Healthcare workforce shortages continue to challenge systems across the country, and increasingly, the gap is most visible in entry- and mid-level roles like Certified Medical Assistants (CMAs). These are the positions that keep clinics moving, patients supported, and care teams functioning efficiently.

Cone Health, a large North Carolina health system, responded with a strategy that is gaining attention as a replicable workforce model: the CMA Academy, an employer-led training program that turns existing employees into credentialed clinical staff.

For partners across the South Piedmont Workforce in Motion Collaborative, this approach offers a timely example of how workforce development, education, and employer leadership can align to address persistent staffing challenges.

From Talent Shortage to Talent Strategy

Like many health systems, Cone Health identified a widening gap between workforce demand and supply. Traditional pipelines, community colleges and training programs, were not producing enough CMAs to meet hiring needs.

Rather than competing for a limited external workforce, the organization shifted strategy:

Build the Workforce Internally

The CMA Academy recruits individuals already working within the organization, both clinical and nonclinical staff, and prepares them for certification through structured education, hands-on training, and exam preparation.

Participants complete coursework aligned with industry standards while gaining practical experience in real care settings, creating a direct bridge between learning and employment.

Originally designed as a 12-month program, the academy was quickly refined into a six-month accelerated pathway, improving accessibility for working adults without compromising rigor.

What Makes the CMA Academy Model Work