Small-group work is one of the best places to accelerate learning for students with ADHD — it’s flexible, relationship-rich, and easier to tailor than whole-class instruction.

Small-group work is one of the best places to accelerate learning for students with ADHD — it’s flexible, relationship-rich, and easier to tailor than whole-class instruction. But to make small groups truly effective for diverse learners with ADHD, we must pair proven ADHD supports with culturally responsive, equity-minded practices. Below is a practical, session-ready guide you can use this week in your small groups. <h2>Small-group design: core principles</h2>Predictable structure + clear roles. Start each session with a 2-minute agenda, an explicit objective, and a student role (recorder, questioner, time-keeper, presenter). Students with ADHD thrive when they know exactly what will happen and what’s expected.Multi-modal entry points. Offer the task in words, visuals, and a quick demo. Let students choose how to show learning (draw, talk, type, act). This reduces barriers for multilingual learners and students with different processing styles.Micro-goals + frequent wins. Break the task into 5–12 minute chunks with an immediate, visible product (sentence, sketch, problem solved). Reinforce progress visibly so motivation stays high.Movement and sensory access. Build brief movement breaks or standing options into group flow (2–3 minutes every 15–20 minutes). Movement supports attention and self-regulation.Explicit executive function supports. Teach and scaffold strategies like checklists, timers, graphic organizers, and self-monitoring trackers right in the group. Rotate responsibility to help students internalize the strategies.<h2>Equity adaptations for small groups</h2><ul><li>Language access: Provide key vocabulary visuals and sentence stems in students’ home languages when possible; partner bilingual peers as language models. This prevents conflating language access issues with attention or effort.</li><li>Culturally relevant materials: Use texts and problems that reflect students’ cultures and experiences, this increases relevance and behavioral engagement.</li><li>Bias-aware assessment inside groups: Watch how you interpret participation and off-task behavior. Consider cultural norms around eye contact, group talkativeness, or deference to adults before assuming willful inattention. Use multiple evidence points (work product + behavior + family input) for decisions.</li><li>Gender-responsive approaches: Girls and nonbinary students are often under-identified; they may present with inattentive symptoms rather than hyperactivity. Use small-group observations and checklists that capture quieter attention challenges.</li></ul><h2>Family &amp; community partnership</h2><ul><li>Ask families about routines, sleep/meal contexts, and culturally specific expectations. These details inform realistic supports. Frame questions as strengths-based (e.g., “What helps X focus at home?”) and offer two or three quick, home-friendly strategies to try.</li><li>Share small-group progress with families in the language they prefer and invite their priorities into goal-setting; this fosters mutual trust and avoids top-down assumptions.</li></ul><h2>Progress monitoring that centers equity</h2>Use brief, consistent measures (work completion, rubric score, strategy use) rather than relying solely on subjective impressions. Collect data across settings (special ed group, general ed, home when possible). Review data with an equity lens — are certain groups showing different patterns that might signal bias or access issues?<h2>Common small-group snags &amp; fixes</h2><ul><li>If one student dominates: Assign explicit speaking turns and use a “talking token.”</li><li>If students disengage: Shrink the chunk size, add a movement micro-task, or offer a choice of product.</li><li>If cultural mismatch appears: Pause assumptions, ask the student/family for context, and adapt materials or expectations.</li></ul><h2>Small changes, big impact</h2>You don’t need a full overhaul. Start by adding one predictable routine (agenda + timer), one culturally relevant text or prompt, and one family question to your intake. Track the impact across just two weeks; those micro-wins build momentum and trust.&nbsp;<h3>Want more tools to support diverse learners with ADHD?</h3><a href="https://www.crosscountry.com/education/talent-professions?utm_source=Website&amp;utm_campaign=Blog" rel="noopener noreferrer" target="_blank">Join our educator network</a> for ready-to-use strategies, templates, and guides that help small-group instruction thrive.<h4>Citations</h4>Centers for Disease Control and Prevention. (2023, September 20). ADHD in the classroom: Helping children succeed. U.S. Department of Health &amp; Human Services.<a href="https://www.cdc.gov/adhd/treatment/classroom.html?utm_source=chatgpt.com" rel="noopener noreferrer" target="_blank"> https://www.cdc.gov/adhd/treatment/classroom.html</a>Centers for Disease Control and Prevention. (2022, August 9). Data and statistics on ADHD. U.S. Department of Health &amp; Human Services.<a href="https://www.cdc.gov/adhd/data/index.html?utm_source=chatgpt.com" rel="noopener noreferrer" target="_blank"> https://www.cdc.gov/adhd/data/index.html</a>CHADD. (n.d.). Diversity, equity &amp; inclusion. Children and Adults with Attention-Deficit/Hyperactivity Disorder. <a href="https://chadd.org/for-professionals/diversity-equity-inclusion/" rel="noopener noreferrer" target="_blank">https://chadd.org/for-professionals/diversity-equity-inclusion/</a>&nbsp;National Education Association. (2020). 10 tips for teaching students with LD and ADHD. <a href="https://www.nea.org/resource-library/10-tips-teaching-students-ld-and-adhd" rel="noopener noreferrer" target="_blank">https://www.nea.org/resource-library/10-tips-teaching-students-ld-and-adhd</a>&nbsp;Wolraich, M., &amp; Hagan, J. (2020). Clinical practice guidelines for the diagnosis, evaluation, and treatment of ADHD in children and adolescents. American Academy of Pediatrics. <a href="https://publications.aap.org/pediatrics/article/144/4/e20192528/38556" rel="noopener noreferrer" target="_blank">https://publications.aap.org/pediatrics/article/144/4/e20192528/38556</a>&nbsp;(Original article referenced for culturally responsive MTSS guidance and clinical collaboration concepts)&nbsp;

Supporting Diverse Learners with ADHD in Small Groups

Cross Country

education

Supporting Diverse Learners with ADHD in Small Groups 

Explore emerging trends in community health and learn about exciting career opportunities for healthcare professionals. Discover how you can make an impact in community health centers nationwide.

