South Piedmont AHEC Regional
Workforce in Motion Newsletter

June 2026
Recruit, Train, and Retain:
Developing the Workforce for a Healthy North Carolina

Collaborative Corner

As we welcome the start of summer and celebrate another school year coming to a close, it is an important time to recognize the incredible work happening across our region to strengthen the future healthcare workforce. Graduation ceremonies, student transitions into practice, and summer planning efforts all serve as reminders that workforce development is truly a year-round investment in people, partnerships, and possibility.

Over the past several months, the South Piedmont Regional Workforce in Motion Collaborative has continued building meaningful momentum through strong regional engagement and action-oriented collaboration. Employers, educators, workforce professionals, and community partners have come together to move beyond conversation and into implementation, advancing strategies focused on recruitment, retention, training, preceptor development, apprenticeship expansion, and new graduate success.

This spring’s Apprenticeship Accelerator events across the Northwest, Piedmont, and South Piedmont AHEC regions further demonstrated the power of collaboration and shared learning. Partners from across the state explored innovative workforce solutions, heard inspiring stories from apprenticeship graduates, and strengthened connections that will continue supporting healthcare pipeline development well into the future.

As we move into the summer months, our collaborative remains focused on sustaining this momentum, supporting pilot projects, advancing action group priorities, and continuing to align regional efforts with statewide workforce initiatives through the North Carolina Health Talent Alliance and NC AHEC network.

Thank you to every partner contributing time, expertise, leadership, and energy to this work. Together, we are building stronger pathways into healthcare careers and creating a more sustainable workforce for the communities we serve.
Kimberly Schnitzler, RN, MSN
Project Manager, South Piedmont AHEC
Regional Workforce Development

In This Issue:

  • Workforce Pulse: NC AHEC NEWS:
    • Return to Nursing or Reactivate Your License with NC AHEC's RN Refresher Program
  • Workforce Pulse: NC STATE NEWS:
    • Strengthening Retention in the Nursing Workforce: Insights for Employers, Educators, and Workforce Partners.
  • Workforce Pulse: SOUTH PIEDMONT REGIONAL NEWS: 
    • Workforce Act of 2026: Strengthening North Carolina’s Talent Pipeline
  • Pathway Spotlight: CAREERS IN FOCUS: 
    • From Vision to Reality: Lincoln County Health Academy Celebrates First Graduating Cohort
  • CALL FOR ACTION
    • Call for Presenters: NC Nursing Workforce Research Fall 2026 Conference
  • On the Horizon: UPCOMING EVENTS
    • South Piedmont Regional Workforce in Motion Collaborative Meeting
    • Hot Flashes & Cool Heads: Supporting Women Through Perimenopause and Menopause
    • Conflict Management: Essential Skills for Emerging Leaders
    • Happier Workers, Higher Morale, Enhanced Performance: Create a Healthier Team Micro-Culture
    • What You Need to Know for Your First Leadership Role
    • Case Management Certification Review Course
    • Certified Professional in Healthcare Quality (CPHQ) Review Course
    • Medical Surgical Nursing Certification Review Course
Workforce Pulse: NC AHEC NEWS
Return to Nursing or Reactivate Your License
with NC AHEC's RN Refresher Program

The NC AHEC Registered Nurse (RN) Refresher Course is approved by the North Carolina Board of Nursing for nurses seeking to reinstate a lapsed license or refresh nursing and clinical knowledge. Offered through a collaboration between the NC AHEC Program, the UNC–Chapel Hill School of Nursing, and South Piedmont AHEC, the program consists of two components: an online, self-paced curriculum comprising 140 contact hours across 24 modules, and a 140-hour precepted clinical practicum coordinated by regional AHECs statewide. Upon successful completion, participants are eligible to apply for nursing license reinstatement. Established in the late 1980s, the program has supported thousands of nurses returning to clinical practice across North Carolina

For more information click
HERE.
 
Workforce Pulse: NC STATE NEWS
Strengthening Retention in the Nursing Workforce  

Insights for Employers, Educators, and Workforce Partners
We would like to recognize and credit the authors of “Retention of Registered Nurses: A Brief Report on Interventions to Increase Retention in the Nursing Workforce,” developed by the Cecil G. Sheps Center for Health Services Research at the University of North Carolina at Chapel Hill. Their work provides valuable, evidence-informed insights that can guide our collective efforts to address one of the most pressing workforce challenges: retention.
 
