgpt.com" rel="noopener noreferrer" target="_blank">Business Wire</a>)</li>
</ul>
</br>

<p>Facilities rely on locum clinicians not just for coverage gaps, but also to handle patient surges and maintain access to care in rural or underserved areas.</p>

<p>For emergency medicine providers, this demand translates into <strong>consistent opportunities nationwide</strong>.</p>

<h2> Competitive Compensation</h2>

<p> Locums can also provide attractive earning potential.</p>
<p>Recent market data shows:</p>
<ul>
  <li><strong>Emergency medicine locum physicians average around $3,100 per day</strong>, with rates increasing year over year. (<a href="https://gitnux.org/locum-tenens-industry-statistics/?utm_source=chatgpt.com" rel="noopener noreferrer" target="_blank">Gitnux</a>)</li>
  <li>The average locum physician daily rate across specialties is approximately <strong>$2,800 per day</strong>. (<a href="https://gitnux.org/locum-tenens-industry-statistics/?utm_source=chatgpt.com" rel="noopener noreferrer" target="_blank">Gitnux</a>)</li>
</ul>
</br>

<p>Many assignments also include additional benefits such as:</p>
<ul>
  <li>Travel and lodging coverage</li>
  <li>Malpractice insurance</li>
  <li>Licensing and credentialing support</li>
</ul>
</br>

<p>Because providers have the flexibility to accept or decline assignments, many use locums strategically to maximize income while maintaining control over their schedule.</p>

<h2> Expanding Your Clinical Experience</h2>
<p> Another benefit of locums is the exposure to different healthcare environments.</p>
<p>Emergency medicine providers who work locums often gain experience with:</p>
<ul>
  <li>Diverse patient populations</li>
  <li>Different trauma levels and case complexity</li>
  <li>New hospital systems and workflows</li>
  <li>Rural and underserved communities</li>
</ul>
</br>

<p>This exposure can strengthen clinical adaptability and make providers more versatile throughout their careers.</p>

<h2> Locums Supports the Healthcare System</h2>
<p>Locum tenens doesn’t just benefit providers—it also helps healthcare systems maintain patient access.</p>

<p>For example, hospitals report that an unfilled physician vacancy can cost <strong>up to $2.6 million in lost revenue annually</strong>, making locums an essential staffing strategy. (<a href="https://www.businesswire.com/news/home/20251029104102/en/Report-Locum-Tenens-Usage-Jumps-25-as-Health-Systems-Combat-Physician-Shortages-and-%242.6M-Revenue-Gaps?utm_source=chatgpt.com" rel="noopener noreferrer" target="_blank">Business Wire</a>)</p>

<p>Temporary physicians help stabilize emergency departments, reduce wait times, and support permanent staff during staffing shortages or seasonal surges.</p>

<h2> A Career Model That Fits Any Stage</h2>
<p> Locums isn’t limited to early-career physicians. Providers at every stage are leveraging this model.</p>
<ul>
  <li><strong>Early career:</strong> gain experience and explore locations</li>
  <li><strong>Mid-career:</strong> regain flexibility and reduce burnout</li>
  <li><strong>Late career:</strong> scale back while continuing to practice</li>
</ul>
</br>

<p>Many clinicians even build <strong>long-term careers around locum tenens</strong>, drawn by the autonomy and flexibility it offers.</p>


<h2> Ready to Explore Locums Opportunities?</h2>
<p>Emergency medicine is evolving, and many providers are rethinking what a sustainable career looks like. Locum tenens offers a way to practice medicine on your own terms—while continuing to deliver critical care where it’s needed most.</p>

<p>At <strong>CCL</strong>, we specialize in connecting emergency medicine physicians and APPs with high-quality locums opportunities across the country. Our team works closely with providers to understand their goals and match them with assignments that align with their schedule, preferences, and career plans.</p>

<h2> Interested in learning more?</h2>
<p> <a href="https://www.crosscountry.com/locums/hotjobs?utm_source=Website&amp;utm_campaign=Blog" rel="noopener noreferrer" target="_blank">Connect with the CCL team today to explore current locums opportunities and see how flexible emergency medicine practice can be.</a></p>



Why Emergency Medicine Physicians Should Consider Locum Tenens | Flexibility, Income & Career Control

Cross Country

locums

Why Emergency Medicine Providers Should Consider Locums

Explore strategic staffing models that help PACE programs maintain compliance, coverage, and high-quality participant care.

<p>Workforce stability remains one of the biggest challenges for PACE leaders. Between census growth, call-offs, regulatory requirements, and the need for interdisciplinary coordination, maintaining consistent coverage without inflating labor costs can feel like a constant balancing act.</p>

<p>For organizations operating under the Program of All-Inclusive Care for the Elderly (PACE) model, staffing gaps don’t just impact schedules, they impact participant outcomes, compliance, and caregiver morale.</p>

<p>Strategic use of per diem, local contract, and blended staffing models gives PACE programs the flexibility to maintain high-quality care while protecting operational stability.</p>

<p>Below, we break down how each model supports coverage, cost control, and care continuity.</p>
<p><h2>The Unique Staffing Pressures Facing PACE Programs</h2></p>
<p>PACE programs operate differently from traditional home health or skilled nursing models. Decision makers must account for:</p>

<ul>
    <li> Interdisciplinary team (IDT) requirements</li>
    <li> Adult day center staffing ratios</li>
    <li> In-home care coverage needs</li>
    <li> Transportation coordination</li>
    <li> High-acuity participant populations</li>
    <li> CMS and state regulatory compliance</li>
</ul>
</br>

<p>When one role goes unfilled, whether RN, CNA, social worker, or driver, the ripple effect can compromise care coordination and increase burnout across the team.</p>
<p>A proactive workforce strategy is essential.</p>
<h2>1. Per Diem Staffing: Flexible Coverage for Fluctuating Needs</h2>
<p>Per diem clinicians and caregivers provide immediate schedule relief without long-term headcount commitments.</p>
<p><strong>Ideal for:</strong></p>
<ul>
    <li>Call-offs and PTO coverage</li>
    <li>Census spikes</li>
    <li> Seasonal fluctuations</li>
    <li> Short-term leave coverage</li>
</ul>
</br>

<p>For PACE programs, per diem staffing protects participant continuity of care while preventing full-time staff from absorbing unsustainable overtime.</p>

<p><strong>Operational Benefits:</strong></p>
<ul>
<li> Reduces burnout among core staff</li>
    <li> Controls overtime costs</li>
    <li> Preserves care ratios</li>
    <li> Provides rapid-response workforce flexibility</li>
</ul>
</br>
<p>Per diem staffing acts as a pressure valve giving program leaders breathing room when unexpected gaps arise.</p>

<h2>2. Local Contract Staffing: Stability Without Permanent Risk</h2>
<p>Local contract professionals typically commit to defined-term assignments (e.g., 8–13+ weeks), offering greater continuity than per diem while maintaining flexibility.</p>
<p><strong>Ideal for:</strong></p>
<ul>
<li> Extended leaves (FMLA, medical leave)</li>
    <li> Recruitment gaps</li>
    <li> New site launches</li>
    <li> Census growth periods</li>
    <li> Performance stabilization initiatives</li>
</ul>
</br>
<p>For PACE programs expanding services or entering new markets, local contract staff provide experienced support without rushing permanent hiring decisions.</p>

<p><strong>Strategic Advantages:</strong></p>
<ul>
<li> Maintains consistent care delivery</li>
    <li> Supports onboarding during growth</li>
    <li> Reduces vacancy-related productivity loss</li>
    <li> Allows time to recruit the right long-term hire</li>
</ul>
</br>

<p>Local contract staffing bridges operational gaps without compromising care quality.</p>

<h2>3. Blended Staffing Models: The Most Resilient Approach</h2>
<p>High-performing PACE programs increasingly adopt blended staffing strategies combining core permanent staff with per diem and local contract professionals.</p>

<p>This approach creates elasticity in the workforce model.</p>

<p><strong>A blended model allows programs to:</strong></p>
<ul>
<li> Maintain a stable core IDT</li>
    <li> Deploy per diem for daily flexibility</li>
    <li> Use local contract for mid-term stability</li>
    <li> Scale services based on census trends</li>
    <li> Protect compliance and coverage metrics</li>
</ul>
</br>

<p>Rather than reacting to staffing shortages, blended models allow PACE leaders to plan proactively.</p>

<h2>Protecting Care Quality While Managing Labor Costs</h2>
<p>One of the biggest concerns for decision makers is cost. However, vacancy-related overtime, burnout-driven turnover, and compliance risks often cost more than strategic flexible staffing.</p>
<p>When implemented thoughtfully, per diem and contract staffing can:</p>
<ul>

<li> Reduce turnover costs</li>
<li> Improve staff satisfaction</li>
<li> Maintain participant satisfaction scores</li>
<li> Prevent care disruptions</li>
<li> Support regulatory readiness </li>
</ul>
</br>
<p>The key is partnering with a workforce provider that understands the PACE model, interdisciplinary requirements, and state-level nuances.</p>

