Discover the key differences between per diem and full-time healthcare roles. Explore the benefits and trade-offs of each to decide which career path best fits your lifestyle.

<p>For healthcare professionals, career flexibility is just as important as finding the right work environment. Whether you&rsquo;re a nurse, allied health professional, or non-clinical team member, one of the biggest decisions you&rsquo;ll face is whether to pursue per diem assignments or commit to a full-time role. Each option offers unique benefits, and trade-offs. Understanding the pros and cons of both can help you make the best choice for your lifestyle, goals, and career stage.</p>

<h2>The Benefits of Per Diem Work</h2>

<p><strong>Flexibility and Control</strong><br />
Per diem shifts allow you to create a schedule that fits your life. Whether you&rsquo;re balancing family responsibilities, continuing education, or simply seeking variety, you decide when and where you want to work.</p>

<p><strong>Higher Hourly Pay Rates</strong><br />
Per diem roles often come with competitive hourly wages, giving you the opportunity to maximize income while working fewer hours.</p>

<p><strong>Variety and New Experiences</strong><br />
If you enjoy change and learning new systems, per diem work exposes you to multiple facilities, patient populations, and clinical practices. This can broaden your skill set and keep your workdays fresh.</p>

<p><strong>Ideal for Supplemental Income</strong><br />
Already have a part-time or full-time role? Per diem shifts are a great way to supplement your income without long-term commitments.</p>

<h2>The Trade-Offs of Per Diem Work</h2>

<p><strong>Inconsistent Hours</strong><br />
Because per diem schedules depend on facility demand, hours are not guaranteed. This can make income less predictable.</p>

<p><strong>Limited Benefits</strong><br />
Unlike full-time positions, per diem work often doesn&rsquo;t include health insurance, retirement contributions, or paid time off.</p>

<p><strong>Less Stability</strong><br />
Some facilities may have fluctuating needs, making it harder to rely on steady work from a single location.</p>

<h2>The Benefits of Full-Time Roles</h2>

<p><strong>Consistent Schedule and Pay</strong><br />
With a full-time role, you can count on a stable paycheck and predictable hours, making it easier to budget and plan for the future.</p>

<p><strong>Comprehensive Benefits</strong><br />
Full-time employees often receive health insurance, retirement plans, paid time off, and other perks that add long-term value to their compensation package.</p>

<p><strong>Stronger Team Connections</strong><br />
Being part of a full-time staff allows you to build relationships with colleagues, feel more rooted in your workplace culture, and develop deeper patient-provider continuity.</p>

<p><strong>Career Growth Opportunities</strong><br />
Full-time staff may have greater access to professional development, leadership training, or advancement opportunities within the organization.</p>

<h2>The Trade-Offs of Full-Time Roles</h2>

<p><strong>Less Flexibility</strong><br />
Full-time positions come with fixed schedules, making it harder to adjust your hours around personal commitments or last-minute changes.</p>

<p><strong>Potential for Burnout</strong><br />
With regular shifts and increased responsibilities, full-time staff may be more likely to experience stress or fatigue over time.</p>

<p><strong>Fewer Opportunities to Explore</strong><br />
Unlike per diem work, a full-time role generally limits you to one facility and its processes, which may feel less dynamic if you enjoy variety.</p>

<h2>Which Option Fits Your Lifestyle?</h2>

<p>Choosing between per diem and full-time work depends on your career goals and lifestyle. <strong>Per diem shifts</strong> are ideal if you want flexibility, variety, or supplemental income. <strong>Full-time roles</strong> may be the better choice if you&rsquo;re looking for stability, benefits, and long-term growth.</p>

<p>At <strong>Cross Country</strong>, we offer both per diem (and local contract) opportunities nationwide, as well as full-time positions. Explore your options today and find the path that&rsquo;s right for you. Let us know you are interested&nbsp;<a href="https://www.crosscountry.com/local/nursing?utm_source=Website&amp;&amp;&amp;&amp;utm_campaign=BLOG" target="_blank">here</a>&nbsp;and we&rsquo;ll be in touch.</p>



Per Diem vs. Full-Time Work: Which Path Is Right for You?

Cross Country

per diem

Per Diem vs. Full-Time Work

Learn how education staffing agencies help schools fill teacher gaps fast. Get reliable K-12 substitute coverage and maintain learning continuity.

