A warm, provider-focused reminder to prioritize heart health during Cardiovascular Health Month—because your heart deserves care too.

<p>Let’s be real, providers, you spend your days taking care of everyone else’s hearts. This month, we’re gently tapping you on the shoulder to say: don’t forget about yours.</p><p>In honor of Cardiovascular Health Month, we’re mixing warm fuzzies with real talk—because heart health is serious business.</p><h2>Why Your Heart Deserves Extra Love</h2><p>Heart disease is still the leading cause of death, accounting for about 1 in every 5 deaths in the U.S. The good news? Many cardiovascular issues are preventable with lifestyle tweaks that don’t require a total life overhaul.</p><p>And providers? You’re a unique group. Long shifts, frequent travel, irregular sleep, cafeteria roulette—it all adds up. Which means heart health isn’t just a “someday” thing. It’s a right-now thing.</p><h2>Cardio Trends Providers Are Actually Using</h2><p>Heart health isn’t stuck in the 90s treadmill era. Some newer trends are surprisingly provider-friendly:</p><h3>Wearables that do more than count steps</h3><p>Smartwatches now track heart rate variability, ECGs, and even flag possible atrial fibrillation. Many clinicians are using the same tools they recommend to patients and loving the data.</p><h3>Plant-forward (not plant-only) eating</h3><p>You don’t have to break up with bacon forever. Research shows that plant-forward diets—more veggies, whole grains, and healthy fats- are linked to lower cardiovascular risk, even when meat is still on the menu.</p><h3>Sleep is officially “cardio care.”</h3><p>Chronic sleep deprivation increases the risk of hypertension and heart disease. The trend? Providers are finally treating sleep like the vital sign it is (even if it still takes effort between assignments).</p><h3>Micro-stress management</h3><p>Five minutes of breathing between cases. A quick walk between charting sessions. Small stress-reduction habits are trending because they’re doable—and they actually help lower cortisol and blood pressure.</p><h2>Heart-Healthy Wins (Perfect for Locums Life)</h2><p>You don’t need a 12-step program—just a few realistic swaps:</p><ul><li>Hydrate like it’s part of your job</li><li>Walk new cities when you’re on assignment—sightseeing counts</li><li>Watch sodium when eating out nightly</li><li>Get your own BP and cholesterol checked—not just your patients’</li></ul><h2>From Us to You</h2><p>At Cross Country Locums, we know healthcare doesn’t stop—and neither do you. But cardiovascular health is one area where putting yourself first makes you a better provider, not a selfish one.</p><p>So this month, consider this your permission slip to:</p><ul><li>Take the stairs or the nap</li><li>Choose the salad or the comfort food (balance, always)</li><li>Say yes to the assignment and your own well-being</li></ul><p>Your heart has carried you through every shift, every call, every save. Let’s return the favor.</p><p><a href="https://www.crosscountry.com/locums/hotjobs?utm_source=Website&amp;utm_campaign=Blog" rel="noopener noreferrer" target="_blank"><strong>Explore open locum opportunities</strong></a></p>

Caring for Your Heart This Cardiovascular Health Month

Cross Country

locums

Heart to Heart: Cardiovascular Health Month as a Provider

Educators don’t need to lead meetings or write plans to make a difference. Learn how small, everyday actions help teachers, aides, and substitutes advocate for students.