<h2>Workforce Agility Is a Competitive Advantage</h2>
<p>As PACE enrollment continues to grow nationally, workforce agility will separate thriving programs from struggling ones.</p>

<p>Programs that rely solely on permanent hiring may face:</p>
<ul>
    <li> Slower response to census growth</li>
    <li> Increased burnout and absenteeism</li>
    <li> Higher recruitment pressure</li>
    <li> Delayed service expansion</li>
</ul>
</br>
<p>Programs leveraging per diem, local contract, and blended staffing strategies gain:</p>

<ul>
<li> Predictable coverage</li>
<li> Greater operational flexibility</li>
<li> Improved workforce resilience</li>
<li> Stronger participant outcomes</li>
</ul>
</br>

<h2>Partnering for Long-Term Workforce Stability</h2>
<p>At Cross Country Community Care, we specialize in supporting PACE programs with workforce solutions designed for this unique care model. From in-home caregivers to clinical and interdisciplinary professionals, our per diem and local contract staffing solutions help stabilize operations while protecting care quality.</p>

<p>We understand that in PACE, staffing is more than filling shifts, it’s about safeguarding participant-centered care.</p>

<h2>Ready to Strengthen Your PACE Workforce Strategy?</h2>
<p>If your program is experiencing coverage gaps, census growth, or recruitment challenges, a blended staffing approach may provide the flexibility and stability you need.</p>

<p><a href="https://www.crosscountry.com/wsg/contact-us?leadSource=Blog&amp;campaignCode=PACEBLOG" rel="noopener noreferrer" target="_blank">Connect with Cross Country Community Care</a> to explore how per diem, local contract, and strategic workforce solutions can help your PA</p>


Strengthening PACE Programs with Flexible & Blended Staffing Solutions

Blended Staffing Models for PACE: A Smarter Approach to Workforce Stability

A technology-driven healthcare workforce solutions company delivering an AI-powered digital platform and advisory services backed by nearly 40 years of healthcare labor expertise, today announced a new community partnership with Open Hearts for Orphans (OHFO), a South Florida nonprofit dedicated to providing hope, healing, and family for orphaned and vulnerable children.

<p>Boca Raton, Fla. — March 10, 2026 — Cross Country Healthcare, Inc. (Nasdaq: CCRN), a technology-driven healthcare workforce solutions company delivering an AI-powered digital platform and advisory services backed by nearly 40 years of healthcare labor expertise, today announced a new community partnership with Open Hearts for Orphans (OHFO), a South Florida nonprofit dedicated to providing hope, healing, and family for orphaned and vulnerable children.</p>
<p></p>
<p>This partnership brings together two mission-driven organizations committed to strengthening families, supporting communities, and improving outcomes for vulnerable children and the caregivers who support them.</p>
<p></p>
<p>Through this collaboration, Cross Country will support OHFO through community engagement, employee involvement, and strategic partnership initiatives aligned with both organizations’ people-centered values. The partnership reflects a shared belief that strong families are foundational to healthy communities.</p>
<p></p>
<p>“We are honored to partner with Cross Country Healthcare,” said Lisa Murphy, Founder and CEO of Open Hearts for Orphans. “Their work supports individuals and families at critical moments in their lives, and that aligns beautifully with our mission to surround vulnerable children with care, stability, and hope. This partnership represents more than support. It reflects a shared commitment to people.”</p>
<p></p>
<p>“Our mission is rooted in supporting the people who care for others,” said Kevin Clark, Chairman and CEO of Cross Country Healthcare. “This partnership extends that commitment into our local community and beyond by supporting vulnerable children and the families who care for them. We’re proud to partner with Open Hearts for Orphans.”</p>
<p></p>
<p>The partnership will focus on employee engagement opportunities, awareness-building, and long-term collaboration, with a shared goal of creating measurable impact for children and families locally and beyond.</p>
<h3>About Open Hearts for Orphans</h3>
<p>Open Hearts for Orphans is a 501(c)(3) nonprofit organization committed to providing hope, healing, and family for orphaned and vulnerable children in the United States and around the world. Through adoption grants, family support programs, and community partnerships, OHFO works to ensure children are surrounded by love, stability, and opportunity.</p>
<p>Learn more:&nbsp;<a href="https://url.us.m.mimecastprotect.com/s/PRmpC2kNl8CkEDEp7TpSXS5n_VP?domain=openheartsfororphans.org" rel="noopener noreferrer" target="_blank">www.openheartsfororphans.org</a></p>
<h3>About Cross Country Healthcare</h3>
<p>Cross Country Healthcare, Inc. (Nasdaq: CCRN), is a technology-driven healthcare workforce solutions company, delivering an AI-powered digital platform and advisory services backed by 40 years of healthcare labor expertise to help health systems optimize and sustain their entire labor ecosystem.</p>
<p>Through Intellify<sup>®</sup>, its cloud-based workforce and vendor management platform designed to integrate with core hospital systems, Cross Country helps improve transparency across the labor ecosystem. Intellify<sup>®</sup> unifies workforce management across service lines, including non-clinical, nursing, allied health, and locums, into a single, centralized view of internal and contingent labor. Powered by real-time analytics and AI-driven insights, the platform helps leaders forecast demand, optimize labor utilization, streamline workflows, and improve cost efficiency while supporting high-quality care delivery.</p>
<p></p>
<p><strong>Media Contacts</strong></p>
<p>Open Hearts for Orphans</p>
<p><a href="mailto:press@openheartsfororphans.org" rel="noopener noreferrer">press@openheartsfororphans.org</a></p>
<p>(561) 827-2222</p>
<p></p>
<p><strong>Cross Country Healthcare</strong></p>
<p>Karen Varga-Sinka</p>
<p>813-944-7124</p>
<p><a href="mailto:kvargasinka@crosscountry.com" rel="noopener noreferrer">kvargasinka@crosscountry.com</a></p>




Cross Country Healthcare and Open Hearts for Orphans Announce Community Partnership

Cross Country Healthcare and Open Hearts for Orphans Announce Community Partnership to Strengthen Families and Support Vulnerable Children

Learn how to float nurses safely with competency standards, onboarding guardrails and cross-training strategies that protect patient care and reduce burnout-driven turnover.