<p>When teachers are absent, students lose instructional time, permanent staff are stretched thin, and administrators spend hours scrambling to fill gaps. Across the U.S., schools are learning that managing substitute coverage in-house often leads to disruptions, burnout, and inequities.&nbsp;</p><p>Education staffing agencies are changing that story—bringing speed, consistency, and expertise to substitute staffing so schools can focus on education, not logistics.&nbsp;</p><h2>The Growing Substitute Teacher Shortage</h2><p>The substitute teacher shortage isn’t new, but it’s becoming more urgent:&nbsp;</p><ul><li>Nearly 600,000 substitutes cover over 30 million teacher absences each year, yet fill rates continue to decline. (<a href="https://www.bls.gov/opub/mlr/2023/beyond-bls/substitute-teachers-needed-closing-the-gap-on-supply-versus-demand.htm?utm_source=chatgpt.com" rel="noopener noreferrer" target="_blank" style="font-size: 16px;">BLS.gov</a>)&nbsp;</li><li>A 2025 Learning Policy Institute report revealed that 1 in 8 teaching positions nationwide are vacant or filled by uncertified staff.&nbsp;</li><li>High-need areas like special education, STEM, and bilingual education face the greatest shortages, leaving students at risk of falling behind.&nbsp;</li></ul><p><br></p><p>Schools urgently need solutions that ensure qualified educators are in classrooms every day.&nbsp;</p><h2>The Challenges of In-House Substitute Management</h2><p>Managing substitute coverage internally seems cost-effective—until the hidden costs emerge.&nbsp;</p><h4>Administrative Overload</h4><p>District staff spend hours daily arranging last-minute coverage when teachers are out, diverting time from core instructional priorities.&nbsp;</p><h4>Inconsistent Coverage &amp; Low Fill Rates</h4><p>Internal substitute pools are often too small to meet demand, especially during peak illness seasons or for hard-to-staff subjects.&nbsp;</p><h4>Unequal Access Across Schools</h4><p>Under-resourced schools typically have the lowest fill rates, widening instructional equity gaps.&nbsp;</p><h4>Limited Training &amp; Support for Substitutes</h4><p>Without onboarding, clear expectations, or professional development, substitutes often feel unsupported leading to high turnover.</p><h4>Rising Costs &amp; Resource Strain</h4><p>Last-minute premiums, teacher overtime, and classroom disruption costs add up quickly for districts managing substitutes alone.&nbsp;</p><h2>Benefits of Partnering with an Education Staffing Agency</h2><p>Education staffing agencies provide scale, expertise, and reliability—delivering tangible benefits to schools and districts.&nbsp;</p><h4>Higher Fill Rates &amp; Reliable Coverage</h4><p>Agencies maintain a large, credentialed substitute pool, ensuring consistent coverage even in high-demand periods.&nbsp;</p><h4>Less Administrative Burden</h4><p>Recruitment, scheduling, credentialing, and payroll are handled by the agency, freeing school leaders to focus on instruction.&nbsp;</p><h4>Specialized Matches for Schools’ Needs</h4><p>Agencies can source substitutes with specific certifications or subject matter expertise like special education or STEM.&nbsp;</p><h4>Better Retention &amp; Satisfaction</h4><p>Professional support, consistent scheduling, and competitive pay help agencies keep substitutes engaged and reliable.&nbsp;</p><h4>Cost Efficiency Over Time</h4><p>Higher fill rates, reduced disruption, and streamlined processes lead to stronger ROI for districts.&nbsp;</p><h4>Equity Across Districts</h4><p>Agencies help level the playing field so every school—urban, rural, or high-poverty—gets reliable coverage.&nbsp;</p><h2>Substitute Teacher Staffing Solutions from Cross Country</h2><p>Cross Country partners with K–12 schools nationwide to deliver fast, dependable substitute <a href="https://www.crosscountry.com/wsg/staffing-solutions" rel="noopener noreferrer" target="_blank">staffing solutions</a> that keep classrooms running smoothly.</p><p>To further streamline the process, we offer <strong>Red Rover</strong>—an all-in-one, mobile-friendly booking platform that allows schools to place and manage both day-to-day and long-term assignments anytime, from anywhere.</p><p>With <strong>Red Rover</strong>, administrators stay connected 24/7 and can fill positions with ease. It’s a smarter, faster, and more flexible way to manage staffing—reducing friction and improving response time when teacher absences arise.</p><p><strong>We provide:</strong>&nbsp;</p><ul><li>A nationwide network of vetted, credentialed substitutes&nbsp;</li><li>Rapid placement for both short-term and long-term absences&nbsp;</li><li>Compliance support for state and district credentialing requirements&nbsp;</li><li>Transparent pricing with flexible partnership models&nbsp;</li><li>A mobile-first platform (Red Rover) to simplify scheduling and communication</li><li>Ongoing collaboration to improve fill rates and retention over time&nbsp;</li></ul><h2>Keep Learning on Track—Even When Teachers Are Out</h2><p>Don’t let substitute shortages disrupt learning. Partner with <strong>Cross Country Education</strong> to ensure consistent, qualified coverage for every classroom, every day—powered by dedicated staffing experts and the convenience of <strong>Red Rover</strong>.&nbsp;</p><p><a href="https://www.crosscountry.com/staffing-advisory-request" rel="noopener noreferrer" target="_blank"><strong>Contact us today</strong></a> to build a substitute staffing strategy that keeps your schools covered and your students learning.&nbsp;</p>

Education Staffing Agencies: Boosting School Substitute Coverage

education

Why Education Staffing Agencies Are Essential for Reliable Substitute Teacher Coverage

Discover key legal and regulatory staffing imperatives for PACE organizations. Learn how leaders can ensure compliance, quality, and workforce excellence.

<p>The success of a Program of All-Inclusive Care for the Elderly (PACE) depends on the strength of its workforce and its adherence to complex regulatory standards. For PACE leaders, staffing is not simply a matter of filling shifts, it is about ensuring every team member meets federal and state requirements while supporting high-quality, participant-centered care.</p>

<p>At Cross Country Workforce Solutions Group, we recognize the critical role compliance plays in workforce strategy. Below, we highlight the legal and regulatory imperatives that PACE leaders must prioritize when managing and scaling their workforce.</p>

<h2>1. CMS and State Oversight: Foundational Standards</h2>
<p> PACE organizations operate under the dual authority of the Centers for Medicare & Medicaid Services (CMS) and state administering agencies. Compliance extends beyond adequate staffing, it requires continuous validation of workforce quality.</p>

  <ul>
     <li><strong> Licensure and Certification:</strong> Every clinical professional must hold current, verifiable credentials aligned with both federal and state standards.</li>

    <li><strong>Competency Validation:</strong> CMS mandates that organizations demonstrate workforce competence across all disciplines. </li>
    
    <li><strong>Staffing Ratios and Coverage:</strong> Some states impose strict requirements to ensure sufficient coverage for participant populations.
     </li>
    
  </ul> 

<h2>2. Credentialing and Background Screening</h2>
<p>Comprehensive credentialing is both a regulatory expectation and a patient safety measure. Leaders must ensure that all staff, whether employed directly or contracted, are thoroughly vetted through:</p>

<ul>
    <li><strong>Exclusion List Screening:</strong> Regular checks against OIG and SAM databases. </li>
    <li><strong>Background and Abuse Registry Checks:</strong> Compliance with state-specific mandates.</li>
    <li><strong>Credential Tracking:</strong> Continuous monitoring of licensure, certifications, and renewals to avoid lapses.</li>
</ul>


<h2>3. Employment Law Considerations</h2>
<p>PACE leaders must also navigate the broader legal landscape governing employment practices:</p>
<ul>
    <li><strong>Fair Labor Standards Act (FLSA):</strong> Proper classification of staff and compliance with overtime regulations. </li>

   <li><strong>Family and Medical Leave Act (FMLA):</strong> Supporting caregiver rights while maintaining workforce stability. </li>

   <li><strong>Workplace Safety Standards:</strong> Compliance with OSHA requirements to protect employees and participants alike. </li>
</ul>

<h2>4. Contracted and Agency Staffing Oversight</h2>

<p> While many PACE organizations rely on interim or agency staff to maintain continuity of care, leadership remains responsible for ensuring compliance. Partnering with a workforce solutions provider experienced in PACE ensures:</p>
<ul>
    <li> Rigorous credentialing of all contracted professionals.</li>
    <li> Audit-ready documentation that meets CMS and state requirements. </li>
	<li> Staffing models that align with both regulatory and organizational goals. </li>
</ul>