<p>Have you ever felt frustrated supporting a student when decisions seem to be made outside of your control? Or found yourself wanting to do more but feeling limited by schedules, procedures, or expectations? If so, know that you are not alone.</p><h2>Your Impact Lives in Everyday Moments</h2><p>Many educators support students from roles that don’t include making final decisions, but that doesn’t mean their impact is small. Anyone who has spent time in a classroom knows that the way an adult speaks to a student, responds during a challenging moment, or notices subtle changes in behavior can make a real difference. Advocacy often lives in everyday interactions, quiet choices, and the way we show up for students within our role. Even if you’re not the person writing the plan or leading the meeting, your presence and perspective still matter deeply.¹</p><h2>When You’re Carrying Out a Plan You Didn’t Create</h2><p>As educators, especially substitute Behavioral Interventionists and Special Education Aides, it can sometimes feel like your job is to simply carry out someone else’s plan rather than use your own professional judgment. You’re often stepping into classrooms midstream, following routines you didn’t create, and working within systems that can move slowly. When you’re watching a student struggle in real time, that can feel discouraging. Still, the way you build trust, offer a sense of calm, and respond with empathy can shape how safe and supported that student feels throughout the day.²</p><h2>Advocacy Within Structure Is Still Advocacy</h2><p>Yes, there are schedules and routines to follow. Yes, there are school, state, and federal expectations to meet. But working within these structures doesn’t mean your voice disappears. Advocacy doesn’t always look like changing a policy or rewriting an IEP. Sometimes it looks like sitting beside a student who is overwhelmed during a transition. Sometimes it’s giving a child extra time to regulate before asking them to rejoin the group. Sometimes it’s noticing a pattern, like a student becoming dysregulated before lunch, and thoughtfully sharing that observation with other school staff.¹</p><h2>Small Actions That Make a Big Difference</h2><p>Small acts truly matter. Offer patience when a student is having a hard day. Pause to ask yourself what is going on beneath a behavior instead of reacting to it. Communicate what you notice to other adults in a way that is respectful and nonjudgmental. These moments might feel routine and easy to overlook, but over time, they shape how students experience school and whether they feel they belong there.¹</p><h2>Everyday Ways Educators Can Advocate for Students</h2><p><strong>Here are a few ways educators can advocate for students every day, without changing policies, plans, or roles:</strong></p><ul><li><strong>Build safety through consistency.</strong> Following through on expectations, using predictable routines, and responding calmly can help students feel secure, even when you’re only with them for a short time.³</li><li><strong>Take detailed, objective notes.</strong> Jotting down clear, factual observations about what you saw- such as what happened before a behavior, what the student did, and how they responded to support- can be incredibly valuable. Sharing these neutral and specific notes with school staff helps everyone better understand the student’s needs and respond more thoughtfully.²</li><li><strong>Respond with curiosity, not judgment.</strong> Asking yourself, “What might this student be communicating?” instead of “What’s wrong?” can shift interactions toward supportive rather than disciplinary responses.²</li><li><strong>Communicate thoughtfully and intentionally with other adults.</strong> Sharing observations factually and compassionately helps ensure the student is seen holistically, not just in difficult moments.¹</li></ul><h2>The Power of Rapport and Presence</h2><p>At the end of the day, nothing matters more than the rapport you build with a student. Even if you’re only in a classroom for a single day as a substitute, you still have the ability to leave a lasting impression. A calm tone during a challenging moment, a smile when a student walks in, or consistent follow-through on expectations can help a student feel emotionally safe. Those moments often stick with students longer than we realize.³</p><h2>Quiet Advocacy Still Counts</h2><p>Advocacy doesn’t always need to be loud or visible. It can be quiet and often unseen. By simply showing up with patience, respect, and care, you are advocating for students in one of the most meaningful ways possible.</p><h2>You Matter More Than You Know</h2><p>If you’ve ever wondered whether the small things you do truly make a difference, let this be your reminder: <strong>they do</strong>. The way you show up for students—especially in moments that go unseen—matters deeply.</p><p><a href="https://www.crosscountry.com/education/talent-professions?utm_source=Website&amp;utm_campaign=Blog" rel="noopener noreferrer" target="_blank"><strong>Connect with a team that supports the work you do every day</strong></a></p><h3><br></h3><h3>References</h3><p>¹ Teacher–student relationship quality and its impact on student engagement and behavior. <em>ScienceDirect.</em></p><p>² The role of teacher–student interactions in shaping student behavior and emotional outcomes. <em>National Institutes of Health (NIH).</em></p><p>³ Student–teacher relationships and their influence on emotional and academic engagement. <em>Nature Scientific Reports.</em></p>

Advocacy in the Everyday: How Educators Support Students Without Formal Authority

education

Advocacy in Small Moments: Supporting Students From Within the System 

Flexible labor is shifting from contingency to core workforce strategy. Discover how healthcare leaders use flexibility, analytics, and integrated planning to improve resilience, cost control, and performance.

<p>Flexible labor in healthcare is typically viewed as a contingency plan to fill gaps when permanent staffing falls short. It’s reactive by design, activated in moments of disruption or crisis. But today, that framing no longer holds. Flexible labor is about designing resilience into the workforce.</p>
<p>Cross Country’s <em>2026 Healthcare Workforce Outlook</em> makes this shift clear. Nearly half of healthcare leaders plan to expand their use of flexible or contingent labor, signaling that flexibility is moving from the margins to the center of workforce strategy. This is a structural change driven by sustained uncertainty around staffing stability, patient demand, and cost pressure.</p>
<p>The forces behind this shift are well established. Burnout and retention remain the top workforce challenge, scheduling inefficiencies persist, and labor cost pressure has become a baseline reality. In this environment, static, headcount-based workforce models struggle to keep pace. Demand fluctuates faster than hiring cycles. Coverage needs change faster than schedules can adapt. And the workforce itself is less willing and less able to absorb continuous strain.</p>
<h2>Advantages of Flexible Labor</h2>
<p>Flexible labor offers a different approach. When deployed intentionally, it allows organizations to scale capacity up or down as conditions change, rather than forcing permanent staff to stretch beyond sustainable limits. It also gives leaders more options to respond to variability without defaulting to overtime, premium pay, or last-minute coverage decisions that drive both cost and burnout.</p>
<p>Importantly, the growing emphasis on flexible labor reflects a broader rethinking of workforce design. Leaders are no longer asking how to staff for an average day. They’re asking how to staff for variability such as seasonal surges, census swings, service line growth, and unexpected disruption. Flexibility becomes a form of insurance, built into the workforce rather than bolted on when things break.</p>
<h2>Building an Integrated Approach to Flexibility</h2>
<p>The data suggests this shift is happening alongside increased investment in workforce analytics and internal float pools. Together, these strategies point to a more integrated approach to flexibility that balances external and internal resources while improving visibility into workforce utilization and risk. Flexible labor is no longer a standalone solution; it’s part of a broader ecosystem designed to improve responsiveness and control.</p>
<p>This evolution also reflects a more nuanced view of cost. While labor cost management remains important, leaders increasingly recognize that flexibility can support cost discipline over time. By aligning staffing more closely with demand, organizations can reduce reliance on overtime and reactive coverage, limit burnout-driven turnover, and improve overall workforce efficiency. In this sense, flexibility supports financial performance not by cutting costs in isolation, but by reducing waste and instability across the system.</p>
<h2>Reactive Vs. Proactive Approaches to Flexibility&nbsp;</h2>
<p>For some organizations, flexible labor is still deployed tactically to patch holes rather than reshape the workforce model. When that happens, its full value is never realized. This distinction matters. Flexibility used reactively can relieve pressure in the moment, but flexibility designed strategically can change how pressure builds in the first place. It can create breathing room for permanent staff, improve scheduling stability, and support more consistent care delivery. Over time, it can help organizations move from constant firefighting to more intentional workforce planning.</p>
<p>Flexible labor is becoming a core component of workforce strategy to support resilience, protect staff, and enable organizations to navigate uncertainty with greater confidence.</p>
<p>As healthcare organizations prepare for future success, the question is whether flexible labor is being used to fill gaps or intentionally to design a workforce that can adapt, endure, and perform in a more complex operating environment.</p>
<p>
  <strong>To explore how flexible labor, workforce analytics, and readiness gaps are shaping healthcare, download Cross Country’s <em><a href="/2026-workforce-trends-study" rel="noopener noreferrer" target="_blank"> 2026 Healthcare Workforce Outlook</a></em></strong
  ><em>&nbsp;</em><strong>. </strong>Cross Country Healthcare partners with organizations across the care continuum to help design flexible, data-informed workforce strategies that support resilience, performance, and long-term sustainability.
</p>