Community health is evolving rapidly. As healthcare systems adapt to changing patient needs, regulatory requirements, and workforce trends, community health centers (CHCs) are playing an increasingly vital role in providing accessible, high-quality care to diverse populations.

For healthcare professionals considering a career in community health, understanding emerging trends and future predictions can help you align your skills, explore opportunities, and make a meaningful impact in the communities you serve.

<h2>Growing Demand for Primary Care and Behavioral Health Services</h2>

Population growth, an aging demographic, and increased awareness of mental health needs are driving higher demand for primary care, mental health, and behavioral health services within community health centers.

What it means for you: Opportunities for nurse practitioners, physician assistants, social workers, behavioral health specialists, and registered nurses are expanding. Professionals with interdisciplinary skills and experience in holistic care will be highly sought after.

<h2>Increased Use of Telehealth and Digital Care</h2>

Telehealth adoption surged during the pandemic, and it&rsquo;s here to stay. CHCs are leveraging telehealth platforms to provide remote consultations, follow-ups, and chronic disease management, increasing access for underserved populations.

What it means for you: Healthcare professionals who are comfortable with virtual care, digital health tools, and patient engagement technologies will have a competitive advantage.

<h2>Focus on Social Determinants of Health (SDOH)</h2>

Community health is increasingly addressing social determinants of health, factors like housing, nutrition, transportation, and education that affect patient outcomes. CHCs are expanding programs to connect patients with social services and wraparound support.

What it means for you: Professionals who can integrate medical care with social support, collaborate across disciplines, and advocate for patients&rsquo; broader needs will thrive in this environment.

<h2>Interdisciplinary and Team-Based Care Models</h2>

Community health centers rely on team-based care models, combining clinical, behavioral, and administrative expertise to optimize patient outcomes. Collaboration among physicians, nurses, pharmacists, social workers, and care coordinators is essential.

What it means for you: Strong communication, collaboration, and adaptability are key skills. Professionals who embrace interdisciplinary work will find rewarding opportunities and career growth.

<h2>Innovative Workforce Models and Flexibility</h2>

To meet fluctuating patient demand and address workforce shortages, CHCs are adopting flexible staffing solutions, including per diem staff, temporary or interim clinicians, and hybrid work arrangements for some administrative roles.

What it means for you: There are more options than ever for healthcare professionals to explore roles that fit their lifestyle, career goals, and desired level of flexibility &mdash; whether permanent, temporary, or per diem.

<h2>Emphasis on Equity and Community Engagement</h2>

CHCs are on the forefront of health equity, providing care regardless of patients&rsquo; socioeconomic status. Professionals who are culturally competent, community-focused, and committed to reducing disparities will find meaningful work opportunities.

<h2>Why Consider a Career in Community Health?</h2>

<ul>
	<li>Impact: Serve diverse, underserved populations and make a tangible difference in patient outcomes.</li>
	<li>Growth: Opportunities in primary care, behavioral health, social services, and care coordination are expanding.</li>
	<li>Flexibility: Staffing models allow for permanent, temporary, or per diem arrangements.</li>
	<li>Collaboration: Work in interdisciplinary teams that value your skills and voice.</li>
</ul>

<h2>Looking Ahead</h2>

The future of community health is bright, dynamic, and full of opportunity. Healthcare professionals who embrace innovation, flexibility, and patient-centered care will be at the forefront of transforming healthcare delivery and improving community well-being.

Ready to consider a rewarding career in community health? <a href="https://www.crosscountry.com/wsg/join-our-network?leadSource=Blog&amp;campaignCode=CHCBLOG">Connect with Cross Country Workforce Solutions Group</a> to explore clinical and non-clinical roles where your skills meet meaningful impact.

The Future of Community Health: Trends and Predictions for Healthcare Professionals

The Future of Community Health

As a CRNA, you’re trained to handle critical moments with precision, confidence, and calm.