<h2>5. Survey Readiness and Documentation Integrity</h2>
<p> PACE programs must always operate in a state of survey readiness. Comprehensive documentation not only protects organizations during regulatory review but also demonstrates a culture of compliance. Leaders should prioritize:</p>

<ul> 
    <li><strong>Centralized Workforce Records:</strong> Digital solutions that streamline credential management.</li>

    <li><strong>Proactive Monitoring:</strong> Systems that flag expiring credentials before they become compliance issues. </li>

    <li><strong>Internal Audits:</strong> Regular reviews that mirror survey protocols. </li>
</ul>

<h2>Partnering for Compliance and Workforce Excellence</h2>
<p>
Maintaining a compliant workforce in today’s regulatory environment is both complex and mission-critical. Cross Country Workforce Solutions Group offers specialized expertise in PACE workforce management, delivering:
</p>

</ul>    
    <li> End-to-end credentialing and compliance oversight.</li>
    <li> Flexible staffing solutions that support continuity of care.</li>
    <li> Strategic alignment between regulatory imperatives and workforce strategy. </li>
</ul>

</br>
<p> For PACE leaders, compliance is more than a requirement—it is the foundation of trust, safety, and program sustainability. By partnering with an experienced workforce solutions provider, organizations can confidently navigate regulatory demands while focusing on what matters most: delivering exceptional care to every participant.
</p>
<p><a href="https://www.crosscountry.com/wsg/contact-us?leadSource=Blog&&campaignCode=PACEBLOG" target="_blank"> Connect with Cross Country Workforce Solutions Group</a> to learn how we can help you build a workforce strategy that is compliant, efficient, and future-ready.
</p>






Strategic Workforce Compliance: Legal and Regulatory Imperatives for PACE Organizations

Use data-backed tips and key questions to choose a travel nursing agency aligned with your specialty, support, and earnings.

<p>If you’re going on the road as a <a href="https://www.crosscountry.com/travel" rel="noopener noreferrer" target="_blank">travel nurse</a>, choosing the right agency isn’t just about the paycheck, it’s about specialty fit, support, location, and long-term growth.&nbsp;&nbsp;</p><p>Here are insider tips built on real data and questions you should always ask so you end up with an agency that supports <em>you</em>, not just any assignment.&nbsp;</p><h2>Tip #1 — Get Crystal Clear on Full Compensation &amp; Hidden Costs&nbsp;</h2><p>You deserve to know upfront what you’ll really make—and what you might have to pay for.&nbsp;</p><ul><li>Know your base pay vs specialty premiums &amp; overtime&nbsp;</li><li>Ask about stipends (housing, meals, travel) and whether they are taxable or non-taxable&nbsp;</li><li>Clarify deductions or fees, and whether incentives/bonuses are included&nbsp;</li><li>Estimate actual earnings vs cost of living in your preferred locations&nbsp;</li></ul><h2>Tip #2 — Make Sure the Agency Understands Your Specialty &amp; Credentialing Needs</h2><p>Specialty matters. If you work in ICU, NICU, OR, ER, etc., you need an agency that knows that world well.&nbsp;</p><ul><li>Ask how many assignments in your specialty they handle regularly&nbsp;</li><li>Confirm they support credentialing &amp; specialty certifications&nbsp;</li><li>Confirm whether they partner with facilities in your specialty settings—from minor hospitals to major trauma or specialty centers</li></ul><h2>Tip #3 — Look at Job Volume &amp; Flexibility of Locations</h2><p>You don’t want to be stuck waiting because your specialty or location is underserved. Flexibility can mean more work and better options.&nbsp;</p><ul><li>How many job listings in your specialty by geography?&nbsp;</li><li>Are there both short-term assignments and long-term ones?&nbsp;</li><li>How often are assignments in rural vs metro vs underserved areas?&nbsp;</li></ul><h2>Tip #4 — Assess Recruiter Support &amp; Communication in Key Moments</h2><p>An agency isn’t just for signing you up; how well they support you once you're placed matters as much.&nbsp;</p><ul><li>Responsiveness in credentialing, contract review, and onboarding&nbsp;</li><li>Communication during the assignment – housing, clinical orientation, any issues&nbsp;</li><li>Support if issues happen (e.g., licensure delays, travel problems, unexpected work conditions)&nbsp;</li></ul><h2>Tip #5 — Review Reputation, Peer Feedback &amp; Transparency</h2><p>What other travel nurses say is gold. Reviews and reputation can warn you of red flags that flashy promises hide.&nbsp;</p><ul><li>Seek testimonials from nurses in <em>your specialty</em>&nbsp;</li><li>Search forums/social media for unfiltered feedback&nbsp;</li><li>Look for transparency in contracts, clarity around perks, housing, cancellation policies&nbsp;</li></ul><h2>Tip #6 — Understand Licensing, Travel &amp; Contract Details Fully</h2><p>Small contract clauses can cost big time. Be precise with what you’re signing up for.</p><ul><li>Review cancellation, extension, renewal policies&nbsp;</li><li>Clarify who handles credential renewals, background &amp; drug screenings, vaccinations&nbsp;</li><li>If you move across state lines, ensure the agency supports multistate licensing or compacts&nbsp;</li></ul><h2>Experience the Best Travel Nursing Agency with Cross Country</h2><p><strong>Being named one of the Top Travel Nursing Agencies of 2025 means we deliver on what matters most to you. At Cross Country, we’re built to check every box you care about:</strong></p><ul><li>Transparent compensation with upfront clarity on pay, stipends, and fees&nbsp;</li><li>Recruiter teams specialized by clinical areas and who understand your specialty needs inside and out&nbsp;</li><li>Credentialing and licensing support that keeps your onboarding smooth and stress-free&nbsp;</li><li>Nationwide reach and strong facility partnerships across high-demand units&nbsp;</li><li>Real feedback from travel nurses that drives fewer surprises and more on-assignment support&nbsp;</li></ul><h2>Q&amp;A Section: Your Tough Questions Answered</h2><p><strong>QuestionsAnswerHow much can I expect to make in high-demand specialties?</strong>It depends on specialty, location, and demand. For example, some roles in high-cost states or in critical care specialties are paying significantly above national RN medians.<strong>How long does credentialing/licensure usually take?</strong>It varies—often 1-4 weeks if all paperwork is in order. Delays often happen when agencies or facilities require specialty credentials or state-specific licenses. The more support an agency offers here, the faster you’re working.<strong>Are stipends typically taxable or not?</strong>That depends on how the stipend is structured. Non-taxable stipends often require certain conditions (like housing meeting specific criteria). Always request the tax treatment in writing.<strong>What if assignments don’t align with my specialty or my home base preferences?</strong>Agencies with large specialty networks and geographic reach will offer better matching. If your agency only works in few locations or few specialties, you may get limited options.<strong> How to avoid hidden fees or surprises?</strong>Always get your contract in writing. Look for earmarked sections on housing, travel, and cancellation fees. Ask for sample contract terms. Transparency from day one is crucial. You deserve an agency that respects your specialty, your value, and your long-term success. Take control of your travel nursing journey with the agency recognized among the best in the nation. Visit <a href="https://www.crosscountry.com/travel?utm_source=Website&amp;utm_campaign=BLOG" rel="noopener noreferrer" target="_blank">Cross Country</a> today and experience the difference for yourself.</p>