Flexible Labor Becomes a Core Workforce Strategy

Healthcare labor costs are rising and becoming structural. Learn why traditional cost controls fail and how workforce strategy, flexibility, and analytics can support sustainable financial performance.

<p>For healthcare leaders, labor cost pressure is no longer a forecasted risk; it’s a lived reality day in and day out. And importantly, it’s one leaders no longer believe will correct itself with time.</p>
<p>Cross Country’s <em>2026 Healthcare Workforce Outlook</em> makes that clear. Eight in 10 healthcare leaders report rising labor costs, with one-third experiencing significant increases. More telling than the numbers themselves is what leaders expect next: cost pressure isn’t easing. It’s becoming embedded in how healthcare organizations operate.</p>
<p>This shift matters because it reframes the problem. Labor cost pressure isn’t cyclical, driven by short-term disruptions or market swings. It’s structural and rooted in workforce shortages, persistent burnout, scheduling inefficiencies, and care models that continue to outpace traditional staffing approaches. As a result, workforce strategy now directly determines financial performance.</p>
<h2>It’s Time To Rethink Workforce Design</h2>
<p>For many organizations, labor has become the largest and least flexible expense. Talent shortages limit options. Burnout accelerates turnover. Scheduling inefficiencies drive overtime and premium pay. And attempts to fill gaps quickly often come at a higher cost. Each of these factors reinforces the others, creating a cost curve that is difficult to bend without rethinking workforce design itself.</p>
<p>The data reinforces this interconnection. Leaders cite burnout and retention as their top workforce challenge heading into 2026, while nearly half point to scheduling inefficiencies. These are not separate issues from labor cost; they are primary contributors. When staffing models don’t align with real-time demand, costs increase. When workforce fatigue rises, turnover costs increase. When flexibility is limited, organizations pay more to maintain coverage.</p>
<p>What’s changed is leaders’ recognition that traditional cost-control levers are no longer sufficient. Hiring freezes, rate negotiations, or incremental productivity targets may temporarily slow spending, but they rarely address the root causes of labor inflation. In some cases, they exacerbate risk by placing additional strain on already stretched teams.</p>
<h2>Focus On Workforce Strategy</h2>
<p>This is why workforce strategy is moving to the center of financial conversations. Leaders are increasingly prioritizing flexible and contingent labor, workforce analytics, and internal float pools as tools to create more responsive, sustainable cost structures. Flexibility allows organizations to align staffing with demand more precisely. Analytics provide visibility into where inefficiencies and cost drivers are emerging. Internal talent pools reduce reliance on external resources while maintaining coverage.</p>
<p>Yet even with this clarity, execution remains challenging. Only 57% of healthcare leaders feel prepared for the workforce demands of 2026, and budget constraints are the most commonly cited barrier to progress. This tension is telling: leaders understand that workforce strategy must evolve to manage cost, but limited resources make it difficult to invest in change.</p>
<p>The result is a difficult balancing act. Organizations are under pressure to control labor spend while simultaneously protecting care quality, capacity, and staff well-being. Without a more integrated approach, cost management efforts risk becoming reactive and focused on short-term savings rather than long-term sustainability.</p>
<p>Labor cost pressure cannot be solved in isolation. It must be addressed through workforce strategies that consider flexibility, scheduling, retention, and data together. In this environment, workforce decisions are financial decisions. How staffing is planned, deployed, and supported will shape margins, growth capacity, and organizational resilience.</p>
<p>As healthcare organizations look ahead, the important question is whether workforce strategies are designed to manage labor cost realities or whether cost pressure will continue to dictate decisions from the outside in.</p>
<p>
  <strong>To explore how labor costs, workforce flexibility, and readiness gaps are shaping healthcare in 2026, download Cross Country’s </strong
  ><a href="/2026-workforce-trends-study" rel="noopener noreferrer"
    ><strong><em>2026 Healthcare Workforce Outlook</em></strong></a
  ><strong>. </strong>Cross Country Healthcare partners with organizations across the care continuum to help design workforce strategies that align staffing models with financial, operational, and care delivery goals—supporting cost discipline without compromising performance or sustainability.
</p>


Healthcare Labor Cost Pressure

Healthcare Labor Cost Pressure is Here to Stay

Discover how allied health professionals can earn more and work close to home with flexible local contract jobs. Explore opportunities today.