<p>Hospital leaders are navigating persistent staffing shortages, rising patient acuity and increased cost pressures. Floating nurses across units has become a necessary operational tool, but when it’s poorly structured, it can erode morale, compromise care quality, and accelerate turnover. A safer, more sustainable approach to floating is possible. It requires clear competency standards, structured onboarding, defined safety guardrails and intentional workforce design.</p>
<h2>What “Floating” Means in Hospital Staffing and Why It’s Increasing</h2>
<p>In hospital staffing, “floating” refers to temporarily reassigning nurses from their home unit to another unit to meet patient demand. This may include:</p>
<ul style="margin-left:20px">
  <li>Med-surg nurses covering step-down units</li>
  <li>ICU nurses supporting high-acuity overflow</li>
  <li>ED nurses assisting inpatient units</li>
  <li>Cross-campus assignments within a health system</li>
</ul>
<p></p>
<p>Floating has increased recently due to persistent nursing shortages, higher patient acuity, seasonal surges, census variability, and cost containment efforts. While floating can help balance workloads in the short term, inconsistent practices create risk. When nurses are sent to unfamiliar environments without clear role definitions or competency alignment, both patient outcomes and staff trust suffer. The goal is not to eliminate floating. It’s to design it intentionally.</p>
<h2>Float Competency Checklists and Orientation Standards</h2>
<p>Safe floating begins with clearly defined competency standards. A nurse should never be assigned solely on the basis of license or job title.</p>
<p>Operational leaders should establish:</p>
<p><strong>1. Unit-Specific Competency Matrices</strong></p>
<p>Define required clinical skills for each unit, including:</p>
<ul style="margin-left:20px">
  <li>Medication administration standards</li>
  <li>Equipment familiarity (e.g., infusion pumps, monitoring systems)</li>
  <li>Patient population competencies</li>
  <li>Escalation and rapid response protocols</li>
</ul>
<p></p>
<p>Map each nurse’s documented competencies against unit requirements before assignment.</p>
<p><strong>2. Tiered Float Eligibility</strong></p>
<p>Create levels such as:</p>
<ul style="margin-left:20px">
  <li><strong>Level 1:</strong> May float within specialty (e.g., med-surg to med-surg)</li>
  <li><strong>Level 2:</strong> May float to adjacent acuity with support</li>
  <li><strong>Level 3:</strong> Requires a shadow shift before floating</li>
</ul>
<p></p>
<p>This prevents inappropriate assignments and protects nurses from being placed in high-risk situations.</p>
<p><strong>3. Rapid Unit Orientation Standards</strong></p>
<p>Even experienced nurses need unit-specific onboarding. A safe float orientation should include:</p>
<ul style="margin-left:20px">
  <li>A quick-reference workflow guide</li>
  <li>EMR documentation differences</li>
  <li>Key contacts and escalation chain</li>
  <li>Supply and equipment locations</li>
  <li>Patient ratios and acuity expectations</li>
</ul>
<p></p>
<p>A standardized 30–60 minute orientation checklist can dramatically reduce confusion and errors.</p>
<h2>Patient Safety Risks to Watch When Floating Nurses Across Units</h2>
<p>Floating without guardrails increases preventable risk. Operational leaders should monitor for:</p>
<ul style="margin-left:20px">
  <li>Medication errors due to unfamiliar equipment or protocols</li>
  <li>Delays in escalation because nurses don’t know the unit workflows</li>
  <li>Documentation gaps tied to EMR variation</li>
  <li>Higher fall or adverse event rates</li>
  <li>Communication breakdowns during handoffs</li>
</ul>
<p></p>
<p>Risk increases when floating involves:</p>
<ul style="margin-left:20px">
  <li>Significant acuity mismatch</li>
  <li>Inadequate staffing ratios</li>
  <li>No pre-shift huddle or role clarity</li>
  <li>Repeated last-minute reassignments</li>
</ul>
<p></p>
<p>Mitigation strategies include:</p>
<ul style="margin-left:20px">
  <li>Assigning a designated resource nurse to each unit</li>
  <li>Adjusting patient assignments for floated staff</li>
  <li>Conducting a brief safety huddle at shift start</li>
  <li>Limiting high-acuity admissions to floated nurses</li>
</ul>
<p></p>
<p>Floating should never mean “full load, zero support.”</p>
<h2>How to Reduce Burnout and Turnover Linked to Floating</h2>
<p>Poorly managed floating is a leading contributor to nurse burnout. Repeated exposure to unfamiliar environments increases stress, moral distress and job dissatisfaction. Warning signs include increased sick calls after float shifts, negative engagement survey feedback, higher turnover in frequently floated departments, and resistance to cross-training.</p>
<p>To protect retention:</p>
<ul style="margin-left:20px">
  <li><strong>Increase Transparency. </strong>Publish float policies and eligibility criteria. Remove the perception of favoritism.</li>
  <li><strong>Track Float Frequency. </strong>Avoid overburdening the same nurses. Equitable distribution builds trust.</li>
  <li><strong>Offer Incentives. </strong>Shift differentials or recognition for cross-trained nurses can improve engagement.</li>
  <li><strong>Solicit Feedback. </strong>After float assignments, gather input on what worked and what didn’t. Continuous refinement strengthens the program.</li>
</ul>
<p></p>
<p>Floating should feel structured and supported, not punitive.Poorly managed floating is a leading contributor to nurse burnout. Repeated exposure to unfamiliar environments increases stress, moral distress and job dissatisfaction. Warning signs include increased sick calls after float shifts, negative engagement survey feedback, higher turnover in frequently floated departments, and resistance to cross-training.</p>
<p>To protect retention:</p>
<ul style="margin-left:20px">
  <li>&nbsp;<strong>Increase Transparency. </strong>Publish float policies and eligibility criteria. Remove the perception of favoritism.</li>
  <li><strong>Track Float Frequency. </strong>Avoid overburdening the same nurses. Equitable distribution builds trust.</li>
  <li><strong>Offer Incentives. </strong>Shift differentials or recognition for cross-trained nurses can improve engagement.</li>
  <li><strong>Solicit Feedback. </strong>After float assignments, gather input on what worked and what didn’t. Continuous refinement strengthens the program.</li>
</ul>
<p></p>
<p>Floating should feel structured and supported, not punitive.</p>
<h2>Building a Sustainable Float Strategy With Cross-Training</h2>
<p>Long-term sustainability requires proactive workforce design. Cross-training creates flexibility without compromising safety. A structured cross-training model includes:</p>
<ul style="margin-left:20px">
  <li>Planned rotations during low census periods</li>
  <li>Formal skills validation</li>
  <li>Preceptor-supported transition shifts</li>
  <li>Defined career pathways for multi-unit expertise</li>
</ul>
<p></p>
<p>Benefits of cross-training include:</p>
<ul style="margin-left:20px">
  <li>Stronger internal staffing agility</li>
  <li>Reduced reliance on contingent labor</li>
  <li>Higher nurse confidence across care settings</li>
  <li>Improved surge readiness</li>
</ul>
<p></p>
<p>Instead of reactive floating, hospitals can build intentional float pools comprised of nurses who are trained, credentialed and motivated to work across units. Better workforce design reduces last-minute chaos and supports consistent patient care standards.</p>
<h2>Strengthen Healthcare Workforce Solutions With Cross Country</h2>
<p>Safe floating is one component of a broader workforce strategy. Healthcare organizations need scalable, flexible solutions that balance cost control with quality care delivery.</p>
<p>As a leading healthcare staffing and workforce solutions provider, Cross Country Healthcare partners with hospitals to:</p>
<ul style="margin-left:20px">
  <li>Build flexible float pools and workforce models</li>
  <li>Supplement core teams with highly qualified clinicians</li>
  <li>Design cross-training and deployment strategies</li>
  <li>Support surge planning and census variability</li>
</ul>
<p></p>
<p>When floating is intentional, competency-based and supported by strong workforce planning, it strengthens operations rather than straining them. <a href="https://www.crosscountry.com/staffing-advisory-request" rel="noopener noreferrer" target="_blank">Connect with us to get started.</a></p>
<h2>Additional Reading</h2>
<ol style="margin-left:20px">
  <li><strong>The Flexible Workforce: Floating Staff Without Compromising Safety, Culture or Compliance</strong> — Strategic insights on staff floating, internal float pools, and workforce flexibility. <a href="https://dossier.com/blog/2025/05/31/the-flexible-workforce-floating-staff-without-compromising-safety-culture-or-compliance/?utm_source=chatgpt.com" rel="noopener noreferrer" target="_blank">Read the article on safe, flexible staffing models</a></li>
  <li><strong>Stretching Boundaries: Nurses’ Perceptions on Job Demands with Float Pools</strong> — Open-access research examining float pool design, nurse demands and implications for satisfaction and retention. <a href="https://pmc.ncbi.nlm.nih.gov/articles/PMC12483744/?utm_source=chatgpt.com" rel="noopener noreferrer" target="_blank">Read the PMC article on float pool perceptions</a>.</li>
  <li><strong>Patient Safety Amid Nursing Workforce Challenges</strong> — NIH overview of how nurse staffing levels and deployment affect missed care and patient outcomes. <a href="https://www.ncbi.nlm.nih.gov/books/NBK611041/?utm_source=chatgpt.com" rel="noopener noreferrer" target="_blank">Explore nursing workforce and patient safety research</a>.</li>
  <li><strong>Safe Float Nurses, Safe Patients: Integration Checklist Framework</strong> — Study outlining a structured checklist approach to improve safety and orientation for floating nurses. <a href="https://www.sciencedirect.com/science/article/abs/pii/S2603647925000703?utm_source=chatgpt.com" rel="noopener noreferrer" target="_blank">Read about float nurse integration and safety frameworks</a>.</li>
  <li><strong>Position Statement on Floating</strong> — Position paper outlining safety and training concerns when floating nurses across units, with emphasis on orientation and patient safety protocols. <a href="https://www.nysna.org/position-statement-floating?utm_source=chatgpt.com" rel="noopener noreferrer" target="_blank">View the NYSNA position on floating and safety</a>.</li>
</ol>


How to Float Nurses Safely 

How to Float Nurses Safely Without Compromising Patient Care or Staff Retention

Discover how locum tenens careers offer competitive pay, weekly direct deposits, and comprehensive support to help physicians and advanced practitioners earn what they're worth.