Why Retention Matters Now
  
Across the healthcare landscape, retaining skilled nurses is as critical as recruiting them. Persistent shortages, increased demand for care, and the ongoing impacts of workforce burnout have elevated retention as a top priority for health systems and workforce stakeholders. The Sheps Center report reinforces that retention is not driven by a single factor, it is shaped by workplace culture, leadership, career mobility, and the overall work environment. 

For our region and statewide workforce initiatives, this aligns directly with what employers and educators are experiencing: a need to move beyond short-term hiring solutions and toward sustainable, system-level strategies that support workers throughout their careers.

 
Key Drivers of Nurse Retention
  
The report highlights several core factors that influence whether nurses stay in their roles or leave the profession: 
  • Work Environment & Culture: Supportive leadership, teamwork, and a culture of respect significantly improve retention outcomes.
  • Workload & Staffing Levels: High patient loads and staffing shortages contribute to burnout and turnover.
  • Professional Development Opportunities: Access to training, career ladders, and advancement pathways encourages long-term commitment.
  • Compensation & Benefits: Competitive pay matters, but it is most effective when paired with broader workplace improvements.
  • Well-being & Burnout Prevention: Addressing stress and mental health is essential for sustaining the workforce.
These factors reinforce that retention is both a workforce and organizational issue, one that requires coordinated strategies across employers, educators, and community partners.

What Works: Evidence-Informed Strategies
  
  
The report outlines several promising interventions that organizations can implement to improve nurse retention:

1. Strengthening Leadership and Management
Effective frontline leadership is one of the strongest predictors of retention. Training managers to support staff, communicate effectively, and foster inclusive workplaces can reduce turnover. 
   
2. Creating Career Pathways
Structured pathways, such as clinical ladders, specialty training, or leadership development, help nurses see a future within their organization instead of seeking opportunities elsewhere.  
   
3. Improving Work Conditions
Efforts to address staffing ratios, scheduling flexibility, and workload distribution directly impact job satisfaction and reduce burnout.
   
4. Supporting Transition-to-Practice Programs
Residency and onboarding programs for new nurses improve confidence, competence, and long-term retention, especially in the first critical years of employment.
   
5. Investing in Well-Being
Programs that support physical and mental health, including peer support and access to resources, help sustain the workforce during high-demand periods.
 
Implications for Workforce Collaboration
  
For employers, educators, and workforce partners, the report underscores an important takeaway: retention is a shared responsibility. 
  • Employers can implement workplace improvements and invest in supportive leadership and career advancement opportunities.
  • Educators can align training programs with workforce needs and integrate resilience, leadership, and real-world transition skills into curricula.
  • Workforce partners can convene stakeholders, support regional strategies, and help scale effective models across systems.  

Moving Forward Together
  
As we continue to build programs and partnerships across our workforce ecosystem, the findings from the Sheps Center provide a strong evidence base for action. Retention is not a single intervention, it is the result of intentional, coordinated strategies that value workers, support their growth, and create environments where they can thrive.

By aligning our efforts, we can strengthen not only the nursing workforce, but the overall health and resilience of our communities.

Read the Full Article
HERE.

 
Workforce Pulse: SOUTH PIEDMONT REGIONAL NEWS
 
Workforce Act of 2026:
Strengthening North Carolina’s Talent Pipeline
 
A new statewide effort to strengthen North Carolina’s workforce system is underway with the introduction of the Workforce Act of 2026. This legislation reflects a continued commitment to expanding economic opportunity, aligning education with employer needs, and building more accessible pathways for individuals to enter and advance in high-demand careers.

At its core, the Workforce Act focuses on creating a more connected and responsive workforce system, one that supports learners, employers, and communities alike. The proposed approach brings together education, workforce development, and industry partners to better address current labor market demands while preparing for future growth.