<p>For many allied health professionals, finding the right balance between income, career growth, and personal life can be challenging. Traditional full-time roles often require long hours, strict schedules, or commuting to multiple facilities. That’s why local contract jobs are becoming a popular solution allowing you to work close to home while earning competitive pay.</p>

<p> If you’re looking to take control of your schedule and maximize your career opportunities, local contract work could be the perfect fit.</p>

<h2>What Are Local Contract Jobs for Allied Health Professionals?</h2>
<p> Local contract jobs are short-term, flexible assignments typically lasting 4–13 weeks, located near your home or preferred area. Unlike per diem roles that are shift-by-shift, local contracts offer a set schedule with predictable hours giving you stability while still providing flexibility. </p>



<p><strong>Common Allied Health Roles in Local Contracts:</strong></p>
<ul>
    <li> Physical Therapists (PTs) </li>
    <li> Occupational Therapists (OTs) </li>
    <li> Speech-Language Pathologists (SLPs) </li>
    <li> Respiratory Therapists (RTs) </li>
    <li> Radiology and Imaging Technologists </li>
    <li> Lab Technicians and Medical Technologists</li>

</ul>

<h2>Why Allied Health Professionals Choose Local Contract Work</h2>
<h3>1. Stay Close to Home</h3>
<p>Local contracts allow you to work near your community, avoiding long commutes or relocation. This is especially valuable for clinicians with family or other personal commitments.</p>

<h3>2. Competitive Pay and Benefits</h3>
<p>Many local contract positions offer higher hourly rates compared to standard full-time roles. Some contracts include overtime opportunities and performance incentives.</p>


<h3>3. Structured Yet Flexible Schedule</h3>
<p> Unlike per diem work, local contracts provide a fixed schedule. You know exactly how many hours you’ll work each week but still have the freedom to plan your life around work.</p>

<h3>4. Career Variety and Growth</h3>
<p> Working on local contracts exposes you to different facilities, patient populations, and specialty areas. This variety can:</p>

<ul>
    <li> Expand your clinical skills </li>
    <li> Boost your resume </li>
    <li> Open doors for future career opportunities </li>
</ul>

<h3>5. Reduced Burnout</h3>
<p> Predictable schedules, local assignments, and less commuting all contribute to lower stress levels, helping allied health professionals maintain a healthy work-life balance. </p>

<h2>How to Get Started in Local Contract Jobs</h2>
<p>To begin your local contract journey:</p>

<ol>
    <li><strong>Update Your Credentials –</strong> Ensure your licenses, certifications, and immunizations are current.</li>
    <li><strong>Partner with a Staffing Agency –</strong> Trusted recruiters match you with opportunities that align with your specialty, location, and schedule.</li>
    <li><strong>Plan Your Schedule –</strong> Decide how many hours or weeks you want to work per contract.</li>
    <li><strong>Maximize Opportunities –</strong> Consider combining local contracts with occasional per diem shifts for additional income.</li>
</ol>

<h2>Is Local Contract Work Right for You?</h2>
<p>Local contract positions are ideal if you:</p>
<ul>
   <li> Want to work close to home</li>
   <li> Prefer structured schedules without long-term commitment</li>
   <li> Are looking to increase income and skill variety</li>
   <li> Want flexibility without sacrificing stability</li>
</ul>
</br>
<p>If this sounds like you, local contract work may be the perfect fit.</p>

<h2>Take the Next Step in Your Career</h2>
<p> Local contract jobs provide allied health professionals with flexibility, stability, and competitive pay, all without the stress of relocation or long-term commitment. By choosing local contracts, you can maintain a fulfilling career while staying rooted in your community. </p>


<h2>Ready to Explore Local Contract Opportunities?</h2>
<p> <a href="https://www.crosscountry.com/local?utm_source=Website&&utm_campaign=BLOG"> View Open Jobs</a> to see current local contract positions near you.</p>

<p> <a href="https://www.crosscountry.com/local/nursing?utm_source=Website&&utm_campaign=BLOG" target="_blank">Talk with a Recruiter</a> to get matched with opportunities that fit your specialty and lifestyle.</p>

<p> Take control of your career — work close to home while maximizing your skills and income. </p>










Local Contract Jobs for Allied Health Professionals

per diem

Local Contract Jobs for Allied Health Professionals: Work Close to Home

Scheduling inefficiencies are driving burnout, rising labor costs, and retention risks in healthcare. Learn why scheduling is a strategic workforce lever.