Insider Tips for Choosing the Best Travel Nursing Agency for Your Specialty

Learn how to become a mammographer with this step-by-step guide. Explore education, training, and certification needed for this rewarding career.

<p>If you’ve ever considered a career in healthcare that combines advanced technology with meaningful patient interaction, becoming a mammographer might be the path for you. In this guide, we’ll break down what a mammographer does, how much they make, why this career matters, and the exact steps to get started.&nbsp;</p>
<h2>What Is a Mammographer?</h2>
<p>A mammographer, also called a mammography technologist, is a specialized medical imaging professional who operates mammography equipment to capture detailed breast images. These images are critical for early detection and diagnosis of breast cancer and other breast health concerns.&nbsp;</p>
<p>The role blends technical expertise with patient care: mammographers position patients, operate sophisticated imaging machines, and ensure diagnostic images meet quality standards—all while guiding patients through what can be an emotional and stressful experience.&nbsp;</p>
<h2>Key Responsibilities of a Mammographer</h2>
<p>Mammographers handle much more than just imaging. Day-to-day responsibilities include:&nbsp;</p>
<ul style="margin-left:20px">
  <li>Preparing and positioning patients for optimal imaging&nbsp;</li>
  <li>Operating mammography equipment, including 2D and 3D imaging systems&nbsp;</li>
  <li>Ensuring compliance with safety and regulatory standards such as MQSA&nbsp;</li>
  <li>Collaborating with radiologists to ensure diagnostic accuracy&nbsp;</li>
  <li>Educating and supporting patients throughout the screening process&nbsp;</li>
  <li>Maintaining detailed records and updating continuing education credentials&nbsp;</li>
</ul>
<p><br /></p>
<h2>How Much Does a Mammographer Make?</h2>
<p>Mammographer salaries vary by region, experience, and facility type, but recent data shows:&nbsp;</p>
<ul style="margin-left:20px">
  <li><strong>$89,000–$107,000/year</strong> is the national average salary range for mammography technologists (salary.com, ziprecruiter.com)&nbsp;</li>
  <li>Experienced mammographers or those in high-demand locations can earn <strong>$110,000+</strong> annually&nbsp;</li>
  <li>Hourly rates average <strong>$43–$52/hour</strong>, with opportunities for overtime, differential pay, and full benefits packages&nbsp;</li>
</ul>
<p><br /></p>
<p>This competitive pay reflects the specialized skills, training, and responsibility involved in the role.&nbsp;</p>
<h2>Why Consider a Career as a Mammographer?</h2>
<p>Choosing mammography isn’t just about a paycheck, it is about impact, stability, and personal growth.&nbsp;</p>
<h3>Helping Save Lives Through Early Detection</h3>
<p>Your work directly supports early breast cancer detection, improving survival rates and treatment outcomes.&nbsp;</p>
<h3>Stable and Growing Demand</h3>
<p>With an aging population and continued focus on preventive care, imaging professionals remain in high demand across the U.S.&nbsp;</p>
<h3>Blend of Technology and Patient Care</h3>
<p>Mammographers work with advanced imaging technology while providing compassionate patient care—a balance of science and service.&nbsp;</p>
<h3>Opportunities for Advancement</h3>
<p>From lead technologist roles to specializing in new imaging technologies, career growth potential is strong.&nbsp;</p>
<h3>Competitive Compensation and Benefits</h3>
<p>Strong earning potential, healthcare benefits, retirement plans, and continuing education support make this a financially rewarding career.&nbsp;</p>
<h2>Steps to Becoming a Mammographer</h2>
<p>Ready to start? Here’s the roadmap to becoming a certified mammographer:&nbsp;</p>
<h3>Step 1 – Complete an Accredited Radiologic Technology Program</h3>
<p>Begin with a radiologic technology associate degree or certificate program to become a licensed radiologic technologist (RT).&nbsp;</p>
<h3>Step 2 – Obtain State License or Base Certification</h3>
<p>Meet your state’s licensing requirements and pass the necessary exams to start working as an RT.&nbsp;</p>
<h3>Step 3 – Pursue Mammography-Specific Training</h3>
<p>Enroll in mammography-focused courses and complete both didactic (classroom) and clinical training requirements.&nbsp;</p>
<h3>Step 4 – Fulfill Clinical Experience Hours</h3>
<p>Gain supervised clinical experience performing mammography procedures to meet certification criteria.&nbsp;</p>
<h3>Step 5 – Pass the Mammography Certification Exam</h3>
<p>Complete the ARRT Mammography certification exam or your state’s equivalent for formal credentialing.&nbsp;</p>
<h3>Step 6 – Maintain Certification and Continuing Education</h3>
<p>Stay current with new technologies, renew certifications, and complete continuing education to maintain professional standing.&nbsp;</p>
<h2><span>Find Your Dream Career with Cross Country</span></h2>
<p><span class="ql-cursor">﻿</span>Cross Country helps aspiring and experienced mammographers take the next step in their careers. We match you with facilities nationwide looking for skilled imaging professionals, whether it be in a travel, per diem or permanent role.&nbsp;</p>
<p>Start your journey today with <a href="https://www.crosscountry.com/jobs/results?term=mammographer&amp;xTerm=&amp;jobType=%5B%22Travel%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=travel&amp;utmsource=Website&amp;utm_campaign" rel="noopener noreferrer" target="_blank">Cross Country</a>.&nbsp;&nbsp;</p>


How to Become a Mammographer

How to Become a Mammographer: A Step-by-Step Guide 

Learn how locum tenens staffing helps rural hospitals fill physician gaps, maintain essential services, and support provider well-being.