<p>Locum tenens work has become one of the most attractive career paths for physicians and advanced practice providers (APPs) seeking greater earning power, flexibility, and professional control. As healthcare organizations face ongoing workforce shortages and fluctuating patient volumes, demand for skilled clinicians continues to rise, creating strong compensation opportunities.</p><p>If you're looking for a way to earn competitive pay, receive reliable weekly deposits, and work with a dedicated team that supports your success, locum tenens may be the right path.</p><h2>The Growing Demand for Locum Tenens Providers</h2><p>National workforce data continues to underscore the need for flexible staffing solutions. According to projections from the Association of American Medical Colleges (AAMC), physician shortages are expected to persist in the coming decade, particularly in primary care and rural communities.</p><p>At the same time, healthcare organizations increasingly rely on locum tenens providers to maintain patient access during staffing transitions, leaves of absence, and seasonal demand spikes.</p><p>For clinicians, this sustained demand translates into:</p><ul><li>More available assignments</li><li>Greater geographic flexibility</li><li>Competitive compensation rates</li><li>Strong negotiating power</li></ul><p><br></p><p>Demand-driven compensation ensures your skills remain highly valued in today's evolving healthcare workforce.</p><h2>Why Locum Tenens Offers Strong Earning Potential</h2><p>Locum tenens assignments exist because healthcare facilities need qualified providers, often urgently. That demand creates meaningful earning opportunities for clinicians willing to step into temporary roles.</p><p>Unlike traditional employment models, where compensation may be capped or tied to complex productivity formulas, locum tenens pay is typically transparent and straightforward. Providers are compensated based on clearly defined hourly or daily rates, allowing you to understand exactly what you're earning before you begin an assignment.</p><p>Several factors contribute to strong earning potential:</p><ul><li>Ongoing physician and APP shortages nationwide</li><li>Increased reliance on flexible staffing solutions</li><li>High-demand specialties commanding premium rates</li><li>Geographic opportunities in underserved areas</li></ul><p><br></p><p>In many cases, locum tenens providers can earn rates that are competitive with or exceed traditional salaried roles, particularly when factoring in travel coverage and malpractice protection.</p><h2>Understanding Locum Tenens Pay Structures</h2><p>One of the most appealing aspects of locum tenens work is its simplicity. Compensation structures are typically clear, predictable, and free from hidden variables.</p><p>Most locum tenens assignments offer:</p><ul><li>Hourly or daily rates based on specialty and demand</li><li>Overtime compensation when applicable</li><li>Transparent rate agreements prior to assignment start</li><li>No long-term contract obligations</li></ul><p><br></p><p>This clarity allows providers to make informed decisions about their careers and income goals. Additionally, many locum professionals appreciate being compensated for every hour worked, without the administrative burdens or unpaid responsibilities often associated with permanent employment.</p><h3>Comparing Locum Tenens to Traditional Employment</h3><p>Many clinicians considering locum tenens ask the same question: How does this compare to a permanent position? While traditional roles offer long-term stability and benefits packages, they often include productivity targets, administrative responsibilities, and compensation ceilings. In contrast, locum tenens assignments provide flexibility and direct compensation for time worked.</p><p>Key differences include:</p><ul><li>Greater schedule control by choosing assignments that fit your availability</li><li>No long-term contractual commitments</li><li>Compensation tied directly to hours worked</li><li>Reduced exposure to administrative meetings and non-clinical duties</li></ul><p><br></p><p>For physicians and APPs seeking autonomy and income transparency, locum tenens can provide a compelling alternative.</p><h2>Compensation Benefits for Locum Tenens Careers</h2><p>Beyond base pay, locum tenens careers often include meaningful financial advantages that enhance overall earnings and stability.</p><h3>Industry Competitive Rate</h3><p>Locum tenens compensation reflects current market demand. Facilities rely on experienced clinicians to maintain patient access and continuity of care, and pay rates are structured accordingly.</p><p>Rates vary based on specialty, urgency, geographic location, and assignment length, but they are designed to attract qualified providers quickly. This market-driven structure ensures that your clinical expertise is appropriately valued.</p><h3>Weekly Direct Deposit</h3><p>Reliable cash flow matters. Many locum tenens assignments offer weekly direct deposit, providing consistent and predictable income. Weekly payments allow providers to manage expenses confidently, build savings more efficiently, maintain financial stability between assignments, and plan personal or professional investments with clarity. This regular pay cadence offers peace of mind and reduces the uncertainty sometimes associated with traditional pay cycles.</p><h3>Travel and Housing Coverage</h3><p>Locum tenens assignments often include travel and lodging arrangements coordinated on your behalf. Airfare, mileage reimbursement, and housing accommodations are typically covered, reducing out-of-pocket expenses and increasing your effective take-home earnings. This added support allows providers to focus on delivering care rather than managing logistics.</p><h3>Malpractice Coverage and Licensing Support</h3><p>Professional protection is built into most locum tenens placements. Malpractice insurance is typically provided for the duration of your assignment, offering peace of mind and financial protection. Additionally, many locum tenens programs assist with state licensure, credentialing, and paperwork, saving time and eliminating administrative friction.</p><h2>Earn What You're Worth with Cross Country Locums</h2><p>Partnering with the right locum tenens organization makes a meaningful difference in both compensation and experience. Cross Country Locums supports physicians and advanced practitioners with opportunities designed to align with your financial and professional goals.</p><p>When you work with Cross Country Locums, you gain:</p><ul><li>Access to assignments nationwide</li><li>Competitive, transparent compensation</li><li>Weekly direct deposit</li><li>Comprehensive travel and lodging support</li><li>Malpractice coverage during assignments</li><li>Dedicated recruiters who advocate on your behalf</li></ul><p><br></p><p>Beyond placement, Cross Country provides ongoing communication and logistical support, from credentialing assistance to assignment coordination, so you can focus on patient care while earning the compensation you deserve.</p><p>If you're ready to explore assignments that reflect your value and expertise, visit <a href="https://www.crosscountry.com/locums" rel="noopener noreferrer" target="_blank">Cross Country Locums</a> to learn more about <a href="https://www.crosscountry.com/locums/hotjobs?utm_source=Website&amp;utm_campaign=Blog" rel="noopener noreferrer" target="_blank">available opportunities</a>.</p><p><strong>Additional Reading and Resources</strong></p><ol><li>Cross Country Healthcare – Locum Tenens Overview Comprehensive details on locum tenens opportunities, benefits, and how placements work. <a href="https://www.crosscountry.com/locums" rel="noopener noreferrer" target="_blank">https://www.crosscountry.com/locums</a></li><li>Medscape Physician Compensation Report 2025 National benchmarking data on physician pay trends, including insights that help contextualize locum tenens earning potential. </li><li>Association of American Medical Colleges (AAMC) – Physician Workforce Data Analysis of national physician shortages, workforce distribution, and the growing need for flexible staffing solutions. <a href="https://www.aamc.org/data-reports/report/us-physician-workforce-data-dashboard" rel="noopener noreferrer" target="_blank">https://www.aamc.org/data-reports/report/us-physician-workforce-data-dashboard</a></li><li>MGMA DataDive – Provider Compensation &amp; Staffing Insights Benchmark compensation and staffing trends across specialties — useful context for comparing locum tenens earnings. <a href="https://www.mgma.com/datadive" rel="noopener noreferrer" target="_blank">https://www.mgma.com/datadive</a></li><li>AMA – Physician Practice Benchmark Survey Insights into practice patterns, compensation structures, and variability across medical practice models. <a href="https://www.ama-assn.org/about/ama-research/physician-practice-benchmark-survey" rel="noopener noreferrer" target="_blank">https://www.ama-assn.org/about/ama-research/physician-practice-benchmark-survey</a></li></ol>

How to Earn What You're Worth with Locum Tenens Jobs

Learn how workforce modeling helps healthcare organizations forecast staffing needs, reduce labor gaps, improve workforce utilization, and make smarter data-driven staffing decisions.

<p>Healthcare workforce leaders are being asked to solve an increasingly complex equation: maintain consistent patient coverage, control labor costs, support staff well-being, and respond quickly to unpredictable demand shifts.</p>
<p>Traditional staffing approaches, built around historical schedules or reactive shift filling, often struggle to keep pace with changing patient volumes, seasonal trends, and workforce availability.</p>
<p>Strategic workforce modeling offers a more proactive path forward. By combining workforce data, predictive analytics, and operational planning, healthcare organizations can forecast staffing needs earlier, reduce coverage gaps, and make more informed staffing decisions across departments and care settings.</p>

<h2>What Is Workforce Modeling in Healthcare</h2>
<p>Workforce modeling in healthcare is a data-driven planning approach that forecasts future staffing needs based on patient demand, workforce supply, historical utilization patterns, and operational goals.</p>

<p>Rather than responding to shortages after they occur, workforce modeling helps leaders anticipate staffing requirements weeks or months in advance.</p>

<p> Modern workforce models typically analyze factors such as:</p>

<ul>
  <li> Patient census and acuity trends </li>
  <li> Seasonal volume fluctuations </li>
  <li> Historical staffing utilization </li>
  <li> Skill mix requirements across units </li>
  <li> Overtime and contingent labor usage </li>
  <li> Workforce availability and turnover patterns </li>
</ul>

</br>
<p> The result is a forward-looking staffing strategy that aligns clinical resources more closely with expected care demand. For hospital leaders, this shifts workforce planning from reactive scheduling to strategic capacity management.</p>

<h2>How Workforce Modeling Reduces Healthcare Staffing Surges and Gaps</h2>
<p>Unplanned staffing shortages and sudden surges remain among the most expensive and disruptive challenges hospitals face. Without predictive insight, organizations often rely on last-minute solutions that can increase costs and strain clinical teams.</p>

<p>Workforce modeling helps reduce these disruptions by identifying risk signals early.</p>

<p>Healthcare systems using workforce modeling can:</p>
<ul>
  <li> Forecast peak demand periods before schedules are finalized </li>
  <li> Identify departments likely to experience shortages </li>
  <li> Adjust staffing levels proactively </li>
  <li> Balance internal float pools more effectively </li>
  <li> Improve deployment of cross-trained clinicians </li>
</ul>

</br>
<p> When staffing decisions are guided by predictive data rather than hindsight, organizations gain greater operational stability and more consistent coverage across units.</p>

<h2>Benefits of Predictive Healthcare Staffing and Analytics</h2>
<p> Predictive healthcare staffing analytics extend workforce modeling by continuously analyzing workforce and operational data to guide decision-making.</p>
<p>Key benefits include</p>