As a CRNA, you’re trained to handle critical moments with precision, confidence, and calm. Your skills are in high demand — but traditional full-time roles don’t always offer the flexibility, autonomy, or compensation you deserve.That’s why more CRNAs than ever are choosing locum tenens as a way to take control of their careers, expand their clinical experience, and enjoy a healthier work-life balance. And when CRNAs look for a trusted partner in that journey, they turn to Cross Country Locums.Here’s why.<h2>You Get the Flexibility You’ve Been Missing</h2>CRNAs are often tied to rigid schedules, long shifts, and limited PTO. With locums, you choose:<ul><li>When you work</li><li>Where you work</li><li>How long you work</li></ul>Whether you want month-long assignments, weekend coverage, or seasonal flexibility, Cross Country Locums helps you build a schedule that fits your life — not the other way around.<h2>Better Compensation for Your Expertise</h2>Locum work often means higher earning potential, especially for CRNAs. Depending on specialty needs, location, and demand, locum rates can significantly exceed traditional salaries.Cross Country Locums ensures:<ul><li>Competitive, premium pay rates</li><li>Accurate, timely payment</li><li>Transparent compensation with no surprises</li></ul>You bring your skill. We make sure you're compensated accordingly.<h2>Freedom Without the Administrative Burden</h2>Managing licensure, credentialing, travel, and onboarding is a lot — unless you have the right partner.Cross Country Locums provides a full support team, including:<ul><li>Dedicated recruiters</li><li>Credentialing specialists</li><li>Licensing support</li><li>Travel coordinators</li></ul>You focus on patient care. We handle the paperwork.<h2>Explore New Settings Without Long-Term Commitments</h2>Locum opportunities allow CRNAs to explore:<ul><li>Teaching hospitals</li><li>Community hospitals</li><li>Trauma centers</li><li>Surgery centers</li><li>Rural and underserved areas</li><li>High-acuity OR settings</li></ul>This variety helps you grow clinically, keep your skills sharp, and avoid burnout from repeating the same routine.<h2>Work-Life Balance Becomes Real — Not Just a Phrase</h2>The CRNA profession is demanding. Locums allows you to:<ul><li>Take extended breaks when you choose</li><li>Travel between assignments</li><li>Pursue hobbies or continue your education</li><li>Spend more time with family</li><li>Avoid chronic schedule fatigue</li></ul>Cross Country Locums helps you build assignments around the life you want — not the life you’re stuck in.<h2>We Know CRNAs — And We Advocate for You</h2>Our recruiters specialize in advanced practice roles. They understand your credentialing requirements, your scope of practice, and what makes an assignment worthwhile for a CRNA.We advocate for:<ul><li>Reasonable caseloads</li><li>Appropriate support teams</li><li>Safe work environments</li><li>Clear assignment expectations</li></ul>We put your safety, your boundaries, and your satisfaction first.<h2>A Partner You Can Trust — Every Step of the Way</h2>Choosing locums is a big decision. With Cross Country Locums, you’re not doing it alone. We walk with you from:<ul><li>First conversation</li><li>To first assignment</li><li>To your next opportunity</li><li>And every credentialing renewal in between</li></ul>Reliability, transparency, and integrity are our foundation.<h2>CRNAs Deserve Career Freedom — And Locums Makes It Possible</h2>If you're a CRNA looking for better pay, more flexibility, new experiences, or a path that finally supports your well-being, locum tenens may be the answer. And with Cross Country Locums, you get a partner who truly understands your value and supports your goals.<h3>Ready to take control of your CRNA career?</h3>Let’s find your next opportunity — on your terms. <a href="https://www.crosscountry.com/locums/hotjobs?utm_source=Website&amp;utm_campaign=Blog" rel="noopener noreferrer" target="_blank">Connect with our CRNA locum team today!</a>

Why CRNAs Choose Locum Tenens — and Why Cross Country Locums Is the Right Partner for You

locums

Here are some simple ways to recharge without leaving your student or losing built momentum.