<p>In healthcare, scheduling has long been treated as an operational necessity—something to be managed, adjusted, and revisited week to week. But as workforce pressures continue to intensify, scheduling inefficiencies are emerging as one of the most underappreciated drivers of burnout, cost escalation, and capacity constraints across the healthcare system.</p>
<p>According to Cross Country’s <em>2026 Healthcare Workforce Outlook</em>, nearly half of healthcare leaders cite scheduling inefficiencies as a top workforce challenge. That finding suggests that scheduling issues are not isolated inconveniences or local process problems. They are systemic signals that staffing models are misaligned with how care is delivered today.</p>
<h2>What’s At Risk?</h2>
<p>When schedules fail to reflect real-time patient demand, the consequences cascade quickly. Coverage gaps lead to overtime. Overtime fuels fatigue. Fatigue accelerates burnout and turnover. And turnover further destabilizes schedules. What begins as an operational issue becomes a compounding workforce risk that simultaneously affects retention, care quality, and financial performance.</p>
<p>The data make clear that scheduling inefficiencies rarely exist in isolation. They intersect with other persistent challenges that healthcare leaders face, such as talent shortages and rising labor costs. When qualified staff are already in short supply, inefficient scheduling magnifies pressure on the remaining workforce. Teams are asked to stretch further, fill gaps more frequently, and operate in reactive mode—conditions that are unsustainable over time.</p>
<p>Cost pressure adds another layer. Labor cost inflation has become a structural reality for healthcare organizations, limiting the ability to absorb inefficiency. In this environment, poor scheduling decisions don’t just frustrate staff—they drive unnecessary spend. Overtime, premium pay and last-minute coverage solutions become default responses, even as leaders seek ways to manage total labor spend more effectively.</p>
<p>Healthcare leaders are increasingly connecting scheduling to broader workforce outcomes as it directly influences retention, engagement, and the organization’s ability to serve patients consistently. When schedules are unpredictable or disconnected from workload realities, even the most committed staff feel the strain.</p>
<h2>How Are Leaders Responding?</h2>
<p>Our <em>2026 Healthcare Workforce Outlook</em> also reveals how leaders are responding. Many are prioritizing strategies that offer greater flexibility and visibility, including expanded use of flexible and contingent labor, internal float pools, and workforce analytics. These approaches reflect a growing recognition that static, headcount-based scheduling models cannot keep pace with fluctuating demand. Flexibility and data are becoming essential tools.</p>
<p>Yet despite this awareness, execution remains uneven. Only 57% of leaders feel prepared for the workforce demands of 2026, with budget constraints, leadership alignment challenges, and change fatigue slowing progress. Scheduling transformation often requires coordination across clinical, operational, and financial stakeholders, making it harder to move from intent to action, even when the need is clear.</p>
<p>This is where many organizations get stuck. They attempt to fix scheduling problems incrementally by adding rules, layering tools, or shifting responsibility, without addressing the underlying design of the workforce model. The result is marginal improvement at best, and continued strain at worst.</p>
<h2>Scheduling As A Strategic Lever</h2>
<p>Scheduling is no longer an operational detail. It is a strategic lever. When designed thoughtfully, scheduling can reduce burnout, improve retention, align staffing with demand, and create greater cost discipline. When left reactive, it undermines all of the above.</p>
<p>Leaders will need to elevate scheduling conversations from the back office to the strategic agenda. That means asking harder questions about how workforce capacity is planned, how flexibility is built into the system, and how data is used to anticipate needs rather than respond after the fact.</p>
<p>A word of caution, though. Scheduling alone won’t solve healthcare’s workforce challenges, but without addressing them, burnout, cost pressure, and capacity constraints will continue to reinforce one another.</p>
<p>
  <strong>To explore how scheduling inefficiencies, workforce flexibility, and readiness gaps are shaping healthcare in 2026, download Cross Country’s <em> <a href="/2026-workforce-trends-study"rel="noopener noreferrer" target="_blank">2026 Healthcare Workforce Outlook</a></em></strong
  ><em>&nbsp;</em><strong>. </strong>Cross Country Healthcare works with organizations to design and support workforce strategies that align staffing models with real-world demand, helping leaders improve retention, manage costs, and sustain care delivery in an increasingly complex environment.
</p>


Scheduling Inefficiencies

Scheduling Inefficiencies: The Hidden Driver of Burnout and Cost

Meet Elizabeth V., a Deaf and Hard of Hearing Teacher partnered with Cross Country Education. Learn what inspires her work and how she supports student success through inclusive education.

<p>At Cross Country Education, we’re proud to partner with passionate educators who make a meaningful difference in students’ lives every single day. Deaf and Hard of Hearing Teachers like Elizabeth V. play a vital role in supporting students by fostering communication access, confidence, and academic success—empowering them to thrive both in and out of the classroom. </p>

<p>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 excited to feature Elizabeth V., a Deaf and Hard of Hearing Teacher whose dedication, creativity, and student-centered approach help create inclusive, supportive learning environments where every learner can succeed.
</p>

<p>Keep reading to learn what inspired Elizabeth to pursue a career supporting Deaf and Hard of Hearing students—and why she’s proud to be part of the Cross Country Education team.</p>

<h2> Why did you become a DHH?</h2>
<p>
I became a Special Education DHH provider because I want every student to have full access to communication, language, and learning. My siblings are Deaf and Hard of Hearing, so I’ve seen firsthand how important advocacy and support are. I love helping students build self-advocacy and auditory skills so they can confidently participate in class and grow more independent every day.</p>

<h2> What do you like about Cross Country Education?</h2>
<p>I appreciate the flexibility and autonomy to tailor support to each student’s needs. I also value the trust the company places in providers to make decisions that best support the students we serve.</p>

<h2> What have you liked about your experience working at schools with Cross Country Education?	</h2>
<p>I enjoy working side by side with school staff to support students in the classroom. Seeing their progress and helping them succeed academically and socially is the most rewarding part of my job.</p>

<h2> What kind of advice would you give to those starting out in your field?</h2>
<p>Take time to really listen and observe your students. Get to know their strengths, communicate openly with families and staff, and don’t be afraid to ask questions or collaborate. Every experience is an opportunity to grow and make a difference.</p>

<h2>DHH Jobs</h2>
<p>If you're inspired by Elizabeth's journey and ready to make a meaningful impact in students' lives as a DHH, start your own rewarding adventure—explore our <a href ="https://www.crosscountryeducation.com/job-search" target="_blank">jobs</a> today!</p>



Educator Spotlight: Elizabeth V., Deaf and Hard of Hearing Teacher | Cross Country Education

Educator Spotlight – Elizabeth V., Deaf and Hard of Hearing Teacher 

Healthcare burnout and retention continue to intensify. Explore why incremental fixes fail and how flexible, data-driven workforce strategies improve stability, performance, and sustainability nationwide.