<ul>
  <li><strong>Improved labor utilization</strong></br>
Staffing resources are aligned more closely with actual patient demand, helping reduce inefficiencies.</li>

  <li><strong>Better financial visibility</strong></br>
Leaders gain clearer insight into labor trends, allowing earlier intervention when costs begin to rise.</li>

  <li><strong> Reduced reliance on emergency staffing adjustments</strong></br>
Advance forecasting supports more deliberate workforce planning.</li>


  <li><strong> Stronger workforce experience</strong></br>
More predictable scheduling and balanced workloads can help reduce burnout pressures tied to chronic understaffing.</li>

  <li><strong>Faster operational decision-making</strong></br>
Real-time analytics allow leaders to adjust staffing strategies as conditions change.
  </li>
</ul>
</br>
<p> Together, workforce modeling and predictive analytics help healthcare organizations move toward more sustainable staffing operations.</p>

<h2> Real-World Examples of Workforce Modeling in Action</h2>
<p>Healthcare organizations are increasingly applying workforce modeling across multiple operational areas.</p>
<p>Common use cases include:</p>

<ul>
  <li> <strong> Seasonal demand planning </strong></br>
Hospitals forecast respiratory illness surges or high-volume admission periods and adjust staffing plans accordingly.</li>

  <li> <strong> Systemwide workforce alignment</strong></br>
Health systems analyze staffing needs across facilities to distribute available clinicians more effectively.</li>

  <li> <strong> Float pool optimization</strong></br>
Predictive insights help determine where flexible staff resources will be needed most.</li>

  <li> <strong>  Service line expansion planning</strong></br>
Organizations model workforce requirements before launching new programs or opening additional care units. </li>
</ul>

</br>
<p>These applications allow leadership teams to make staffing decisions with greater confidence and fewer last-minute adjustments.</p>


<h2> Technology Tools That Support Smarter Staffing Planning</h2>

<p> Advances in healthcare workforce technology have made modeling more accessible and actionable.</p>

<p> Today’s workforce planning platforms may integrate:</p>

<ul>
  <li> Predictive analytics and AI-supported forecasting</li>
  <li> Scheduling and staffing systems</li>
  <li> Workforce management platforms</li>
  <li> Credential and workforce availability data</li>
  <li> Operational and patient volume analytics</li>
</ul>
</br>

<p> When these systems work together, organizations gain a more complete view of workforce capacity, enabling planning decisions based on real operational conditions rather than assumptions.</p>

<p>Technology alone, however, is only part of the solution. Successful workforce modeling also requires experienced workforce strategy support and healthcare labor market insight.</p>

<h2> Discover Cross Country’s Workforce Modeling and Analytics Support</h2>
<p> Strategic workforce planning works best when data, technology, and healthcare workforce expertise come together. Cross Country Healthcare supports organizations with workforce modeling and analytics capabilities designed to help leaders better understand staffing demand, evaluate workforce trends, and plan more effectively for changing care needs.</p>

<p> By combining workforce insights with flexible staffing strategies, healthcare organizations can strengthen planning visibility, improve labor utilization, and build more resilient staffing models for the future. Reach out <a href="https://share.hsforms.com/1Vu8-Qsg_TDWjln51RJygxAcb5sd?_hsenc=p2ANqtz-8uibQCjxTHTpOsKBVTLcOmlsn9Sl7-wkRxW5nhSwlJD0BmkjprmZ0sZ67UQ9g0k0NYpT0a" target="_blank">here</a> to connect with us.
</p>

<h2>Additional Reading</h2>
<ul>
  <li><a href="https://www.aha.org/center/health-innovation-market-scan/2024-workforce-technologies " target="_blank"> https://www.aha.org/center/health-innovation-market-scan/2024-workforce-technologies</a> </li>

  <li><a href="https://www.healthaffairs.org/do/10.1377/forefront.20230210.807651/ " target="_blank"> https://www.healthaffairs.org/do/10.1377/forefront.20230210.807651/</a> </li>

  <li><a href="https://www.kpmg.com/us/en/articles/2025/transforming-healthcare-centralized-ai-powered-scheduling.html" target="_blank">https://www.kpmg.com/us/en/articles/2025/transforming-healthcare-centralized-ai-powered-scheduling.html</a> </li>

  <li><a href="https://www.crosscountryhealthcare.com/insights/" target="_blank"> https://www.crosscountryhealthcare.com/insights/</a> </li>
</ul>




How Strategic Workforce Modeling Drives Smarter Healthcare Staffing Decisions

Discover 6 practical strategies to prevent caregiver burnout in PACE programs, including self-care tips and how your local branch office can support you.

<p>
   In-home caregivers are the heart of the nation’s most vulnerable populations, especially those served through the Program of All-Inclusive Care for the Elderly (PACE). Supporting older adults with complex medical and social needs requires compassion, resilience, and stamina.
<p>

<p> But even the most dedicated caregivers can experience burnout.</p>

<p> Long shifts, emotional demands, and balancing personal responsibilities can take a toll. The good news? With the right strategies and support, in-home caregivers can protect their energy, maintain their passion, and build long, fulfilling careers in home-based care.</p>

<p>Here are six practical, proven strategies to prevent caregiver burnout and stay energized on the job.</p>

<h2>1. Set Clear Boundaries Between Work and Home</h2>
<p>When you care deeply about your participants, it’s easy to bring work home emotionally and mentally. Over time, that emotional spillover can lead to exhaustion.</p>
<p><strong>Try this:</strong></p>
<ul>    
   <li> Establish a simple “end-of-shift” routine (deep breaths, journaling, or a short walk).</li>
   <li>	Establish a simple “end-of-shift” routine (deep breaths, journaling, or a short walk).</li>
   <li>	Communicate clearly with supervisors about your availability.</li>
</ul>
    
    </br>

<p> Healthy boundaries allow you to show up fully during your shift without draining yourself after hours.</p>

<h2>2. Prioritize Micro Self-Care During the Day</h2>
<p> Self-care doesn’t have to mean spa days or long vacations. Small moments throughout the day can make a big impact.</p>

<p><strong>Quick energy resets:</strong></p>
<ul>
    <li> Take 3–5 minutes for stretching between tasks.</li>
    <li> Stay hydrated and pack nutrient-dense snacks.</li>
    <li> Step outside for fresh air when possible.</li>
    <li> Practice brief breathing exercises to lower stress.</li>
</ul>

</br>
<p>These small actions help regulate stress hormones and keep your energy steady during long shifts.</p>

<h2>3. Lean on Your Care Team</h2>
<p> PACE and other interdisciplinary care models are built around teamwork. You are not alone in supporting participants.</p>
<p> Strong communication with nurses, social workers, and care coordinators helps:</p>
<ul>
    <li> Reduce feelings of isolation </li>
    <li> Clarify care expectations </li>
    <li> Prevent unnecessary stress </li>
    <li> Ensure participant needs are shared across the team</li>
</ul>

</br>

<p> If something feels overwhelming, speak up early. Asking for support is a sign of professionalism, not weakness.</p>

<h2>4. Use Your Local Branch Office as a Support System</h2>
<p>Your local branch office isn’t just there for scheduling, it’s a valuable resource for support, guidance, and problem-solving.</p>

<p>If you’re feeling overwhelmed, experiencing challenges with a case, or simply need clarification, your branch team can help:</p>

<ul>
    <li> Adjust schedules when possible </li>
    <li> Provide additional training or coaching </li>
    <li> Address participant or family concerns </li>
    <li> Offer encouragement and check-ins </li>
</ul>

</br>

<p> Staying connected to your local office helps you feel supported and ensures small challenges don’t turn into major stressors. You are part of a larger team and your branch is there to advocate for you.</p>

<h2>5. Continue Learning and Building Skills</h2>
<p> Burnout often happens when caregivers feel stuck or undervalued. Ongoing training and skill development can reignite motivation and confidence.</p>

<p> Look for opportunities to:</p>
<ul>
    <li> Attend caregiver training sessions </li>
    <li> Learn about new care techniques </li>
    <li> Develop communication and dementia-care skills </li>
    <li> Explore career advancement pathways</li>
</ul>

</br>
<p>When you grow professionally, your work feels more purposeful and your confidence increases.</p>

<h2>6. Protect Your Physical Health</h2>
<p> In-home caregiving is physically demanding. Proper body mechanics and health habits are essential for long-term sustainability.</p>

<p><strong>Focus on:</strong></p>
<ul>
    <li>Using safe lifting techniques</li>
    <li> Wearing supportive footwear</li>
    <li> Getting consistent sleep</li>
    <li> Scheduling routine healthcare visits</li>
    </ul>
    </br>

<p> Taking care of your body ensures you can continue caring for others safely and effectively.</p>

<h2>Recognizing the Early Signs of Caregiver Burnout</h2>
<p> Prevention starts with awareness. Watch for early warning signs like:</p>
<ul>
    <li>Chronic fatigue</li>
    <li>Irritability or emotional numbness</li>
    <li>Difficulty concentrating</li>
    <li>Feeling disconnected from your purpose</li>
    <li>Increased absenteeism</li>
</ul>
</br>