Teachers are often encouraged to fight burnout by adding more to their plates — an after-school yoga class here, a PD on mental health there. And while those things are great (and truly beneficial!), sometimes they miss the point. Most educators don’t want more — they want less.Avoiding burnout doesn’t have to mean carving out extra time or energy — especially when you already spend your day moving from room to room, supporting students 1:1, and following someone else’s schedule. Especially for behavioral interventionists and special education aides, even the idea of “taking a break” can feel impossible.But here’s the thing: when you, as the adult and educator, are in a place of stress, the students you support feel and feed off that energy¹. Maintaining as much calm and neutrality as possible isn’t just for your own well-being — it can help your students feel safe and regulated too¹.That is why micro-moments — tiny, intentional resets built right into what you’re already doing — can make such a difference²³⁵. Here are some simple ways to recharge without leaving your student or losing built momentum.<h2>Start-of-Day Mindset</h2>Anchor Thought: If you have time, before getting out of your car, repeat a grounding phrase such as “I respond, not react.” or “I have full control over my emotions.”One-Minute Breath Check: While still in your car or waiting for your student to arrive, take 3 deep breaths — in through the nose, hold at the top for 3 seconds, and then slowly out through the mouth.Two-Word Intention: Choose two words to carry throughout your day (e.g., “calm + patient”). Put them in your pocket, tap them to the bottom of your water bottle, or hold them in your mind’s eye. Refer to them during transitions or moments of frustration.<h2>During a Session</h2>Micro-Body Awareness: As your students work or are in transitions, scan your body: unclench your jaw, lower your shoulders, release tension in your hands. If you’re sitting for a long period of time, consider rolling your ankles and wrists out. This helps keep your joints loose and relaxed which fights stress²⁵.Movement Moments: When transitioning between spaces, stretch your arms behind you or roll your shoulders. Small movements keep stress from settling in²⁵.Grounding: When standing near your student, notice your feet firmly on the floor — this is a mini reminder to stay grounded and present. Add a soft bounce in your knees every now and then to avoid knee locking which can cause nausea and dizziness.<h3>Student Interactions</h3>Silent Smile Practice: Every few interactions, offer a smile without saying anything. This helps soften your own nervous system while supporting connection¹.Notice One Win: At the end of a tough session, reflect upon one small success, such as, “They stayed seated for 5 minutes,” or “We laughed together once.” Those moments count, and they are worth recognizing³.<h2>Maximize Breaks You Do Have</h2>Spend an extra 30 seconds in the bathroom washing your hands. Notice the sensation of the water on your hands and take slow, deep breaths. Look at yourself in the mirror, smile, or say an affirmation aloud to yourself that resonates³⁵.If you’re more of an introvert, find a quiet space to eat your lunch alone. Eat slowly and be sure to hydrate!³⁵If you are someone who recharges better around other adults, find a friend who has the same lunch as you. It’s ok to vent if necessary but be mindful of complaining — it’s a slippery slope!<h2>End-of-Day Closure</h2>Lights-Off Breather: Before you leave or clock out, sit quietly for 30 seconds. Let the day settle and attempt to leave it behind you³⁵.Mental Door Close: As you walk out, think: “I’ve done enough for today.” Give yourself permission to rest. Do your best to leave the workday behind³⁵.Although it would be nice, you don’t need an hour-long break or a weekend retreat to reclaim your calm. These micro-moments remind you that even in a busy and unpredictable environment, you still have control over your energy and mindset²³⁵.When we as educators regulate, students follow¹. Each time you take a breath before reacting, ground yourself before speaking, or find one small win amidst a tough day, you’re not just protecting your peace — you’re modeling resilience for your student(s) as well¹.Small moments add up. Over time, these micro-habits can help create calmer classrooms, strengthen student and educator relationships, increase job satisfaction, and support better overall personal health²³⁵. <h4>Ready to bring more calm into your day? <a href="https://www.crosscountry.com/education/talent-professions?utm_source=Website&amp;utm_campaign=Blog" rel="noopener noreferrer" target="_blank">Partner with Cross Country</a> and get the guidance, tools, and support you need to succeed every day.</h4><h4> </h4><h3>References:</h3>Agyapong, B., Obuobi-Donkor, G., Burback, L., &amp; Wei, Y. (2022). Stress, burnout, anxiety and depression among teachers: A scoping review. International Journal of Environmental Research and Public Health, 19(17), 10706. <a href="https://doi.org/10.3390/ijerph191710706" rel="noopener noreferrer" target="_blank">https://doi.org/10.3390/ijerph191710706</a>Albulescu, P., Macsinga, I., Rusu, A., Sulea, C., Bodnaru, A., &amp; Tulbure, B. T. (2022). “Give me a break!” A systematic review and meta-analysis on the efficacy of micro-breaks for increasing well-being and performance. PLoS ONE, 17(8), e0272460. <a href="https://doi.org/10.1371/journal.pone.0272460 " rel="noopener noreferrer" target="_blank">https://doi.org/10.1371/journal.pone.0272460</a>Calm Editorial Team. (2023, March 13). Micro breaks: The importance of taking a break from work. Calm Blog. <a href="https://www.calm.com/blog/micro-breaks" rel="noopener noreferrer" target="_blank">https://www.calm.com/blog/micro-breaks</a>Dimitroff, S. J., Norman, G. J., Hawkley, L. C., &amp; Cacioppo, J. T. (2017). Physiological dynamics of stress contagion.Psychoneuroendocrinology, 83, 13–21. <a href="https://doi.org/10.1016/j.psyneuen.2017.05.024" rel="noopener noreferrer" target="_blank">https://doi.org/10.1016/j.psyneuen.2017.05.024</a>Stanford University Environmental Health &amp; Safety. (n.d.). Microbreaks. Stanford University.<a href="https://ehs.stanford.edu/subtopic/microbreaks" rel="noopener noreferrer" target="_blank"> https://ehs.stanford.edu/subtopic/microbreaks</a>

Micro-Moments to Keep Your Calm in the Classroom

What many facilities overlook is that temporary locum tenens coverage can significantly reduce these losses by maintaining patient flow, preserving revenue, and protecting long-term workforce stability. Read more.

Every healthcare leader knows physician turnover is expensive — but during peak demand periods, those costs multiply dramatically. When a physician leaves right before flu season, the holidays, or another high-volume window, hospitals and clinics risk revenue losses, patient backlogs, and overextended staff.What many facilities overlook is that temporary locum tenens coverage can significantly reduce these losses by maintaining patient flow, preserving revenue, and protecting long-term workforce stability.<h2>The High Price Tag of Physician Turnover</h2>Replacing a physician is not just about recruiting a replacement — it’s about absorbing all the hidden costs that come with a vacancy.Direct and indirect costs can include:<ul><li>Recruitment fees, signing bonuses, relocation expenses</li><li>Credentialing, licensing, and onboarding time</li><li>Lost productivity and billing during vacancy</li><li>Overtime or burnout among remaining staff</li><li>Reduced patient satisfaction and retention</li></ul> According to industry research, replacing a single physician can cost between $250,000 and $1 million, depending on specialty and market conditions. In some high-revenue departments, the loss can reach 2–3 times the provider’s annual salary once all factors are considered.<h2>Why Peak Demand Makes Replacement Even More Costly</h2>During surge periods — such as the winter respiratory season, the holidays, or post-summer catch-up months — vacancies have an amplified financial impact.For some hospitals, a single vacant primary care position can result in $130,000+ in lost monthly revenue when factoring in billings and patient flow disruption.<h2>Locum Tenens: The Bridge That Protects Revenue and Stability</h2>When faced with turnover or temporary staffing shortages, locum tenens providers offer an agile and cost-effective alternative.Here’s how locums help minimize losses:<ul><li>Immediate coverage, minimal downtime: Locums can be deployed quickly, ensuring patient visits and procedures continue without interruption.</li><li>Revenue continuity: By maintaining patient flow, facilities avoid canceled appointments and deferred care that impact bottom-line results.</li><li>Reduced overtime costs: Temporary physicians absorb the workload that would otherwise fall on overextended teams.</li><li>Retention safeguard: Giving permanent staff proper rest during peak stress periods helps prevent burnout and additional turnover.</li><li>Operational flexibility: Locums allow hospitals to scale staffing up or down based on seasonal demand — without committing to long-term payroll expenses.</li></ul> In short: while hiring locums involves an hourly or daily rate, it is far less expensive than the cascading costs of vacancy, burnout, and lost patient revenue.<h2>Strategic Takeaways for Healthcare Leaders</h2><ol><li>Plan early for peak demand — anticipate vacancies or time-off patterns, especially during the holidays.</li><li>Incorporate locum staffing into your annual workforce plan, not just as an emergency measure.</li><li>Measure the ROI: Compare the daily cost of a locum with your lost revenue per vacant shift — the math is almost always in favor of coverage.</li><li>Protect your permanent workforce: Using locums prevents burnout, strengthens retention, and stabilizes morale.</li></ol> Losing a physician during peak demand can be financially devastating — but it doesn’t have to be. With strategic use of locum tenens coverage, healthcare facilities can maintain patient access, protect revenue, and give permanent staff the support they need.At the end of the day, the question isn’t whether you can afford to use locums — it’s whether you can afford not to.<h2>Keep Your Facility Fully Staffed — and Profitable — This Peak Season</h2>Don’t let physician turnover cut into your revenue. Partner with our team to develop a proactive locum coverage plan that keeps your operations running smoothly year-round. <a href="https://www.crosscountry.com/locums/client-solutions?utm_source=Website&amp;utm_campaign=Blog" rel="noopener noreferrer" target="_blank">Get started!</a>