<h2>The Unique Challenges of Rural Healthcare Staffing</h2>
<p>Rural healthcare systems are under strain. Without swift, flexible solutions, patients in rural areas can see care delayed, providers burned out, and essential services disappear. These are the most pressing challenges:&nbsp;</p>
<h3>Provider Shortages &amp; Maldistribution</h3>
<ul style="margin-left:20px">
  <li>About 20% of Americans live in rural areas, but only roughly 10% of physicians practice there. <a href="https://www.ruralhealth.us/nationalruralhealth/media/documents/advocacy/nrha-policy-brief-workforce-retention-factors-final-3-7-25.pdf?utm_source=chatgpt.com" rel="noopener noreferrer" target="_blank" style="font-size: 16px;">National Rural Health+1</a>&nbsp;</li>
  <li>In September 2023, more than <strong>half</strong> of all Health Professional Shortage Areas (HPSAs) were in rural counties — for primary care, dental health, and mental health alike. <a href="https://www.ruralhealth.us/nationalruralhealth/media/documents/advocacy/nrha-policy-brief-workforce-retention-factors-final-3-7-25.pdf?utm_source=chatgpt.com" rel="noopener noreferrer" target="_blank" style="font-size: 16px;">National Rural Health</a>&nbsp;</li>
</ul>
<h3>Service Gaps in Specialty Care &amp; Access Delay</h3>
<ul style="margin-left:20px">
  <li>Patients in rural regions often must travel farther and wait longer for specialty care options. <a href="https://pmc.ncbi.nlm.nih.gov/articles/PMC6140198/?utm_source=chatgpt.com" rel="noopener noreferrer" target="_blank" style="font-size: 16px;">PMC+1</a>&nbsp;</li>
  <li>Many small hospitals in rural areas can’t offer certain services (e.g. OB-GYN, mental health specialists) due to lack of staff. <a href="https://www.ers.usda.gov/amber-waves/2022/august/the-most-rural-counties-have-the-fewest-health-care-services-available?utm_source=chatgpt.com" rel="noopener noreferrer" target="_blank" style="font-size: 16px;">Economic Research Service+1</a>&nbsp;</li>
</ul>
<h3>Burnout, Retention &amp; Recruitment Difficulties</h3>
<ul style="margin-left:20px">
  <li>Rural providers tend to carry broader workload burdens, often without the support systems found in larger, urban settings. <a href="https://pmc.ncbi.nlm.nih.gov/articles/PMC6140198/?utm_source=chatgpt.com" rel="noopener noreferrer" target="_blank" style="font-size: 16px;">PMC+1</a>&nbsp;</li>
  <li>Recruitment is harder when there’s professional isolation, limited continuing education, spousal employment considerations, or fewer amenities. <a href="https://www.ruralhealth.us/nationalruralhealth/media/documents/advocacy/nrha-policy-brief-workforce-retention-factors-final-3-7-25.pdf?utm_source=chatgpt.com" rel="noopener noreferrer" target="_blank" style="font-size: 16px;">National Rural Health</a>&nbsp;</li>
</ul>
<h3>Economic Pressure &amp; Financial Fragility</h3>
<ul style="margin-left:20px">
  <li>Many rural healthcare facilities operate with tighter margins and fewer buffers for unexpected events or staff shortages. <a href="https://www.ruralhealth.us/nationalruralhealth/media/documents/advocacy/nrha-policy-brief-workforce-retention-factors-final-3-7-25.pdf?utm_source=chatgpt.com" rel="noopener noreferrer" target="_blank" style="font-size: 16px;">National Rural Health+1</a>&nbsp;</li>
  <li>The cost of recruiting, credentialing, and maintaining staff is higher per capita in rural settings. <a href="https://www.ruralhealthinfo.org/topics/rural-health-recruitment-retention?utm_source=chatgpt.com" rel="noopener noreferrer" target="_blank" style="font-size: 16px;">Rural Health Information Hub</a>&nbsp;</li>
</ul>
<h3>Health Disparities and Access Inequality</h3>
<ul style="margin-left:20px">
  <li>Rural regions are disproportionately likely to be designated HPSAs. In September 2024, about <strong>66.33%</strong> of Primary Care HPSAs were in rural areas. <a href="https://www.ruralhealthinfo.org/topics/healthcare-access?utm_source=chatgpt.com" rel="noopener noreferrer" target="_blank" style="font-size: 16px;">Rural Health Information Hub+1</a>&nbsp;</li>
  <li>Noncore (very rural, low‐density) counties are much more likely to have entire-county shortages in primary care, dental, and mental health services. <a href="https://www.ers.usda.gov/amber-waves/2022/august/the-most-rural-counties-have-the-fewest-health-care-services-available?utm_source=chatgpt.com" rel="noopener noreferrer" target="_blank" style="font-size: 16px;">Economic Research Service</a>&nbsp;</li>
</ul>
<h2>What Exactly Is Locum Tenens Staffing?</h2>
<p>Locum tenens means temporary staffing support — bringing in credentialed providers (physicians, APPs and Dentists) for short or medium intervals to fill gaps in care. Here’s how locum tenens typically works:&nbsp;</p>
<ul style="margin-left:20px">
  <li>It covers scheduled absences (vacation, leave), holidays, or unfilled permanent roles.&nbsp;</li>
  <li>Duration may vary: from a single shift or week, to several months.&nbsp;</li>
  <li>The staffing agency or firm managing locum assignments usually handles licensing, credentialing, sometimes travel logistics.&nbsp;</li>
  <li>While locum staffing can be more expensive per hour than permanent staff, it avoids some long-term overhead (benefits, ongoing salaries, etc.).&nbsp;</li>
</ul>
<h2>Key Benefits of Locum Tenens Staffing for Rural Hospitals and Clinics</h2>
<p>When executed thoughtfully, locum tenens isn’t just a patch—it’s a strategic lifeline for rural care infrastructure. Here are the strongest benefits:&nbsp;</p>
<h3>Ensuring Continuous Access to Essential Services</h3>
<p>Locums help keep primary care, emergency services, maternity, and specialist clinics open when permanent staff are unavailable. This prevents care disruptions for patients.&nbsp;</p>
<h3>Reducing Provider Burnout &amp; Preventing Staff Overload</h3>
<p>Temporarily covering shifts or service gaps gives permanent providers breathing room. It allows sick leave, vacation time, and time off without leaving care totally understaffed.&nbsp;</p>
<h3>Flexibility to Manage Seasonal or Unexpected Demand Surges</h3>
<p>Rural health systems often face seasonal spikes (flu season, agricultural injuries, etc.) or emergencies. Locum tenens allows scaling up without permanent long-term hires.&nbsp;</p>
<h3>Supporting Recruitment Periods</h3>
<p>When hiring a permanent provider takes months (vetting, credentialing, etc.), locums fill in so services aren't interrupted.&nbsp;</p>
<h3>Filling Specialty Gaps &amp; Enhancing Service Variety</h3>
<p>Some rural facilities lack certain specialists permanently. Locums bring in needed subspecialty care (e.g. mental health, OB-GYN, surgical services) for periods, improving service breadth.</p>
<h3>Strengthening Community Trust &amp; Patient Satisfaction</h3>
<p>When care is consistent—even if provided by locums—it keeps patients engaged and reassured. Delays, closures, or service gaps erode trust.&nbsp;</p>
<h2>Neutral Evidence Supporting Locum Tenens as a Strategic Solution</h2>
<p>Here are some data points that reinforce locum tenens as more than a temporary stop-gap:&nbsp;</p>
<ul style="margin-left:20px">
  <li>In a <strong>2025 policy brief</strong> from the National Rural Health Association (NRHA), rural areas are shown to have severe provider shortages, especially in primary care and mental health. <a href="https://www.ruralhealth.us/nationalruralhealth/media/documents/advocacy/nrha-policy-brief-workforce-retention-factors-final-3-7-25.pdf?utm_source=chatgpt.com" rel="noopener noreferrer" target="_blank" style="font-size: 16px;">National Rural Health</a>&nbsp;</li>
  <li>A <strong>2025 blog post</strong> on RuralHealthInfo.org notes many rural health systems are already using locum tenens to cover abrupt vacancies caused by burnout, seasonal demand, and unfilled positions. <a href="https://www.ruralhealth.us/blogs/2025/06/rural-physician-burnout-and-staffing-shortage-impact-in-2025?utm_source=chatgpt.com" rel="noopener noreferrer" target="_blank" style="font-size: 16px;">National Rural Health</a>&nbsp;</li>
  <li>Data from the U.S. Census and USDA shows that noncore rural counties are significantly more likely to be entirely covered by Health Professional Shortage designations than metropolitan areas. <a href="https://www.ers.usda.gov/amber-waves/2022/august/the-most-rural-counties-have-the-fewest-health-care-services-available?utm_source=chatgpt.com" rel="noopener noreferrer" target="_blank" style="font-size: 16px;">Economic Research Service</a>&nbsp;</li>
</ul>
<h2>Cross Country’s Locum Tenens Solutions: Let Us Fill Your Critical Gaps</h2>
<p>At Cross Country, we tailor locum tenens programs for rural hospitals and clinics in a way that respects both patient care and operational reality.&nbsp;</p>
<ul style="margin-left:20px">
  <li><strong>Strategic Matching</strong> — We connect you with providers experienced in rural settings so they need less adjustment time.&nbsp;</li>
  <li><strong>Credentialing &amp; Licensing Support</strong> — We take on the administrative load so your facility doesn’t get bogged down in paperwork.&nbsp;</li>
  <li><strong>Flexible Term Types</strong> — Short-term, medium-term, recurring placements depending on your needs.&nbsp;</li>
  <li><strong>Cost Transparency</strong> — Clear pricing structure, to avoid surprise excess costs.&nbsp;</li>
  <li><strong>Continuity Focus</strong> — Whenever possible, we aim for repeat coverage by the same provider to build patient relationships and stability.&nbsp;</li>
</ul>
<p><br /></p>
<p>Don’t let provider gaps threaten the health of your community. If your rural clinic or hospital is struggling with shortages, seasonal surges, or specialist gaps, Cross Country’s locum tenens program is built for you.&nbsp;</p>
<p>
  <a href="https://www.crosscountry.com/locums/client-solutions?utm_source=Website&amp;utm_campaign=Blog" rel="noopener noreferrer" target="_blank"><strong>Reach out now</strong></a> for strategy planning session. Let’s map out a coverage plan that ensures reliability, improves staff wellbeing, and keeps your patients getting the care they deserve.&nbsp;
</p>