<p> If you notice these symptoms, talk with your supervisor or branch representative. Early intervention makes a significant difference.</p>

<h2>You Deserve Support, Too</h2>
<p> In-home caregivers are essential to keeping older adults safely in their homes and communities. The work you do is meaningful, but it should also be sustainable.
Organizations that prioritize proper staffing, training, and caregiver support create environments where caregivers can thrive, not just survive.</p>

<p> At Cross Country Community Care, we believe caring for caregivers is just as important as caring for participants. With structured onboarding, ongoing training, responsive local branch support, and team-based collaboration, we’re committed to helping caregivers build long-term, rewarding careers in PACE programs nationwide.</p>

<h2>Caring for Yourself is Part of the Job</h2>
<p> Burnout is often a signal that support systems need strengthening. By setting boundaries, practicing daily self-care, leaning on your team, staying connected to your local branch office, continuing to grow, and protecting your health, you can sustain your energy and passion for caregiving.</p>

<p> Your well-being matters. When you care for yourself, you provide even better care for those who depend on you every day.</p>


<h2>Ready to Join a Supportive PACE Caregiver Team?</h2>
<p>If you’re passionate about caring for older adults and want to work for an organization that truly supports its caregivers, we’d love to connect with you.
<a href="https://www.crosscountry.com/ccwsg-caregiver-careers?leadSource=Blog&&campaignCode=BLOG" target="_blank">Apply Today</a> and take the next step in your PACE caregiver career.</p>







6 Strategies to Prevent Caregiver Burnout in PACE Programs | In-Home Caregiver Support Tips

6 Practical Strategies for In-Home Caregivers to Prevent Burnout and Stay Energized

Cross Country Healthcare, Inc. (Nasdaq: CCRN), a technology-driven healthcare workforce solutions company, today released its 2026 Healthcare Workforce Outlook, a workforce trends study based on a survey of more than 500 healthcare leaders across the country.

<h1 style="text-align: center;">Survey of 500+ healthcare leaders signals a shift: the next era of workforce strategy is powered by unified data, real-time visibility, and AI that turns insight into execution</h1>
<p style="text-align: justify;">BOCA RATON, Fla., March. 2, 2026 – Cross Country Healthcare, Inc. (Nasdaq: CCRN), a technology-driven healthcare workforce solutions company, today released its 2026 Healthcare Workforce Outlook, a workforce trends study based on a survey of more than 500 healthcare leaders across the country.</p>
<p style="text-align: justify;">The message from healthcare leaders is clear: rising labor costs, combined with retention pressure and clinician burnout, are creating a planning and operating model problem for health systems. Leaders are moving beyond one-off fixes and prioritizing unified workforce technology and AI-enabled forecasting to improve labor utilization, reduce premium labor reliance, and make faster, smarter workforce decisions across the entire labor ecosystem.</p>
<p style="text-align: justify;">The report also reinforces a hard reality: cost pressure is now the norm. Healthcare leaders are planning for sustained labor cost increases and looking for better tools to forecast demand earlier, optimize deployment, and improve cost efficiency without compromising quality.</p>
<p style="text-align: justify;">Key findings from the 2026 Healthcare Workforce Outlook</p>
<ul style="margin-left:20px">
  <li style="text-align: justify;">Rising labor costs are expected to continue: Seven in 10 healthcare leaders expect labor costs to rise.</li>
  <li style="text-align: justify;">Retention and burnout remain major operational risks: Leaders continue to cite retention and burnout as top workforce pressures impacting stability and performance.</li>
  <li style="text-align: justify;">Flexibility is now an operating requirement: Leaders describe workforce flexibility as “not optional” as they navigate tighter margins and persistent shortages.</li>
  <li style="text-align: justify;">Leaders want AI and analytics that drive action: Many report visibility gaps tied to disconnected systems, scheduling complexity, and data that exists, but does not translate into faster decisions or better utilization.</li>
</ul>
<p><br /></p>
<p style="text-align: justify;">“Healthcare workforce strategy has entered a new era,” said Kevin C. Clark, Chairman and Chief Executive Officer of Cross Country Healthcare. “This is no longer a short-term staffing problem. It’s an operating model problem. Health systems need a unified view of their labor ecosystem, and they need AI that can forecast demand, optimize deployment, and help leaders make faster, smarter decisions that protect quality and reduce unnecessary cost.”</p>
<p style="text-align: justify;">Today, many health systems are trying to manage workforce decisions across disconnected tools, siloed labor data, and inconsistent processes. That fragmentation creates blind spots, slows decisions, and pushes teams into reactive staffing, often at a higher cost and with greater strain on clinicians. The path forward is unifying workforce technology and applying AI to turn real-time visibility into action: forecasting demand earlier, improving labor utilization, reducing avoidable premium spend, and supporting a more sustainable staffing model.</p>
<p style="text-align: justify;">Cross Country’s 2026 outlook highlights the practical moves health systems are prioritizing heading into 2026, including:</p>
<ul style="margin-left:20px">
  <li style="text-align: justify;">Unifying workforce technology to reduce fragmentation across internal and contingent labor workflows and create a single, reliable source of workforce truth</li>
  <li style="text-align: justify;">Using AI-enabled forecasting to anticipate demand earlier, reduce last-minute staffing, and improve labor utilization and labor mix decisions</li>
  <li style="text-align: justify;">Reducing scheduling friction that drives burnout, premium labor spend, and avoidable operational disruption</li>
  <li style="text-align: justify;">Strengthening internal resource pools and flexible labor models to improve coverage and resiliency without over-relying on high-cost options</li>
  <li style="text-align: justify;">Aligning finance, operations, HR, and clinical leaders around shared workforce measures that connect utilization, cost efficiency, and quality outcomes</li>
</ul>
<p><br /></p>
<p style="text-align: justify;">Report availability</p>
<p style="text-align: justify;">The 2026 Healthcare Workforce Outlook is available now. To download the report and request a workforce strategy consult, <a href="https://www.crosscountry.com/2026-workforce-trends-study" rel="noopener noreferrer" target="_blank">click here</a>.</p>
<p style="text-align: justify;">About Cross Country Healthcare</p>
<p style="text-align: justify;">Cross Country Healthcare, Inc. (Nasdaq: CCRN), is a technology-driven healthcare workforce solutions company, delivering an AI-powered digital platform and advisory services backed by 40 years of healthcare labor expertise to help health systems optimize and sustain their entire labor ecosystem.</p>
<p style="text-align: justify;">Through Intellify<sup style="vertical-align: super; font-size: smaller;">®</sup>, its cloud-based workforce and vendor management platform designed to integrate with core hospital systems, Cross Country helps improve transparency across the labor ecosystem. Intellify<sup style="vertical-align: super; font-size: smaller;">®</sup> unifies workforce management across service lines, including non-clinical, nursing, allied health, and locums, into a single, centralized view of internal and contingent labor. Powered by real-time analytics and AI-driven insights, the platform helps leaders forecast demand, optimize labor utilization, streamline workflows, and improve cost efficiency while supporting high-quality care delivery.</p>


CROSS COUNTRY RELEASES 2026 HEALTHCARE WORKFORCE OUTLOOK

CROSS COUNTRY RELEASES 2026 HEALTHCARE WORKFORCE OUTLOOK, SHOWING AI-DRIVEN FORECASTING AND UNIFIED LABOR TECHNOLOGY ARE NOW CORE TO COST CONTROL AND WORKFORCE SUSTAINABILITY

Learn how competitive travel nurse salaries attract top talent, reduce staffing gaps, and improve retention, plus strategies healthcare organizations can use to stay competitive today.