The True Cost of Replacing a Physician During Peak Demand 

Discover flexible staffing solutions for community health centers, including permanent, temp, temp-to-hire, interim, and per diem talent. Learn how Cross Country supports your workforce needs.

Community health centers play a critical role in providing accessible, high-quality care to diverse populations nationwide. But like many healthcare organizations, they face ongoing workforce challenges, from provider shortages and fluctuating patient volumes to the need for specialized clinical and non-clinical talent.

We partner with community health centers to deliver innovative staffing solutions that ensure care continuity, operational efficiency, and program growth.

<h2>Understanding the Staffing Challenges in Community Health Centers</h2>
 Community health centers often navigate a complex mix of staffing demands: 
<ul>
 <li> Provider shortages: Difficulty recruiting primary care physicians, nurse practitioners, and specialty clinicians.</li>
 <li>Variable patient demand: Seasonal spikes or grant-funded programs can create temporary workforce gaps.</li>
 <li>Retention pressures: High turnover among clinical and administrative staff can disrupt operations and patient care.
 </li>
</ul>


Meeting these challenges requires flexibility, strategic planning, and access to a wide talent pool, all of which can be supported by innovative staffing models.

<h2>Flexible Staffing Solutions for Community Health Centers</h2>

1. Permanent Placement
Recruiting permanent team members is critical for continuity and patient trust. We help community health centers identify and place qualified clinical and administrative professionals who align with your mission and culture.


2. Temporary Staffing
Temporary talent is ideal for filling short-term gaps, covering leaves, or managing seasonal patient surges. Our temp solutions give you flexibility without sacrificing quality of care.


3. Temp-to-Hire
Temp-to-hire models allow you to evaluate candidates on the job before committing to permanent placement. This reduces hiring risk while ensuring candidates are a strong fit for your team and patient population.


4. Interim Leadership
Interim executives and clinical leaders provide guidance during transitions, expansions, or unexpected vacancies. These experienced professionals help maintain operational stability and support strategic initiatives.

5. Per Diem Professionals
Per diem clinicians and support staff provide an extra layer of flexibility for unpredictable schedules or high-demand periods. These professionals integrate seamlessly into your existing team and help prevent burnout among full-time staff.




<h2>Why Partner with Cross Country</h2>
We specialize in supporting community health centers nationwide with tailored workforce strategies:

<ul>
 <li>Comprehensive talent pipelines: Access qualified, pre-vetted professionals across all clinical and administrative roles.</li>
 <li> Rapid deployment: Fill critical roles quickly to maintain uninterrupted patient care.</li>
 <li>Scalable solutions: Adapt staffing models as your needs evolve, whether expanding services, managing peak periods, or supporting temporary coverage.
 </li>
 <li>Expert guidance: Leverage our knowledge of healthcare staffing trends, regulatory requirements, and best practices to optimize workforce planning. </li>
</ul>


Community health centers are at the forefront of delivering equitable, patient-centered care and having the right workforce is key to that mission. By embracing innovative staffing models, including permanent, temporary, temp-to-hire, interim, and per diem solutions, your organization can stay agile, maintain high-quality care, and continue meeting the needs of your community.


Your mission is critical — and so is the workforce that supports it. Cross Country Workforce Solutions Group is proud to partner with community health centers nationwide to provide the flexible, reliable staffing solutions you need to thrive.


<a href="https://www.crosscountry.com/wsg/contact-us?leadSource=Blog&&campaignCode=CHCBLOG" target="_blank">Contact us</a> to explore collaborative workforce solutions tailored to your organization.

Innovative Staffing Models for Community Health Centers: Solutions for Today’s Workforce Challenges

This month, we’re thrilled to feature Bo K., a Special Education Teacher whose compassion, creativity, and commitment create a welcoming and empowering learning environment for every student she works with. Keep reading to discover more about Bo!