<p>Healthcare leaders have been talking about burnout and retention for years. Yet as the industry looks toward 2026, these challenges are not easing; they’re intensifying. According to Cross Country’s <em>2026 Healthcare Workforce Outlook</em>, 70% of healthcare leaders cite retention and burnout as their top workforce challenges. Burnout is no longer a symptom of short-term disruption. It is a structural signal that workforce models are misaligned with how care is delivered today.</p>
<p>Burnout shows up differently across organizations, but its root causes are remarkably consistent. Staffing models struggle to keep pace with fluctuating patient demand. Schedules remain rigid in environments that require flexibility. Talent shortages force teams to operate at sustained capacity, while rising labor costs limit the ability to invest in relief. Together, these pressures create a cycle that is difficult to break and increasingly difficult to absorb.</p>
<p>The data reinforces this convergence. Nearly half of leaders cite scheduling inefficiencies, while talent shortages and rising labor costs continue to constrain workforce stability. These challenges are not isolated. They compound one another, amplifying fatigue and accelerating turnover across both clinical and non-clinical roles. When staffing models are misaligned with real-time demand, the burden inevitably falls on the workforce, leading to burnout.</p>
<h2>Retention Is Linked to Broader Pressures&nbsp;</h2>
<p>What’s notable in the survey is not just how prevalent burnout and retention concerns remain, but how closely they are linked to broader operational and financial pressures. Leaders expect these workforce challenges to drive higher costs, lower care quality, reduced capacity, and increased leadership turnover if they persist into 2026. In other words, burnout is no longer just a people issue. It’s a performance issue.</p>
<h2>How Are Leaders Responding?</h2>
<p>At the same time, healthcare leaders are signaling a shift in how they plan to respond. The Workforce Outlook survey shows growing emphasis on flexible and contingent labor, workforce analytics, and internal float pools. These strategies reflect a recognition that traditional, headcount-based staffing models are no longer sufficient in an environment defined by variability and constraint. Flexibility is becoming a core design principle, not a contingency plan.</p>
<p>Yet even with this clarity, execution remains uneven. Only 57% of leaders feel prepared for the workforce demands of 2026, while nearly one in four report no confidence at all. Budget limitations, leadership alignment challenges, and change fatigue continue to slow progress, underscoring a persistent gap between knowing what needs to change and being able to act.</p>
<h2>Why Incremental Fixes Don’t Work</h2>
<p>This tension helps explain why burnout and retention remain stubbornly high. Many organizations are still trying to solve structural problems with incremental fixes: adding shifts, increasing pay, or leaning more heavily on overtime. While these measures may provide temporary relief, they do little to address the underlying misalignment between workforce design and care delivery. In some cases, they exacerbate the very fatigue they’re meant to solve.</p>
<p>What we are learning is that burnout is not simply the result of an exhausted workforce. It is a signal that the workforce strategy must evolve. Addressing it requires rethinking how staffing is planned, how flexibility is built into the system, and how data is used to anticipate demand rather than react to it.</p>
<p>As healthcare organizations prepare for the future, the real question is whether workforce strategies are designed to match the realities of modern care delivery or reinforce the very pressures that drive burnout in the first place.</p>
<p>
  <strong>To explore the full set of workforce trends, priorities, and readiness gaps shaping healthcare in 2026, download Cross Country <em><a href="/2026-workforce-trends-study"rel="noopener noreferrer" target="_blank">2026 Healthcare Workforce Outlook</a></em>. </strong>Cross Country Healthcare works with organizations across the care continuum to help translate workforce insights into action, building flexible, data-informed workforce strategies that support stability, performance, and long-term sustainability.
</p>


Healthcare Burnout and Retention

Healthcare Burnout and Retention: Risks That Won’t Ease

Learn why experienced nurses are turning to per diem roles for flexibility, income, and balance.