How Locum Tenens Staffing Fills Critical Coverage Gaps in Rural Healthcare

locums

As we observe National APP Week, we take this time to reflect with gratitude on the incredible contributions of our Advanced Practice Providers (APPs) at Cross Country Locums—Nurse Practitioners, Physician Assistants, CRNAs, CNMs, and CAAs and all others who help ensure high-quality, patient-centered care wherever they serve.

<p>As we observe <strong>National APP Week</strong>, we take this time to reflect with gratitude on the incredible contributions of our Advanced Practice Providers (APPs) at Cross Country Locums—Nurse Practitioners, Physician Assistants, CRNAs, CNMs, and CAAs and all others who help ensure high-quality, patient-centered care wherever they serve.</p><p>This week is about more than just saying “thank you.” It’s a commitment to listening, understanding, and supporting you—our APPs—because your experiences matter.</p><h3>Why Our APPs Are Vital — Insights from <em>From Insight to Action</em></h3><p>In early 2024, we released <a href="https://www.crosscountry.com/blog/new-report-from-cross-country-locums-from-insight-to-action" rel="noopener noreferrer" target="_blank"><em>From Insight to Action: Leveraging Clinician Perspectives for Workforce Success</em></a>, a survey of physicians and APPs. We learned important things that reaffirm how essential APPs are to our mission.</p><p>Here are some of the highlights:</p><ul><li><strong>91% of APPs believe granting full autonomy improves access to care</strong> — reflecting your belief that when APPs are enabled to practice at the top of their license, patients benefit.</li><li><strong>70% of providers</strong> choose locum tenens work primarily for schedule flexibility—one of the most highly valued benefits.</li></ul><p><br></p><p>These are not just statistics — these are your voices, your experiences, your hopes and values.</p><h3>From the Field</h3><p>Here is a recent reflection from a CRNA who have chosen locums with Cross Country:</p><p>“I decided to work Locums to have a better work-life balance. I moved to South Carolina from Chicago and working Locums has provided me with the flexibility to work as much as I’d like while being able to travel and see my family."&nbsp;– <strong>Cayla C., CRNA</strong></p><p>This quote illustrates the unique balance locum work offers: professional fulfillment, flexibility, and an opportunity to shape your career and your life on your terms.</p><h3>What We’re Doing to Support APPs</h3><p>Here are some of the ways we strive to support APPs:</p><ul><li>Providing opportunities that align with your preferences for scope, geography, and schedule.</li><li>Investing in technology that helps you do your job well because tools and systems are part of what allows you to thrive.</li><li>Listening and acting on YOUR feedback. Surveying to better understand what matters—autonomy, quality of care, scheduling, scope of practice—and using that data to inform how we support placements.</li></ul><p><br></p><h3>A Message to Our APPs</h3><p>We see you. We value your skills, your compassion, your flexibility, your desire to serve patients at their most critical moments, and your courage to build a career that aligns with both your professional goals <em>and</em> your personal life.</p><p>Thank you for choosing locums. Thank you for choosing Cross Country Locums. And above all, thank you for being the force that helps deliver safe, high-quality care—no matter where your assignment takes you.</p><p><br></p><p>If you are looking for a new (or your first) locums assignment- we would love to help! <a href="https://www.crosscountry.com/locums/hotjobs?utm_source=Website&amp;utm_campaign=Blog" rel="noopener noreferrer" target="_blank">Let's connect!</a></p><p><br></p><p>Happy National APP Week!</p>