At Cross Country Education, we’re proud to partner with passionate educators who make a meaningful difference in students’ lives every single day. Special Education Teachers like Bo K. play an essential role in supporting students of all abilities—helping them grow academically, socially, and emotionally while building confidence and independence.Through our Educator Spotlight Series, we celebrate these dedicated professionals and aim to inspire others to explore the impactful and rewarding world of special education.This month, we’re thrilled to feature Bo K., a Special Education Teacher whose compassion, creativity, and commitment create a welcoming and empowering learning environment for every student she works with.Keep reading to discover what inspired Bo to pursue a career in special education—and why she’s proud to be part of the Cross Country Education team.<h2>Why did you become a Special Education Teacher?</h2>I became a Special Education Teacher because I realized how wonderfully diverse every classroom is. Within that diversity, I learned that there’s truly no one “right” way to teach - and no such thing as a “bad student,” only students who haven’t yet discovered how they learn best. I feel so much joy when I see that light bulb moment in a student’s eyes. That’s when I understood the true harmony of an inclusive classroom and wanted to be someone who provides the support, resources, and accommodations that allow every student to learn alongside their peers.<h2>What do you like about Cross Country Education?</h2>I really appreciate how flexible and supportive Cross Country Education is. They truly understand that everyone’s situation is different and genuinely care about work-life balance. The team’s professionalism and kindness make me feel valued and supported every step of the way. What I love most is that they never rush you - they make sure you feel confident and ready before taking on a role, and that kind of trust and guidance means a lot to me.<h2>What have you liked about your experience working at schools with Cross Country Education?</h2>I first worked with Cross Country Education when I was a first-year teacher - they were contracted to support my school and provided me with incredible training, coaching, and guidance. Thanks to that support, my experience working at school has felt positive and collaborative, even during the challenges of that first (and often intimidating) year of teaching. After returning from a two-year personal leave and officially joining CCE, that same level of care continued. No matter which school I’m assigned to, CCE and my oversight manager always ensure that I feel welcomed, supported, and fully prepared to help.<h2>What kind of advice would you give to those starting out in your field?</h2>Find a hobby or daily de-stressor that helps you transition out of “teacher mode.” Whether it’s taking five minutes to look at the sky and breathe, or coloring while listening to music - find an activity that brings you joy and peace. Teaching can be all-consuming, so learning to log off from “Ms. Kim” and return to just “Bo” helped me manage my stress. With a healthier mindset, I’m able to show up as the enthusiastic, grounded, and happy teacher my students deserve.<h2>SpEd Jobs</h2>If you're inspired by Bo's journey and ready to make a meaningful impact in students' lives as a Special Education Teacher, start your own rewarding adventure—explore our <a href="https://www.crosscountry.com/jobs/results?term=Special%20Education%20Teacher&amp;xTerm=&amp;jobType=&amp;profession=&amp;specialty=&amp;msp=&amp;shiftTypes=&amp;shiftLengths=&amp;durations=&amp;salaryMax=&amp;tags=noTags&amp;sort=relevant&amp;view=list&amp;offset=1&amp;size=9&amp;companyId=3&amp;location=&amp;geoLocationRadius=100&amp;industry=Education&amp;schedule=&amp;page=education&amp;utm_source=Website&amp;utm_campaign=BLOG" rel="noopener noreferrer" target="_blank">jobs</a> today!

Educator Spotlight – Bo K., Special Education Teacher

The holidays are often seen as a time for family, rest, shopping and tradition. If you're a healthcare professional, take advantage of these holiday deals.

As the holiday season approaches, healthcare professionals everywhere deserve a well-earned break—and maybe a few great deals, too! Whether you’re a nurse, allied professional, nurse practitioner, or a doctor, there are plenty of brands offering special discounts just for you.
We’ve rounded up the best holiday discounts and perks for healthcare workers in 2025—from travel and apparel to tech and wellness.
<h2>Travel &amp; Getaways</h2>
Expedia &amp; Hotels.com: Both platforms are offering up to 25% off select hotel bookings for verified healthcare workers this holiday season through ID.me. Perfect for a quick post-shift getaway or a cozy winter staycation.
Delta Airlines: Healthcare professionals can enjoy exclusive flight discounts on select routes when booking through Delta’s Partner Perks page. Check for additional holiday promotions like bonus SkyMiles or baggage fee waivers.
Marriott Hotels: Marriott’s “Healthcare Heroes” program continues this year, with special rates up to 30% off room bookings through the holidays—ideal for a relaxing recharge or a family trip.
<h2>Apparel &amp; Footwear</h2>
FIGS: The cult-favorite scrubs brand is running a Black Friday event with 20–30% off sitewide for healthcare professionals. Stack that with their ongoing 15% healthcare worker discount for maximum savings.
Nike &amp; Adidas: Both brands continue to honor frontline workers:
<ul>
 <li>Nike: 10% off for verified medical professionals.</li>
 <li>Adidas: 30% off through ID.me—just in time for those cozy holiday sneakers.</li>
</ul>
 
