Cleveland Clinic was looking to create a culture that fostered continuing education and to address the barriers to degree completion head-on.
And they had some demanding goals that meant they needed to take a closer look at their tuition reimbursement program. For example, to maintain Magnet® designation status, the Institute of Medicine mandates that healthcare facilities like Cleveland Clinic increase the proportion of RN nurses with a Bachelor of Science in Nursing (B.S.N.) to 80 percent by 2020.
With EdAssist’s help, Cleveland Clinic negotiated better tuition discounts at schools that held particular value to the organization. Nursing leadership also realized that their caregivers were not always making informed decisions about RN-to-B.S.N. degree programs and would benefit greatly from educational advising. To better guide their nurses, Cleveland Clinic rolled out a program requiring all nurses to schedule advising appointments with EdAssist before starting on their education journeys.
Nurses can often be troubled by financial constraints, work/life balance concerns, lack of academic support, or negative experiences in school. EdAssist’s experienced advisors helped each nurse tackle these issues, offering personalized attention and unbiased advice and financial counseling. The advisors are able to offer experienced support in completing the FAFSA to give them access to the most financial aid opportunities. Further, the EdAssist advisors conducted in-depth research into academic programs on behalf of the nurses, developing individual education plans. These plans made it easy to compare programs at a glance based on costs, opportunities, and time to completion.
Cleveland Clinic also taps tuition discounts and other benefits from 220 schools in the EdAssist Education Network. In addition, EdAssist enhanced the network to include universities offering programs that are particularly relevant for healthcare workers.
• Saved $1 million in just the first year of working with EdAssist.
• Increased participation in tuition reimbursement program.
• Reduced tuition spend and shortened time to completion for nurses.
• Supported Magnet Recognition Program goals.
• Negotiated deeper tuition discounts and created better alignment between programs selected and talent pipeline needs.
Facts & Figures
Total employees: 43,000