<p>Travel nursing remains one of the most dynamic and in-demand segments of the healthcare workforce. With ongoing staffing shortages across the U.S., travel nurses play a vital role in keeping hospitals and clinics functioning at peak capacity. Competitive compensation is a central factor in nurses’ decisions about assignments and staffing partners, and offering competitive travel nurse salaries is a strategic necessity in a crowded labor market.</p>
<p>According to industry data, travel nurses can earn annualized salaries that often exceed those of traditional staff nurses, even when accounting for differences in assignment length and benefits. National averages for travel nurse roles can hover well above $100,000 per year, with some specialties and high-demand regions pushing weekly earnings into the $2,000+ range.</p>
<p>Against this backdrop, healthcare facilities and staffing agencies must strategically approach compensation to attract and retain quality nursing talent.</p>
<h2>Why Is It Important to Offer Competitive Travel Nursing Salaries?</h2>
<p>Today, travel nurses have more choices than ever, making salary a primary driver in where, when, and with whom they choose to work. Competitive pay influences recruitment success and also impacts retention, workforce stability, and overall patient care outcomes. Here are some key reasons to offer competitive compensation to travel nurses:</p>
<h3>Attract the Best Talent</h3>
<p>Competitive salaries are one of the first things experienced travel nurses evaluate when considering an assignment. In a market where many organizations compete for the same pool of professionals, higher pay packages can make the difference between securing a candidate and losing them to a competitor. With travel nurse staffing constituting a large share of the broader healthcare staffing market, demand for quality nurses remains strong.</p>
<h3>Retain with Financial Incentives</h3>
<p>Once travel nurses accept assignments, their experience throughout the contract influences whether they return for future placements. Competitive compensation signals respect for the nurse’s skills and commitment, fostering loyalty. When nurses feel fairly compensated, organizations benefit from lower turnover, less recruitment friction, and stronger long-term relationships.</p>
<h3>Reduce Staffing Gaps</h3>
<p>Healthcare facilities often turn to travel nurses during peak demand, seasonal surges, or unexpected staffing shortages. If salaries aren’t competitive, providers risk prolonged vacancies, which can directly impact patient care quality and staff burnout among permanent employees. Competitive pay helps ensure contract positions are filled quickly and reliably.</p>
<h3>Reflect Market Realities</h3>
<p>Salaries in the travel nursing field must reflect current industry realities, including inflation, regional cost-of-living differences, and specialist demand. Offering compensation that keeps pace with these shifts positions staffing solutions as modern, responsive, and aligned with nurses’ expectations.</p>
<h3>Support Your Employer Brand</h3>
<p>Compensation isn’t just about numbers; it’s part of how nurses perceive a company’s values and culture. Organizations known for fair and transparent salary practices build stronger reputations, attract higher-quality candidates, and differentiate themselves in a competitive marketplace.</p>
<h2>Competitive Strategies for Travel Nurse Salaries</h2>
<p>Travel nurses know their value, and competitive salary strategies are the difference between filling assignments quickly or watching top talent walk away. Here are several strategies to consider:</p>
<h3>Benchmark Against Market Data</h3>
<p>Staying informed about travel nurse salary trends enables organizations to set pay ranges that are attractive and realistic. This involves reviewing national and regional pay data, specialty demand reports, and cost-of-living indices to ensure salary offerings remain competitive and aligned with what nurses are earning elsewhere.</p>
<h3>Tiered Pay Structures</h3>
<p>One effective strategy is establishing tiered compensation based on experience, specialty credentials, and performance metrics. This approach rewards nurses as they advance professionally and gives them a clear financial incentive to deepen their skills. Tiered pay also helps to communicate pay expectations transparently to candidates.</p>
<h3>Bonuses and Incentive Programs</h3>
<p>Offering sign-on bonuses, completion bonuses, and referral incentives can significantly enhance the overall attractiveness of a compensation package. While base hourly or weekly pay remains critical, these additional incentives can tip the scale in favor of a particular offer, especially in high-demand specialties or locations.</p>
<h3>Flexible Compensation Packages</h3>
<p>Travel nurses value flexibility. Organizations that offer choices between different compensation elements, such as higher base pay vs. larger stipends for housing and meals, allow nurses to customize packages to match their needs. This personalization boosts satisfaction and strengthens recruitment appeal.</p>
<h3>Cost of Living Adjustments</h3>
<p>Geographic differences affect how far a salary goes. Cost-of-living adjustments (COLAs) address regional disparities, ensuring that nurses in high-cost areas, such as major cities, receive compensation that reflects their actual earning potential. Adjusting pay based on location demonstrates fairness and helps maintain competitiveness nationwide.</p>
<h2>Preparing for Better Travel Nurse Hires</h2>
<p>This year and beyond, travel nursing will remain a critical component of healthcare delivery in the United States. With ongoing workforce shortages and fluctuating demand across regions, the competition for talented travel nurses is intense. Healthcare facilities and staffing partners that prioritize competitive travel nurse salaries are better positioned to attract, retain, and build long-lasting relationships with this essential workforce.</p>
<h2>Travel Nurse Staffing Solutions from Cross Country Healthcare</h2>
<p>At Cross Country Healthcare, our focus is on delivering staffing solutions that meet both facility needs and clinician expectations. With decades of industry expertise and a nationwide network, we help connect qualified travel nurses with meaningful assignments across the country.</p>
<p>We strive to craft compensation packages that appeal to diverse needs, from new travel nurses entering the field to seasoned specialists seeking premium assignments.</p>
<p>
  Ready to hire more travel nurses? <a href="https://www.crosscountry.com/staffing-advisory-request" rel="noopener noreferrer" target="_blank"><strong>Connect with our team and see what’s possible in your market.</strong></a>
</p>
<h2>Sources and Additional Reading</h2>
<ul style="margin-left:20px">
  <li>U.S. Bureau of Labor Statistics (BLS). Occupational Employment and Wage Statistics — Registered Nurses (Latest Release). <a href="https://www.bls.gov/oes/" rel="noopener noreferrer" target="_blank">https://www.bls.gov/oes/</a></li>
  <li>U.S. Bureau of Labor Statistics (BLS). Employment Projections for Registered Nurses, 2023–2033. <a href="https://www.bls.gov/ooh/healthcare/registered-nurses.htm" rel="noopener noreferrer" target="_blank">https://www.bls.gov/ooh/healthcare/registered-nurses.htm</a></li>
  <li>National Council of State Boards of Nursing (NCSBN). 2024 National Nursing Workforce Study. <a href="https://www.ncsbn.org" rel="noopener noreferrer" target="_blank">https://www.ncsbn.org</a></li>
  <li>American Association of Colleges of Nursing (AACN). 2024–2025 Nursing Shortage Fact Sheet. <a href="https://www.aacnnursing.org/news-data/fact-sheets" rel="noopener noreferrer" target="_blank">https://www.aacnnursing.org/news-data/fact-sheets</a></li>
  <li>U.S. Bureau of Economic Analysis (BEA). Regional Price Parities by State and Metro Area (Latest Release). <a href="https://www.bea.gov/data/prices-inflation/regional-price-parities" rel="noopener noreferrer" target="_blank">https://www.bea.gov/data/prices-inflation/regional-price-parities</a></li>
</ul>


Travel Nurse Salaries 

Travel Nurse Salaries to Stay Competitive 

Cross-training builds flexible healthcare teams ready for staffing shortages and volume surges. Learn its benefits and best practices for agile operations.

