To CNA Certification and Beyond: EHM Senior Solutions Creates Career Growth for Current Employees

Written by Sydney Wojczynski

According to the Michigan Healthcare Workforce Index, there is a high projected shortage of Certified Nursing Assistants (CNAs) by 2033, and the occupation has the highest turnover rate of all healthcare occupations in the state. Initiatives to increase recruitment and retention are, therefore, critical. We spoke to Tiffany Mueller, Corporate HR Director, and Melissa Bryant, Corporate Learning & Development Manager, at EHM Senior Solutions (EHMSS) about their recently licensed proprietary CNA school and related career development opportunities. This CNA school addresses some challenges of traditional hiring, including standardizing the training quality of employees and reducing high recruitment expenses. 

Improving Training Outcomes

Mueller noted that the CNA training obtained by outside recruits is highly variable. They often had inconsistent levels of success in passing the state exam and mixed competency in essential skills, such as infection control. By having the program in-person and in-house, EHMSS knows the exact skillset the CNAs are obtaining. Additionally, the inaugural EHMSS CNA class had four of five participants pass the state certification exam on the first try, a significant improvement compared to previous pass rates. 

EHMSS celebrates the first graduating class of its CNA School

Mitigating Recruitment Costs

Recruitment can quickly become costly for skilled nursing facilities, where the requirement is to reimburse program tuition for new hires. This is especially true in high-turnover roles, such as CNAs. Outside candidates recruited for CNA positions would often not complete their training or fail the state exam, leading to wasted expenses. Now, EHMSS is recruiting from their existing workforce, upskilling interested employees who have been working for at least six months—a move that may also combat turnover. The CNA program takes place for two weeks during their regular work hours, creating an opportunity to enter into a healthcare occupation without cost or schedule barriers. 

EHMSS's 2026 LPN Pre-Apprenticeship Cohort

Continuing the Pipeline, CNA to RN

EHMSS also offers a Registered Licensed Practical Nurse (LPN) apprenticeship program. This three-semester program recruits CNA students to continue upskilling through the LPN program at Jackson College, with a six-month work requirement at EHMSS for participating students. Mueller noted that apprentices are more likely to stay with an employer, about 94 percent more likely, in fact, and employers realize an average return of $1.44 for every dollar invested in an apprenticeship. 

EHMSS LPN Apprenticeship Graduate, Zachary Wade

EHMSS’s CNA school and LPN apprenticeship program are part of a larger effort for current employees to help fill the need for Registered Nurses (RNs), while providing employees the opportunity to continuously find growth in their careers. Mueller noted that, while CNAs are the bedrock of a nursing facility, RNs are the current critical need. The organization competes for RNs with large hospitals in the area who can offer higher pay and a lower workload. With the help of current partners like the Michigan Works! Association and community colleges that are willing to reserve seats in their associate degree programs, EHMSS hopes to have an RN apprenticeship program available by 2026.

Learn More

For more information about innovative work happening in Michigan and nationwide, check out our database of healthcare workforce initiatives at www.mhc.org/initiatives.