<p>The nursing profession has always demanded flexibility, resilience, and dedication. But in recent years, many experienced RNs are rethinking traditional full-time roles and turning to <strong>per diem RN jobs</strong> for greater control over their schedules, better work-life balance, and competitive pay.</p>
<p>If you’ve been feeling the effects of <strong>RN burnout</strong> or simply want more flexibility in your career, understanding why per diem work is gaining popularity can help you make informed career decisions.</p>
<h2>What Are Per Diem RN Jobs?&nbsp;</h2>
<p><strong>Per diem RN jobs</strong> allow nurses to work shifts on an as-needed basis rather than committing to a full-time schedule. These roles offer:</p>
<ul style="margin-left:20px">
  <li>Flexibility to choose shifts that fit your life</li>
  <li>Higher hourly pay compared to some full-time positions</li>
  <li>Opportunities to work in multiple clinical settings</li>
  <li>Reduced long-term commitment and scheduling stress</li>
</ul>
<p><br /></p>
<p>Per diem work is ideal for nurses who want control over their work-life balance while still maintaining their clinical skills and income.</p>
<h2>Why Experienced RNs Are Making the Switch</h2>
<h3>1. Flexibility to Combat RN Burnout</h3>
<p><strong>Burnout among RNs</strong> is a growing concern. Many full-time nurses experience high patient loads, mandatory overtime, and inflexible schedules. Per diem roles allow RNs to:</p>
<ul style="margin-left:20px">
  <li>Take breaks between assignments</li>
  <li>Choose shifts that fit their energy levels</li>
  <li>Avoid long-term overcommitment</li>
</ul>
<p><br /></p>
<p>This flexibility reduces stress and helps nurses maintain their passion for patient care.</p>
<h3>2. Higher Earning Potential</h3>
<p>Per diem roles often pay more per hour than traditional full-time positions. Nurses can maximize their income by:</p>
<ul style="margin-left:20px">
  <li>Picking high-demand shifts</li>
  <li>Working at multiple facilities</li>
  <li>Leveraging specialty certifications</li>
</ul>
<p><br /></p>
<p>This financial incentive, combined with fewer mandatory hours, makes per diem work appealing to experienced clinicians.</p>
<h3>3. Career Variety and Skill Growth</h3>
<p>Working per diem opens doors to multiple clinical settings, from hospitals to outpatient clinics, long-term care, and specialty units. Experienced RNs can:</p>
<ul style="margin-left:20px">
  <li>Expand their skill sets</li>
  <li>Gain exposure to different patient populations</li>
  <li>Keep their resume dynamic and versatile</li>
</ul>
<p><br /></p>
<p>This variety can reignite passion for nursing and enhance career opportunities.</p>
<h3>4. Improved Work-Life Balance</h3>
<p>Per diem RN jobs allow nurses to align work schedules with personal life commitments, whether it’s family, education, or other responsibilities. Having control over when and where to work can lead to:</p>
<ul style="margin-left:20px">
  <li>Less stress outside of work</li>
  <li>More time for family, hobbies, and self-care</li>
  <li>A sustainable career for the long term</li>
</ul>
<p><br /></p>
<h2>Is Per Diem Right for You?&nbsp;</h2>
<p>Per diem RN jobs are not for everyone. Nurses who thrive on routine or prefer consistent schedules may prefer full-time roles. However, for experienced RNs looking to:</p>
<ul style="margin-left:20px">
  <li>Avoid burnout</li>
  <li>Gain flexibility</li>
  <li>Increase earning potential</li>
  <li>Explore multiple clinical environments</li>
</ul>
<p><br /></p>
<p>Per diem work offers a compelling alternative to traditional employment.</p>
<h2>How to Get Started in Per Diem RN Jobs</h2>
<p>To get started:</p>
<ol style="margin-left:20px">
  <li><strong>Update your credentials:</strong> Ensure licenses, certifications, and immunizations are current.</li>
  <li><strong>Work with a staffing partner:</strong> A trusted recruiter can match you with per diem opportunities that fit your specialty and preferences.</li>
  <li><strong>Plan your schedule:</strong> Decide how many shifts you want each week or month.</li>
  <li><strong>Maximize your pay:</strong> Look for high-demand shifts and facilities that value per diem staff.</li>
</ol>
<p><br /></p>
<p>Per diem RN jobs are increasingly attractive for experienced nurses seeking flexibility, career variety, and relief from <strong>RN burnout</strong>. With control over your schedule and the ability to pick assignments that fit your lifestyle, per diem roles can help you achieve both professional and personal satisfaction.</p>
<h2>Ready to Explore Per Diem Opportunities?&nbsp;</h2>
<p>
  <a href="https://www.crosscountry.com/jobs/results?term=RN&amp;xTerm=&amp;jobType=%5B%22Per%20Diem%22%2C%22Local%20Contract%22%5D&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=&amp;location=&amp;geoLocationRadius=100&amp;industry=Healthcare&amp;schedule=&amp;page=local?utm_source=Website&amp;utm_campaign=BLOG" rel="noopener noreferrer" target="_blank"><strong>View RN Jobs</strong></a> to see current per diem positions near you.
</p>
<p>
  <a href="https://www.crosscountry.com/local/nursing?utm_source=Website&amp;utm_campaign=BLOG" rel="noopener noreferrer" target="_blank"><strong>Talk to a Recruiter</strong></a> to find opportunities that match your skills and schedule.
</p>
<p>Take control of your nursing career — per diem could be the path to more flexibility, higher pay, and a renewed passion for patient care.</p>


Per Diem RN Jobs: Flexibility Over Full-Time Roles

Why Experienced RNs Are Choosing Per Diem Jobs Over Full-Time Roles

Discover how PACE programs can overcome workforce shortages in 2026. Learn strategies to recruit, retain, and engage nurses, caregivers, and interdisciplinary staff — including vendor partnerships.