Clove: Designed specifically for healthcare professionals, Clove shoes are offering $20 off orders over $100 this holiday season with proof of employment.
<h2>Tech &amp; Gadgets</h2>
Apple: Apple’s annual Holiday Shopping Event is back, offering gift cards up to $200 with select purchases—and healthcare professionals can also access Apple’s Education and Government discounts, which often overlap.
Samsung: Verified healthcare workers can save up to 30% on phones, tablets, and wearables via the Samsung Offer Program this December.
Fitbit: Keep your wellness goals on track—Fitbit offers 20% off select devices for healthcare professionals, and their holiday bundles can add extra value.
<h2>Self-Care &amp; Wellness</h2>
Headspace: The meditation app continues its support for healthcare workers by offering free annual memberships for eligible professionals through the Headspace for Healthcare initiative.
Brooklinen: Enjoy up to 25% off premium bedding plus an extra 10% off for verified healthcare workers—perfect for catching up on rest between shifts.
Therabody: Healthcare professionals can get 20% off all Theragun devices this holiday season. Soothe those tired muscles and unwind after long days on your feet.
<h2>Bonus Tip: Stack &amp; Verify Your Discounts</h2>
To make sure you’re getting the best deal possible:
<ul>
 <li>Sign up through ID.me, SheerID, or VerifyPass to unlock exclusive pricing.</li>
 <li>Check each brand’s holiday promotions page—many stack additional limited-time discounts.</li>
 <li>Always verify eligibility before checkout to maximize savings.</li>
</ul>
 
You spend your days taking care of others—this holiday season, take care of yourself, too. With these exclusive discounts and perks, it’s the perfect time to treat yourself, recharge, and celebrate all you do.
Happy holidays, heroes in scrubs!

Top Holiday Discounts for Healthcare Professionals in 2025

Join Cross Country Workforce Solutions Group in honoring the compassionate professionals who make home-based care possible during National Home Care Week.

November 9&ndash;15, 2025 marks National Home Care Week, a time to recognize and celebrate the dedicated professionals who make it possible for millions of individuals to live safely, independently, and with dignity in their own homes.

For PACE (Programs of All-Inclusive Care for the Elderly) organizations, this week is especially meaningful. Home-based, person-centered care is the cornerstone of PACE, and it takes a compassionate, skilled workforce to make that mission a reality every day.

<h2>Honoring the People Behind the Mission</h2>

Home care professionals are the heartbeat of PACE. From home health aides and personal care attendants to nurses, therapists, and care coordinators, these individuals provide not only essential medical and daily living support, but also companionship, trust, and compassion.

During National Home Care Week, we celebrate their commitment to helping older adults age in place, maintaining comfort, independence, and quality of life at home. Their dedication ensures that participants receive the care and attention they deserve, right where they feel most secure.

<h2>Supporting the PACE Workforce</h2>

As PACE programs continue to expand and evolve, building and sustaining a reliable home care workforce is more critical than ever. At Cross Country Workforce Solutions Group, we&rsquo;re proud to partner with PACE organizations nationwide to:

<ul>
	<li>Deliver comprehensive staffing and workforce management solutions that ensure coverage and continuity of care.</li>
	<li>Connect programs with experienced home care professionals who understand and embrace the PACE model.</li>
	<li>Offer scalable, flexible workforce support to help programs adapt to changing participant needs and growth.</li>
</ul>

Our mission aligns with yours, to empower caregivers, strengthen teams, and help more participants thrive safely at home.

<h2>A Shared Commitment to Compassionate Care</h2>

This National Home Care Week, we extend our gratitude to the PACE professionals who bring care, comfort, and compassion into homes across the country.

Your work changes lives every day, and we&rsquo;re honored to support you in delivering the exceptional care that defines the PACE model.

Happy National Home Care Week from all of us at Cross Country Workforce Solutions Group!

Celebrating National Home Care Week

Learn how healthcare leaders can align talent acquisition with 2026 organizational goals using RPO, data, and proactive workforce planning.

As 2025 winds down, healthcare leaders are shifting their focus to 2026, setting new organizational priorities, financial targets, and workforce plans. But many talent acquisition (TA) leaders face the same challenge: how to align talent acquisition with evolving goals while managing rising turnover, shrinking candidate pools, and budget constraints.
That’s where a more strategic approach to recruitment, including Recruitment Process Outsourcing (RPO), can make the difference between chasing talent and building a workforce that drives long-term success.
<h2>The Disconnect Between Organizational Goals and Hiring Execution</h2>
Healthcare organizations are setting ambitious 2026 goals: expanding service lines, improving patient experience, advancing technology, and rebalancing labor costs. Yet in many systems, recruitment strategies remain reactive, focused on filling today’s openings instead of anticipating tomorrow’s needs.
When talent acquisition and organizational strategy operate in silos, it leads to:
<ul style="margin-left:20px">
 <li>Inconsistent staffing pipelines that fail to meet growth targets</li>
 <li>Higher labor costs due to reliance on premium contingent labor</li>
 <li>Slower time-to-fill for critical roles</li>
 <li>Slower time-to-fill for critical roles</li>
</ul>
 