Celebrating Our APPs During National APP Week

Discover key tips for per diem professionals during peak healthcare seasons. Stay flexible, get scheduled & make the most of high-demand opportunities.

<p> If you’ve been working per diem for any length of time, you know the demand for healthcare professionals ebbs and flows throughout the year. During peak seasons, such as flu season, summer vacations and holiday periods, per diem shifts can become available, and sometimes more stressful. Knowing what to expect and how to prepare can help you take advantage of these opportunities while maintaining balance in your life and career.</p>

<h2>Why Peak Seasons Matter for Per Diem Professionals</h2>
<p>Hospitals, clinics and long-term care facilities face unique staffing challenges during peak seasons:</p>

<ul>
  <li><strong>Flu and illness surges:</strong> More patients will visit hospitals and urgent care centers, requiring additional nurses, respiratory therapists and other healthcare professionals. </li>

  <li><strong>Holiday vacations:</strong> Permanent staff often take time off around Thanksgiving, Christmas and summer, creating staffing gaps.</li>

  <li> <strong>Census fluctuations:</strong> Certain specialties (such as pediatrics during winter or physical therapy during summer) see higher demand at specific times of the year. </li>
</ul>
</br>
<p>For per diem professionals, this means more opportunities to pick up shifts, diversify experience and increase income. </p>

<h2>How to Prepare for Peak Season Success</h2>
<h3>Stay Credential-Ready</h3>
<p> During busy times, facilities can’t wait on paperwork delays. Make sure your licenses, certifications, immunizations and compliance documents are up to date. Having everything ready ensures the opportunity to be first in line for available shifts.</p>

<h3>Be Flexible</h3>
<p> Facilities need coverage for nights, weekends and holidays which is, of course, when permanent employees may need time off. By being open to less popular shifts, you not only earn more but also become a go-to resource for staffing managers. As a per diem professional this may also be a win-win for you, allowing you to work around childcare or family schedules.</p>

<h3>Expect a Faster Pace</h3>
<p>Patient volumes rise during peak seasons, which often means heavier workloads and higher stress. Going in with realistic expectations helps you stay composed provide safe care, and avoid burnout.</p>

<h3>Take Care of Yourself</h3>
<p>With back-to-back shifts available, it’s tempting to overcommit. Prioritize rest, nutrition and downtime to maintain your energy and prevent fatigue-related errors. A healthy clinician is a safe and effective one.</p>

<h3>Communicate Clearly</h3>
<p>Whether you’re working through a staffing agency or directly with facilities, clear communication is key. Let schedulers know your availability well in advance and confirm shift details to avoid misunderstandings during hectic times.</p>

<h3>See It as an Opportunity</h3>
<p>Peak season work doesn’t just mean extra pay. Think of it as a chance to build relationships with new facilities, expand your skills in high-demand environments, and demonstrate your reliability. These experiences can open doors for future contracts or recurring per diem work.</p>
<p>Working per diem during peak seasons can be both challenging and rewarding. By staying organized, flexible and mindful of your well-being, you can maximize your earnings while making a meaningful impact when patients and facilities need you most. As we approach fall and the holiday season, Cross Country MSN has per diem (and local contract) opportunities in many cities nationwide. Let us know you are interested <a href="https://www.crosscountry.com/local/nursing?utm_source=Website&&&&utm_campaign=BLOG" target="_blank">here</a> and we’ll be in touch. </p>




Peak-Season Per Diem Work: Guide for Healthcare Professionals

What You Need to Know About Working Per Diem During Peak Seasons

Partnering with a healthcare staffing agency provides administrators with the flexibility and resources to fill staffing gaps quickly and efficiently without compromising the quality of care. By leveraging per diem and local contract professionals, facilities can maintain the right balance to deliver the patient-centered experience every individual deserves.