What the Workforce Act Aims to Do

While the full legislation outlines detailed strategies and investments, several overarching priorities are central to the effort:
  • Expand access to workforce pathways.
    Increase opportunities for individuals to gain the skills, credentials, and experiences needed to secure sustainable employment.
  • Strengthen connections between education and industry.
    Promote deeper collaboration between employers, K–12 systems, community colleges, and universities to ensure training aligns with real workforce needs.
     
  • Scale work-based learning and apprenticeship models.
    Support programs that allow individuals to “earn while they learn,” helping businesses build talent pipelines while reducing barriers for workers.
  • Address regional workforce needs.
    Recognize that workforce challenges and opportunities differ across the state and encourage solutions that are responsive to local economies and communities.
  • Improve coordination across systems.
    Streamline efforts across agencies and organizations to reduce duplication, increase efficiency, and maximize impact.

Why This Matters for Our Region

For communities across the region, this legislation represents an opportunity to further elevate the work already happening through local partnerships, employer engagement, and innovative workforce programs.

Whether it’s strengthening rural workforce access, expanding apprenticeship opportunities, or supporting student success, many of the priorities reflected in the Workforce Act align closely with ongoing regional efforts. Continued collaboration will be key to ensuring that policies translate into meaningful outcomes on the ground.


Learn More

To better understand the vision and impact of the Workforce Act of 2026, we encourage you to:
  • Watch the Workforce Act Overview Video HERE
  • Review the full legislation summary and supporting materials HERE
These resources provide additional insight into how the Act seeks to expand opportunity and strengthen workforce pathways across North Carolina.
Moving Forward Together
  
 
The introduction of the Workforce Act is an important moment for North Carolina’s workforce landscape. As partners across the region, staying informed and engaged will help ensure that this effort reflects the realities, strengths, and needs of our communities.
 
Pathway Spotlight: CAREERS IN FOCUS
From Vision to Reality: Lincoln County Health Academy Celebrates First Graduating Cohort

What began as a bold regional workforce vision has quickly become one of North Carolina’s most innovative healthcare talent pipeline models, and today, that vision is producing real results and changing lives for students in Lincoln County.

This May, the inaugural cohort of Lincoln County Health Academy students graduated high school, marking a major milestone for a program built through years of intentional planning, cross-sector collaboration, funding alignment, and unwavering commitment from community partners. These students now have just one semester remaining before becoming eligible to sit for the NCLEX-PN examination and begin working as Licensed Practical Nurses (LPNs) in their home communities.

Community-Driven Model for Workforce Success

The Lincoln County Health Academy represents a powerful collaboration among Gaston College, Lincoln County Schools, Atrium Health Lincoln, alongside key supporters including the Centralina Workforce Development Board, Lincoln County Rotary Student Loan Fund, and Golden LEAF Foundation.  community supporters, and regional funding partners, all aligned around a shared goal: creating earlier more affordable pathways into high-demand healthcare careers.

What makes this initiative stand out is not just the outcome, but the intentional design behind it. Partners worked collectively to align education systems with real-time employer needs, ensuring that students are not only learning, but preparing for careers that are in demand within their own communities.

Designing a Seamless Student Pathway

Launched as the first practical nursing pathway of its kind in North Carolina for high school juniors and seniors, the Academy was purposefully structured to remove traditional barriers to entry into healthcare careers.

Students begin in their junior year of high school with a focus on college level and dual enrollment coursework such as Anatomy and Physiology, Psychology, English, complimented by healthcare exposure opportunities, clinical preparation, and structured career exploration. During this year, students also complete an ATI Test of Essential Academic Skills preparation course and take the ATI TEAS exam, both of which are covered by sponsorship funds, to help prepare them to apply to the appropriate pathway.

In 12th grade, students transition into specialized pathways based on their interests and career goals, including:

  • Practical Nursing (PN)
  • EMT/Paramedic
  • Medical Assisting
  • Foundations of Healthcare (expanded pathway)
The addition of these multiple pathways reflects a key lesson learned during implementation: students benefit from flexible entry points into healthcare careers, not a single track.

The Practical Nursing pathway, in particular, has been groundbreaking. Students participate in clinical experiences at Atrium Health Lincoln while maintaining their high school experience through carefully coordinated scheduling, ensuring they remain connected to their schools, peers, and extracurricular activities.

