San Luis Valley Regional Medical Center (SLV) in Alamosa, Colorado is an 800-employee, 40-bed hospital serving a rural community. We perform a range of surgeries in three operating rooms, from orthopedic surgery to obstetrics surgery. Like many rural health care centers, SLV has long faced a significant challenge in turnover. Our rural location makes it difficult to hire and retain qualified staff, who often leave for higher-paying opportunities in urban areas. This challenge was exacerbated during the COVID-19 pandemic, as we were reduced to emergent staff only, and turnovers increased dramatically.

Chronic Health Care Staffing Shortages — and an eLearning Solution

To address these critical shortages at SLV, we discovered a creative solution. Partnering with leading eLearning provider MedCerts, we launched programs to train for two much-needed positions: certified surgical technologist and certified sterile processing technician. Through these virtual programs that made it much faster and easier to fill essential positions, we have ensured the delivery of quality health care to our patients, developed locally based talent and provided employees with career advancement opportunities.

Recruiting Non-Traditional Candidates

One of our primary challenges was finding people with prior medical experience willing to commit to training programs. Local universities like Adams State and Trinidad Junior College offer nursing programs but struggle to retain enough educators to meet the demand. Yet with the ground-up training by MedCerts, we were able to turn to non-traditional candidates, such as recent high school graduates and local workers with no previous health care background and invite them to go through one of the two training programs.

Each program consisted of approximately 18 weeks of structured training, including hands-on experience and online learning. SLV covered the cost of the training program while concurrently paying employee salaries, requiring a two-year commitment to stay with SLV post-certification for the mutual benefit of the hospital and the employees.

Challenges Implementing the Program

Although the training program was innovative and effective, it had several challenges. While the certification took as little as 18 weeks, many of the recruits came in with little or no health care experience, so getting them up to speed took time and resources. It was clear that full competency would take closer to a year. We relied heavily on preceptors and traveling staff to fill gaps while new hires trained.

While we required a two-year commitment from participants in exchange for paying for their training, that requirement on paper wasn’t always enough to keep them. The rural location of Alamosa makes it challenging to compete with larger hospitals offering higher salaries in bigger cities. Despite these obstacles, the program has resulted in numerous success stories.

Sample Employee Success Stories

Sean Clutts was already working as an environmental services supervisor at SLV but wanted more from his career. He signed up for the surgical tech program, excited to learn new skills. After completing his training, he easily transitioned into his new role as a surgical technologist. Sean says, “What I enjoy most about my job, besides the people I work with, is that I learn something new every day while helping to improve people’s lives. Having an employer invest in my education shows me not only their commitment to their department and personnel, but it also says, You’re good, but let’s help you get better.”

RaeAnna Rios had no previous health care experience when she enrolled in our surgical tech program. She was looking for a long-term career and saw health care as her path forward. Six months later, RaeAnna earned her certification and started her new role as a surgical tech at SLV, feeling more self-assured and financially sound. Says RaeAnna, “I was looking for a career, something that would be long-term, and going through the program has enhanced my life, earned me a raise and helped my confidence.”

Alexis Roybal, a mother of two, had always dreamed of working in the medical field, but her job left her with no time for education. SLV’s fast-track training program offered a perfect solution, allowing her to balance her family responsibilities with her career ambitions. Now a certified surgical tech, Alexis feels empowered and is considering further training in either sonography or nursing. Alexis says “I feel very blessed to have been given an opportunity like this to pursue a career I’ve always wanted. For me and other graduates, it’s helped us push further to really see our potential and drive us forward on a path to make us as good as we can be.”

What Went Right: Positive Outcomes

The SLV training program proved to be a valuable investment for the hospital and the community. Some positive outcomes have included:

• Local workforce development: By recruiting non-traditional candidates and offering structured training programs, we provided opportunities to local talent.
• Increased retention: Although retention remains challenging, many employees stayed with us for the required two-year commitment, and some have expressed interest in further training and career advancement.
• Enhanced community impact: In a small community like Alamosa, the success of these programs has a ripple effect, addressing workforce shortages, contributing to local economic stability and improving healthcare outcomes.
• Staffing success: Over the last two years, our program has successfully produced four certified surgical technologists and two certified sterile processing technicians, with other candidates interested in the program when opportunities arise. This is a testament to the effectiveness of our approach and the potential it holds for future candidates.

A Model for the Future

Building on the success of our surgical tech and sterile processing tech training programs, SLV is considering expanding our offerings to include EKG technicians and other in-demand roles. Our goal is to continue providing career paths that empower employees to grow within the hospital, ultimately retaining talent and improving healthcare in our community.

By partnering with an online training provider, investing in local talent and creating significant opportunities for advancement, San Luis Valley Regional Medical Center is solving longtime staffing challenges, benefiting our community and serving as a model for other small-town and rural institutions nationwide.