<p>As a hospital administrator you know patient experience is more than just a buzzword, it is a key driver of hospital reputation, reimbursement and long-term success and why we do what we do. Patients remember how they were treated as much as the treatment they received. For administrators, this makes adequate staffing levels a critical component of delivering high-quality care.</p><h2>The Link Between Staffing and Patient Experience</h2><h3>Quality of Care</h3><p>When nursing and allied healthcare professionals are stretched too thin, the risk of errors increases. Medication administration, patient monitoring and routine assessments can be delayed or overlooked, directly impacting safety and outcomes. Adequate staffing ensures that every patient receives the attention and vigilance they deserve.</p><h3>Timely Response to Patient Needs</h3><p>Long wait times or delayed responses to requests often leave patients feeling neglected. This not only harms the patient experience but can also lower HCAHPS scores. Sufficient staffing helps ensure that patients’ needs are met promptly, fostering trust and satisfaction.</p><h3>Staff Morale and Engagement</h3><p>Overworked staff are more likely to experience burnout, leading to turnover and disengagement. Patients can sense when caregivers are rushed, stressed or exhausted. When staff have manageable workloads, they are more engaged and attentive, which directly elevates the patient experience.</p><h3>Patient and Family Communication</h3><p>Time is a valuable resource in healthcare. With proper staffing levels, providers can take the time to explain procedures, answer questions and communicate clearly with patients and families. When emotions and fear are running high, the need for this type communication can’t be put into words.</p><h3>Overall Facility Reputation</h3><p>Word-of-mouth and online reviews heavily influence where patients choose to receive care. Facilities that consistently provide positive patient experiences stand out in competitive markets. Maintaining appropriate staffing levels is one of the most effective ways to ensure patient satisfaction and loyalty.</p><h2>The Risks of Understaffing</h2><p>Administrators know the consequences of persistent staffing shortages:</p><ul><li>Increased patient complaints</li><li>Declining patient safety metrics</li><li>Lower HCAHPS and satisfaction scores</li><li>Staff turnover and higher recruitment costs</li><li>Potential regulatory and compliance challenges</li></ul><p><br></p><p>The bottom line: understaffing doesn’t just affect patient experience—it impacts the entire organization’s performance and reputation.</p><h2>How Staffing Agencies Support Adequate Coverage</h2><p>Even with robust workforce planning, unexpected challenges, such as seasonal surges, staff illness or turnover, can disrupt staffing ratios. This is where partnering with a healthcare staffing agency makes a measurable difference.</p><p>Staffing agencies can:</p><ul><li><strong>Provide access to qualified per diem professionals</strong> for immediate coverage during last-minute call-outs or surges.</li><li><strong>Offer local contract nurses and allied staff</strong> to support departments during peak demand or extended staff absences.</li><li><strong>Simplify compliance and credentialing</strong>, ensuring professionals meet facility and regulatory standards.</li><li><strong>Reduce burnout among core staff</strong> by easing workload pressure and allowing permanent staff to focus on consistent, high-quality care.</li></ul><p><br></p><p>Partnering with a healthcare staffing agency provides administrators with the flexibility and resources to fill staffing gaps quickly and efficiently without compromising the quality of care. By leveraging per diem and local contract professionals, facilities can maintain the right balance to deliver the patient-centered experience every individual deserves.</p><p>Interested in learning more about Cross Country’s <a href="https://www.crosscountry.com/wsg/staffing-solutions" rel="noopener noreferrer" target="_blank">staffing solutions</a>? Learn more <a href="https://www.crosscountry.com/msn/client-solutions?utm_source=WEBSITE&amp;&amp;utm_campaign=BLOG" rel="noopener noreferrer" target="_blank">here</a>.</p>

The Patient Experience: Why Adequate Staffing Levels Matter

The healthcare industry continues to face tough challenges: ongoing provider shortages, rising clinician burnout, and growing pressure to maintain operations efficiently. To stay ahead, more facilities are turning to locum tenens physician assistants (PAs) and nurse practitioners (NPs)—not just as a temporary fix, but as a smart, strategic move for long-term success. Here’s what current trends and data show—and why investing in locum PAs and NPs could benefit your organization.

<p>The healthcare industry continues to face tough challenges: ongoing provider shortages, rising clinician burnout, and growing pressure to maintain operations efficiently.</p><p>To stay ahead, more facilities are turning to locum tenens physician assistants (PAs) and nurse practitioners (NPs)—not just as a temporary fix, but as a smart, strategic move for long-term success.</p><p>Here’s what current trends and data show—and why investing in locum PAs and NPs could benefit your organization.</p><h3>Locum Staffing Is Becoming The Norm</h3><p>Locums are no longer a backup plan—they're a core part of many organizations’ staffing strategies.</p><p><strong>82% of healthcare facilities</strong> are using locum providers to fill open roles while they recruit permanent staff, according to Staffing Industry Analysts.</p><p>That means nearly <strong>4 out of 5 </strong>organizations already rely on this flexible staffing model—and the number is expected to grow.</p><h3>Demand Is Up And So Is Financial Opportunity</h3><p>Locum tenens roles are not just filling gaps; they’re growing rapidly.</p><p>Locum advanced practice providers (APPs)—including NPs, PAs, and CRNAs—saw a <strong>25% revenue increase year-over-year in early 2024</strong>.</p><p>The global locum staffing market is projected to reach <strong>$14.6 billion by 2030</strong>, with a steady <strong>7.6% annual growth rate</strong>.</p><p>This signals strong demand for locum providers—and a clear opportunity for facilities that use them wisely.</p><h3>Clinicians Want Flexibility And Locum Work Delivers It</h3><p>The healthcare workforce is changing. Many clinicians are rethinking what their careers should look like.</p><p>A recent Doximity survey showed that <strong>63% of physicians</strong> are either currently working locum tenens or plan to in the next 5 years.</p><p>Among nurse practitioners, <strong>70% said</strong> they plan to pursue locum assignments, citing <strong>flexibility</strong>—especially around where and when they work—as a top reason.</p><p>If your facility wants to attract top talent, locum roles are increasingly where that talent is looking.</p><h3>Why Facilities Are Leaning Into Locum Providers</h3><p>Locum PAs and NPs offer several clear advantages:</p><ul><li><strong>Continuity of Care</strong>- They ensure patients receive consistent care during staffing shortages, recruitment gaps, or provider leaves.</li><li><strong>Burnout Prevention</strong>- Locums can relieve pressure on your core team—helping reduce turnover and improve morale.</li><li><strong>Revenue Protection</strong>- Strategic use of locums helps avoid service interruptions, which protects your bottom line and improves patient satisfaction.</li><li><strong>Access to High-Performing Talent</strong>- Locum clinicians often bring experience, adaptability, and motivation—especially as more early-career providers seek non-traditional roles.</li><li><strong>Built-In Scalability</strong>- Need to scale quickly during flu season or cover a sudden surge in patient volume? Locums make that possible without long-term overhead.</li></ul><h3>Locum PAs and NPs Are A Strategic Advantage</h3><p>For forward-thinking healthcare leaders<strong>, locum tenens providers aren’t just a convenience—they’re a competitive advantage.</strong></p><p>Whether your goal is improving retention, expanding services, or just keeping up with rising demand, locum PAs and NPs can help you stay flexible, efficient, and prepared.</p><h3>Ready To Strengthen Your Workforce Strategy?</h3><p>Want to turn this strategy into action? <a href="https://www.crosscountry.com/locums/client-solutions?utm_source=Website&amp;utm_campaign=Blog" rel="noopener noreferrer" target="_blank">Let’s talk</a> about how locum tenens staffing can fit into your organization’s workforce plan.</p>

Why Healthcare Facilities Should Consider Hiring Locum PAs and NPs

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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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