To succeed in 2026, healthcare TA leaders must shift from transactional hiring to strategic talent alignment, and that’s where RPO can help.
<h2>How RPO Helps Align Talent Strategy with Organizational Goals</h2>
Recruitment Process Outsourcing (RPO) brings expertise, scalability, and data-driven insight to your recruitment operations. By partnering with a healthcare-specialized RPO provider, organizations can align their hiring strategy directly with system-wide objectives.
Here’s how:
1. Workforce Planning That Mirrors Business Strategy
RPO partners analyze organizational goals, service line growth, and historical data to forecast workforce needs, not just by role type, but by timing, geography, and budget impact.
This ensures recruiting resources are deployed where they’ll make the most strategic difference.
2. Data and Analytics to Drive Decisions
An RPO partnership gives TA leaders access to real-time dashboards and performance metrics, from time-to-fill and cost-per-hire to sourcing channel effectiveness.
These insights allow TA and finance leaders to make evidence-based workforce decisions aligned with broader organizational objectives.
3. Employer Branding that Reflects Organizational Culture
As healthcare organizations compete for top talent, a consistent, compelling employer brand is key. RPO teams integrate seamlessly with internal marketing and TA teams to promote your mission, values, and culture, helping you attract candidates who align with your long-term vision.
4. Scalability and Flexibility
Whether your 2026 plan includes opening new facilities, adding service lines, or stabilizing existing teams, RPO can flex to meet your changing hiring volume and specialty needs, without overburdening internal staff.
5. Cost Control and Predictable Spend
RPO converts variable recruiting costs into predictable, performance-based outcomes, reducing reliance on premium contingent labor and streamlining recruitment operations across departments.
<h2>A Partnership That Powers Long-Term Workforce Success</h2>
As healthcare continues to evolve, your workforce strategy must evolve with it. Aligning talent acquisition to organizational goals isn’t just a recruiting advantage, it’s a business imperative.
By partnering with Cross Country Search, healthcare organizations gain access to:
<ul style="margin-left:20px">
 <li>Decades of industry-specific recruiting expertise</li>
 <li>Proven RPO, direct hire, and interim leadership solutions</li>
 <li>A consultative approach to talent planning that drives organizational growth</li>
</ul>
<h2>Start 2026 with a Talent Strategy Built for the Future</h2>
The healthcare landscape will always be competitive, but your approach to talent doesn’t have to be reactive. Now is the time to align your workforce strategy with your 2026 organizational goals and build a foundation for sustainable success.

 <a href="https://www.crosscountry.com/employers/rpo-sourcing?utm_source=Blog&amp;&amp;utm_campaign=Blog" rel="noopener noreferrer" target="_blank">Connect with Cross Country Search</a> today to learn how an RPO partnership can help you hire smarter, faster, and more strategically.

Aligning Talent Strategy with 2026 Organizational Goals

Cross Country Healthcare

Cross Country Education

Cross Country Locums

Cross Country MSN

Cross Country Allied

Cross Country Nurses

/travel

Locums

Investors

per-diem

home health

executive

Permanent

clients

Disclosure

travel

investors

Corporate Careers

home-health

News + Insights

permanent

Clients

Disclosures 

CC-Footer

NURSING + ALLIED

PHYSICIANS + APPs

NON-CLINICAL

MORE JOBS

CORPORATE JOBS

MORE PROFESSIONALS

CONTACT US

SOLUTIONS

TECHNOLOGY

ABOUT

FAQs

RESOURCES

Main Navigation

Nav V2

Social-Icons

Many travel nurses enjoy having their own vehicles, so they have the freedom to explore. Contact CCH for Travel Nurse assignments.

Getting ready for a travel nursing assignment requires a lot of preparation in completing all necessary paperwork, securing housing accommodations and packing everything you’ll need. However, many travel nurses (even veteran ones) often forget the importance of having a safe, reliable vehicle on a travel assignment. Are you thinking of owning your own vehicle for your travel nursing assignments? Consider the following three factors.<h2>Cost</h2>Many travel nurses do not end up living within walking distances of their travel assignments and often need to rent a car for the duration of their stay. Car rentals can be expensive, especially if you take several travel assignments per year, which is why it may be more cost-effective to own your own vehicle. However, there are many things to consider regarding costs of vehicle ownership, including car insurance and ongoing maintenance.<h2>Easy Shopping &amp; Transportation of Items</h2>As you think about transportation, it’s important to remember that your travel nursing assignment is not a vacation. As a temporary resident in a new city, you’ll have to run all your day-to-day errands yourself - such as grocery shopping, picking up dry-cleaning, or dropping a pet off at the veterinarian’s office. Having your own vehicle makes your daily routine much more manageable. Rather than lugging items (or pet!) on a bus or train, you’ll be able to get your errands done more efficiently and with less stress.<h2>Convenience</h2>While many travel nurses have assignments in cities with readily available public transportation, you may not enjoy always relying on trains and buses to get around. Travel nurses who enjoy exploring the cities they are visiting often want the flexibility to commute to places at their leisure. Having your own reliable vehicle can give you security in knowing you always have your own transportation throughout your travel assignment. Many travel nurses enjoy having their own vehicles, so they have the freedom to explore cities on their own terms.These are just some of the many reasons why having your own vehicle can be very beneficial during a travel assignment.While vehicle ownership comes with some ongoing expenses, you’ll likely find that the freedom and flexibility it affords is well worth the investment.<h2>Are you looking for new travel nursing opportunities?</h2>Get in touch today with Cross Country Nurses and let our recruiters assist you with the travel nursing process.

Psst … want to hear the latest?

Supporting Diverse Learners with ADHD in Small Groups

The Future of Community Health: Trends and Predictions for Healthcare Professionals

Why CRNAs Choose Locum Tenens — and Why Cross Country Locums Is the Right Partner for You

Micro-Moments to Keep Your Calm in the Classroom

The True Cost of Replacing a Physician During Peak Demand

Innovative Staffing Models for Community Health Centers: Solutions for Today’s Workforce Challenges

Educator Spotlight – Bo K., Special Education Teacher

Top Holiday Discounts for Healthcare Professionals in 2025

Celebrating National Home Care Week

Aligning Talent Strategy with 2026 Organizational Goals