Turning Complexity into Opportunity

Behind the scenes, bringing this model to life required navigating significant complexity. Partners worked through:
  • Curriculum approvals across education systems.
  • Clinical placement requirements and healthcare regulations.
  • Transportation logistics across four high schools.
  • Funding gaps for materials, supplies, and credentialing costs.
  • Legal and compliance considerations for minors in clinical settings.
These challenges were addressed through shared problem-solving and sustained commitment. Grant funding, scholarship support, and community investment helped eliminate many out-of-pocket expenses, making participation accessible to more students and removing financial barriers that often limit healthcare career pathways.

Just as important was the coordination itself, ensuring that students and families experienced a seamless program, despite the many systems working behind the scenes.

Results That Matter

The Academy’s success is already evident:
  • The first cohort has successfully progressed through the program and is nearing licensure.
  • Enrollment demand continues to grow year over year.
  • Expanded pathways are increasing access and participation.
  • Retention outcomes have exceeded traditional benchmarks.
This early momentum demonstrates both the effectiveness of the model and the strong community trust behind it.

A Model Recognized Across the State

In 2025, the Lincoln County Health Academy was awarded the Governor’s NCWorks Award of Distinction for Outstanding Innovative Partnership, recognizing it as a leading example of workforce innovation in North Carolina.

What makes this recognition especially meaningful is the level of “sweat equity” invested by every partner involved. School leaders, college faculty, healthcare professionals, workforce organizations, funders, and community advocates worked together to build, not just a program, but a sustainable workforce solution.

Looking Ahead

As the first cohort moves closer to licensure and employment, the Lincoln County Health Academy stands as more than a successful initiative, it is proof that intentional partnerships, aligned systems, and shared vision can create life-changing opportunities for students while strengthening the future workforce for entire communities.​​​​​​
Learn More

To explore more about the Lincoln County Health Academy and its impact: 
Lincoln County Health Academy Program

CALL FOR ACTION

CALL FOR PRESENTERS
 
NC Nursing Workforce Research Fall 2026 Conference: From Data to Action
Leveraging Local Research to Solve State Workforce Challenges
October 30, 2026

 
Building on findings from the Spring 2026 Landscape & Priorities conference, the Fall 2026 session shifts from identifying workforce challenges to showcasing data‑informed solutions being implemented across North Carolina.

Priority Presentation Areas Include:

Retain: Initiatives focused on strengthening retention across CNAs, LPNs, RNs, and faculty.
Recruit: Projects that increase entry into nursing or re‑engage those who left practice.
Train: Innovations and data‑driven improvements in education or faculty preparation.
Evaluate & Innovate: Projects that measure impact and scale solutions.

More details & abstract submission: visit:
Abstract Submission
Questions? katie_fitzpatrick@ncahec.net

View Brochure 
 

On the Horizon: UPCOMING EVENTS

South Piedmont AHEC Regional Workforce Collaborative Meeting – June 25, 2026 Register Now!

Leadership at Lunch Series: Bite-Sized Learning for Big Impact
 
Level up your leadership skills in just 60 minutes with our exciting and convenient Leadership at Lunch classes! Delivering powerful solutions to today’s leadership pitfalls in a way that fits your schedule, our virtual webinars are just what new (and not so-new) healthcare leaders need to thrive!
 
Hot Flashes & Cool Heads: Supporting Women Through Perimenopause and Menopause
June 2, 2026 | 12 PM–1 PM
  
Conflict Management: Essential Skills for Emerging Leaders
August 4, 2026 | 12 PM–1 PM
  
Happier Workers, Higher Morale, Enhanced Performance: Create a Healthier Team Micro-Culture
September 2, 2026 | 12 PM–1 PM
 
What You Need to Know for Your First Leadership Role
September 15, 2026 | 12 PM–1 PM

Spring 2026 Upcoming Certification Review Classes
 
Case Management Certification Review Course
June 4, 2026 | 8 AM–4:30 PM
   
Certified Professional in Healthcate Quality (CPHQ) Review Course
June 9–11, 2026 | 8 AM–3:30 PM
  
Medical Surgical Nursing Certification Review Course
June 11th & 12th, 2026 | 8 AM–3:30 PM
 
For more information or to register, click here.

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