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

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

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