<p><a href="https://www.crosscountry.com/ccwsg-caregiver-careers" rel="noopener noreferrer" target="_blank">PACE (Program of All-Inclusive Care for the Elderly)</a> programs are facing a critical challenge in 2026: workforce shortages. Nurses, therapists, social workers, and direct care staff are increasingly difficult to recruit and retain, threatening the ability to provide high-quality, community-based care.</p><p>With demand for eldercare rising and competition for talent intensifying, PACE programs need innovative strategies to secure a stable, skilled workforce. In this blog, we’ll explore the key trends driving staffing shortages and actionable steps to recruit and retain top talent, including leveraging specialized PACE staffing vendors.</p><h2>Understanding the 2026 PACE Workforce Shortages</h2><p>The healthcare labor market continues to tighten. Key factors contributing to PACE workforce shortages include:</p><ul><li><strong>Nurse retirements:</strong> Many experienced nurses are leaving full-time roles, creating gaps in care teams.</li><li><strong>Burnout among caregivers:</strong> High emotional and physical demands lead to turnover in home and community-based care.</li><li><strong>Competition for talent:</strong> Hospitals, long-term care facilities, and home health agencies are all competing for the same workforce.</li></ul><p><br></p><p>Shortages in nursing and direct care roles are expected to remain a major challenge throughout 2026, making proactive workforce strategies essential for PACE programs.</p><h2>Recruiting Top Talent: Strategies That Work</h2><p>To attract skilled professionals to PACE programs, consider the following approaches:</p><h3>1. Build Strong Recruitment Pipelines</h3><ul><li>Partner with nursing schools, community colleges, and allied health programs.</li><li>Offer internships, rotations, and early career exposure to PACE care.</li></ul><h3>2. Highlight the Benefits of PACE Work</h3><ul><li>Promote meaningful work with seniors in a community-based model.</li><li>Emphasize flexible scheduling, work-life balance, and professional growth opportunities.</li></ul><h3>3. Partner with a PACE Workforce &amp; Staffing Solutions Vendor</h3><p>Specialized PACE staffing vendors like <strong>Cross Country</strong> provide access to a vetted pool of nurses, therapists, and caregivers experienced in community-based eldercare. Benefits include:</p><ul><li><strong>Faster hiring:</strong> Vendors have ready-to-deploy talent to fill immediate gaps.</li><li><strong>Flexible workforce options:</strong> Access per diem, local contract, or temp-to-perm staff.</li><li><strong>Reduced administrative burden:</strong> Credentialing, background checks, and onboarding support included.</li></ul><p><br></p><p>By leveraging a workforce vendor, PACE programs can maintain care quality while easing staffing pressures, especially during peak enrollment periods or seasonal shortages.</p><h3>4. Leverage Technology for Recruitment</h3><ul><li>Use applicant tracking systems and AI-driven sourcing tools to reach qualified candidates faster.</li><li>Showcase your culture and values through social media, virtual tours, and staff testimonials.</li></ul><h2>Retaining Staff in a Competitive Market</h2><p>Recruiting talent is only half the battle, retention is critical. PACE programs can reduce turnover by:</p><h3>Prioritizing Staff Well-Being</h3><ul><li>Implement wellness programs, mental health support, and flexible scheduling.</li><li>Recognize achievements and celebrate team successes.</li></ul><h3>Offering Career Development</h3><ul><li>Provide cross-training and upskilling opportunities for nurses, social workers, and therapists.</li><li>Create clear career pathways and leadership opportunities within the PACE program.</li></ul><h3>Competitive Compensation &amp; Benefits</h3><ul><li>Regularly benchmark salaries and benefits against local healthcare organizations.</li><li>Consider retention bonuses or incentive programs for high-demand roles.</li></ul><h2>Leveraging Technology to Support Staffing</h2><p>Technology is a key tool for both recruitment and retention:</p><ul><li><strong>Scheduling platforms</strong> reduce administrative burden and optimize staff utilization.</li><li><strong>Credentialing software</strong> ensures compliance and speeds up onboarding.</li><li><strong>Predictive analytics</strong> can forecast staffing needs, helping PACE programs stay ahead of shortages.</li></ul><h2>Planning for the Future</h2><p>Workforce shortages are not going away, but proactive planning can make a difference. PACE programs should:</p><ul><li>Monitor staffing trends and participant demand.</li><li>Build blended workforces combining full-time, per diem, and contract staff.</li><li>Partner with specialized PACE workforce vendors like <strong>Cross Country</strong> to fill gaps quickly and efficiently.</li><li>Invest in retention strategies, professional development, and supportive workplace culture</li></ul><p><br></p><p>By taking these steps, PACE programs can maintain high-quality care and build resilient, engaged teams that thrive in 2026 and beyond.</p><h3>Ready to Start Taking Action?</h3><p><a href="https://www.crosscountry.com/wsg/contact-us?leadSource=Blog&amp;campaignCode=PACEBLOG" rel="noopener noreferrer" target="_blank"><strong>Request a consultation with Cross Country</strong></a> to explore workforce and <a href="https://www.crosscountry.com/wsg/staffing-solutions" rel="noopener noreferrer" target="_blank">staffing solutions</a> designed specifically for PACE programs.</p>

Solving PACE Workforce Challenges in 2026: Recruitment & Retention Tips

PACE Workforce Shortages in 2026: How to Recruit & Retain Top Talent

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

<p>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.</p><h2>Cost</h2><p>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.</p><h2>Easy Shopping &amp; Transportation of Items</h2><p>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.</p><h2>Convenience</h2><p>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.</p><p>These are just some of the many reasons why having your own vehicle can be very beneficial during a travel assignment.</p><p>While vehicle ownership comes with some ongoing expenses, you’ll likely find that the freedom and flexibility it affords is well worth the investment.</p><h2>Are you looking for new travel nursing opportunities?</h2><p>Get in touch today with Cross Country Nurses and let our recruiters assist you with the travel nursing process.</p>

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