<p>Healthcare facilities are constantly challenged to deliver high-quality patient care while also managing unpredictable staffing demands. From seasonal surges in patient volume to unexpected workforce shortages, healthcare organizations must be agile, resilient, and proactive. One of the most effective ways to build that resilience is through cross-training—a strategic workforce development approach that equips clinical professionals with the skills to perform multiple roles.</p>
<p>Cross-training strengthens healthcare workforce flexibility by empowering clinicians with expanded competencies. This helps institutions to minimize operational disruptions, improve patient outcomes, and build a workforce that thrives in dynamic conditions.</p>
<h2>Why Cross-Training Is Essential for Today’s Healthcare Workforce</h2>
<p>Healthcare delivery is inherently complex. Unlike static industries where demand is predictable, healthcare encounters frequent fluctuations, from seasonal influenza spikes to sudden emergencies like natural disasters or public health crises.</p>
<p>At the same time, hospitals and clinics face persistent staffing pressures. Many healthcare providers struggle to fill roles quickly due to retirements, labor market shortages, and burnout.</p>
<p>This is where cross-training becomes essential. It is the intentional development of clinical professionals to enable them to perform duties outside their primary specialty competently. A medical assistant trained to support triage functions, or an RN with competencies in multiple clinical units, adds versatility and operational capacity to any care setting.</p>
<h3>The Core Benefits of Cross-Training</h3>
<ul style="margin-left:20px">
  <li><strong>Enhanced workforce agility:</strong> Cross-trained clinicians can adapt to changing demands by filling essential roles when others are unavailable.</li>
  <li><strong>Improved staff retention:</strong> Employees with broader skills often feel more valued, supported, and invested in their careers</li>
  <li><strong>Lower reliance on temporary labor:</strong> Cross-training may reduce the need for contract staffing by optimizing internal capabilities.</li>
</ul>
<h2>Improving Staffing Flexibility Through Multi-Skilled Clinical Teams</h2>
<p>Traditionally, healthcare teams have been structured around strict role boundaries: a respiratory therapist focuses on pulmonary care, a surgical nurse in the OR, an LPN in long-term care, and so on. While specialization is important, excessive rigidity limits an organization’s ability to respond when one area becomes overwhelmed.</p>
<h3>What Are Multi-Skilled Clinical Teams?</h3>
<p>A multi-skilled clinical<em> team</em> comprises professionals competent in more than one discipline or clinical function. For example:</p>
<ul style="margin-left:20px">
  <li>Registered nurses (RNs) trained in both med-surg and telemetry</li>
  <li>Patient care technicians capable of supporting both acute care and rehabilitation tasks</li>
  <li>Allied health professionals are cross-trained to assist in basic diagnostics</li>
</ul>
<p><br /></p>
<p>The advantage of multi-skilled teams goes beyond coverage. It fosters an environment where teams collaborate more effectively, break down silos, and view workflows more holistically.</p>
<h3>Real-World Staffing Flexibility</h3>
<p>Imagine a sudden surge in the emergency department due to a severe weather event. A traditional staffing model might scramble to find extra ED nurses on short notice. A cross-trained clinical team, however, may redeploy internal staff with the competencies needed to support critical tasks, ensuring continuity of care.</p>
<p>This internal flexibility can fill gaps more quickly, improve patient satisfaction, and reduce fatigue among staff who are overburdened by rigid shift constraints.</p>
<h2>How Cross-Training Supports Rapid Response Coverage During Volume Spikes</h2>
<p>Healthcare demand is rarely linear. Holidays, seasonal outbreaks, and community events can dramatically increase patient volume. In these periods, rapid-response coverage becomes a strategic priority.</p>
<p>Cross-training helps organizations:</p>
<h3>React Quickly Without Compromising Quality</h3>
<p>Clinicians who understand multiple care settings can be mobilized quickly where they are needed most. Unlike temporary staff who may require orientation, cross-trained internal staff already understand the culture, systems, and clinical expectations of their facility.</p>
<h3>Reduce Response Time</h3>
<p>In situations such as a sudden surge in respiratory illnesses during flu season, cross-trained nurses or respiratory therapists can shift focus without lengthy onboarding. This expedites patient care decisions and supports throughput when time is critical.</p>
<h3>Increase Operational Redundancies</h3>
<p>Cross-training creates built-in redundancies, making the organization less likely to be hampered when key individuals are unavailable. From vacations to illnesses, flexible staff ensures operational continuity.</p>
<p>In practice, this means:</p>
<table style="border:none">
  <tr >
    <th style="border:none">Scenario</th>
    <th style="border:none">Traditional Model</th>
    <th style="border:none">Cross-Trained Model</th>
  </tr>
  <tr style="border:none">
    <td style="border:none">Sudden surge in ED volume</td>
    <td style="border:none">Overtime + agency staffing</td>
    <td style="border:none">Reassign multi-skilled clinicians</td>
  </tr>
  <tr style="border:none">
    <td style="border:none">Short staffing in the ICU</td>
    <td style="border:none">Canceled procedures</td>
    <td style="border:none">Internal staff pivot to critical support</td>
  </tr>
  <tr style="border:none">
    <td style="border:none">Unexpected absenteeism</td>
    <td style="border:none">Coverage gaps</td>
    <td style="border:none">On-demand cross-trained support</td>
  </tr>
</table>
<p>These scenarios illustrate how cross-training reduces friction and creates a more resilient care environment—a major advantage in today’s unpredictable healthcare landscape.</p>
<h2>The Long-Term Operational Benefits of a Cross-Trained Healthcare Workforce</h2>
<p>Cross-training delivers short-term flexibility, but its benefits extend far beyond momentary crises. Organizations that invest in cross-training cultivate long-term operational advantages:</p>
<h3>Workforce Resilience</h3>
<p>Cross-training creates a culture of adaptability. Teams accustomed to learning new skills are more agile, less stressed by change, and better able to manage transitions in care delivery.</p>
<h3>Improved Care Coordination</h3>
<p>When clinicians understand multiple points of the patient care continuum, communication improves. This leads to better handoffs, fewer errors, and higher patient satisfaction.</p>
<h3>Enhanced Talent Development</h3>
<p>Cross-training positions your organization as a career-development partner. Employees see opportunities for growth, deepening loyalty and reducing turnover, which is an important differentiator in competitive labor markets.</p>
<h3>Cost Efficiencies&nbsp;</h3>
<p>Cross-training reduces dependency on supplemental staffing while optimizing the value of existing resources. Facilities can allocate resources more strategically, investing in innovation rather than constant catch-up staffing.</p>
<h2>Discover How Cross Country Delivers Flexible Healthcare Workforce Solutions</h2>
<p>Cross-training is a powerful internal strategy, but it works best when paired with external staffing solutions that understand the complexity of modern healthcare. That’s where Cross Country comes in.</p>
<p>As a leader in healthcare workforce solutions, Cross Country helps organizations navigate staffing challenges with precision, speed, and strategic insight whether you need supplemental travel clinicians, permanent placement support, or customized workforce planning, Cross Country partners with you to ensure continuity of care even under pressure.</p>
<p>Cross Country’s comprehensive approach includes:</p>
<ul style="margin-left:20px">
  <li><strong>Talent acquisition</strong> for critical clinical roles</li>
  <li><strong>Workforce analytics and planning</strong> to predict staffing needs</li>
  <li><strong>Flexible staffing models</strong> that support growth and fluctuation</li>
  <li><strong>Partnerships rooted in long-term success</strong></li>
</ul>
<p><br /></p>
<p>By blending internal workforce strategies, such as cross-training, with scalable staffing solutions, healthcare leaders can build systems that are not just reactive but also proactively adaptable.</p>
<p>Ready to strengthen your workforce? Cross-training and flexible staffing solutions are the key to thriving in any scenario. <a href="https://www.crosscountry.com/staffing-advisory-request" rel="noopener noreferrer" target="_blank">Let’s connect</a>.</p>
<h2>Sources and Additional Reading</h2>
<ul style="margin-left:20px">
  <li>Interprofessional Education as a Foundation for Flexible Care Teams Learn how educating healthcare professionals together can improve collaboration and build workforce flexibility — a strategy closely related to cross-training efforts. <a href="https://pmc.ncbi.nlm.nih.gov/articles/PMC7873741/" rel="noopener noreferrer" target="_blank">https://pmc.ncbi.nlm.nih.gov/articles/PMC7873741/</a></li>
  <li>Effects of Cross-Training on Teamwork in Healthcare Settings This study explores how cross-training improves teamwork among medical and pharmacy residents, providing real evidence of collaborative benefits. <a href="https://pmc.ncbi.nlm.nih.gov/articles/PMC6473695/" rel="noopener noreferrer" target="_blank">https://pmc.ncbi.nlm.nih.gov/articles/PMC6473695/</a></li>
  <li>Principles to Enhance Health Workforce Flexibility An insightful paper on strategies to break down rigid professional boundaries and promote a more adaptable health workforce — foundational context for why cross-training matters. <a href="https://pmc.ncbi.nlm.nih.gov/articles/PMC4532254/" rel="noopener noreferrer" target="_blank">https://pmc.ncbi.nlm.nih.gov/articles/PMC4532254/</a></li>
  <li>Cross-Training to Create Short-Term Volume Flexibility in Healthcare This research article discusses cross-training’s impact on cost, quality, and flexibility — useful for readers interested in the operational and economic implications. <a href="https://www.mdpi.com/1660-4601/17/22/8514" rel="noopener noreferrer" target="_blank">https://www.mdpi.com/1660-4601/17/22/8514</a></li>
</ul>


Why Healthcare Cross-Training Matters: Improve Staffing Flexibility

Cross-Training to Boost Healthcare Workforce

The Value of Cross-Training Strategies to Strengthen Healthcare Workforce Flexibility

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Many travel nurses enjoy having their own vehicles, so they have the freedom to explore. Contact CCH for Travel Nurse assignments.

<p>Getting ready for a travel nursing assignment requires a lot of preparation in completing all necessary paperwork, securing housing accommodations and packing everything you’ll need. However, many travel nurses (even veteran ones) often forget the importance of having a safe, reliable vehicle on a travel assignment. Are you thinking of owning your own vehicle for your travel nursing assignments? Consider the following three factors.</p><h2>Cost</h2><p>Many travel nurses do not end up living within walking distances of their travel assignments and often need to rent a car for the duration of their stay. Car rentals can be expensive, especially if you take several travel assignments per year, which is why it may be more cost-effective to own your own vehicle. However, there are many things to consider regarding costs of vehicle ownership, including car insurance and ongoing maintenance.</p><h2>Easy Shopping &amp; Transportation of Items</h2><p>As you think about transportation, it’s important to remember that your travel nursing assignment is not a vacation. As a temporary resident in a new city, you’ll have to run all your day-to-day errands yourself - such as grocery shopping, picking up dry-cleaning, or dropping a pet off at the veterinarian’s office. Having your own vehicle makes your daily routine much more manageable. Rather than lugging items (or pet!) on a bus or train, you’ll be able to get your errands done more efficiently and with less stress.</p><h2>Convenience</h2><p>While many travel nurses have assignments in cities with readily available public transportation, you may not enjoy always relying on trains and buses to get around. Travel nurses who enjoy exploring the cities they are visiting often want the flexibility to commute to places at their leisure. Having your own reliable vehicle can give you security in knowing you always have your own transportation throughout your travel assignment. Many travel nurses enjoy having their own vehicles, so they have the freedom to explore cities on their own terms.</p><p>These are just some of the many reasons why having your own vehicle can be very beneficial during a travel assignment.</p><p>While vehicle ownership comes with some ongoing expenses, you’ll likely find that the freedom and flexibility it affords is well worth the investment.</p><h2>Are you looking for new travel nursing opportunities?</h2><p>Get in touch today with Cross Country Nurses and let our recruiters assist you with the travel nursing process.</p>

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