Clinics and health systems across the country are experiencing staffing shortages. And while many organizations are testing new ideas to strengthen the workforce, one approach is standing out: investing in the frontline caregivers who already know the patients, the workflow, and the realities of care.
Arkansas is facing the same challenge seen nationwide: not enough licensed nurses at the bedside. But the Arkansas Health Care Association (AHCA) is doing something no one else in the country has done—creating a CNA to LPN career ladder designed specifically for long-term care professionals already serving Arkansas communities.
This model gives frontline caregivers a way to advance their careers, increase their earning potential, and continue serving residents who rely on them every day.
“It’s the first nursing program of its kind, owned and operated by a long-term care healthcare association,” said Rachel Bunch, Executive Director of AHCA. “We think this new bridge that we’ve developed with different steps along the way will be practical and also a way for working adults to achieve a nursing certificate or license as they work in healthcare.”
Why This Matters: Arkansas’s Urgent Nursing Shortage
Long-term care facilities across the state are struggling to fill LPN and RN roles.“We have a major shortage of nurses who work at the bedside,” Bunch explained. “We have a lot of nurses who work lots and lots of overtime and lots of extra hours to help meet the needs of the patients, and I think we burn workers out sometimes.”
The pipeline challenge is real:
- Predictions indicate Arkansas will be short 9,000 nurses by 2035
- Arkansas is only adding about 76% of nurses needed to keep up with demand
- Many rural communities still lack access to flexible, local nursing programs
These gaps led AHCA to rethink workforce development from the ground up.
A Career Pathway That Works While You Work
Instead of asking caregivers to quit their jobs or relocate, AHCA developed a model designed to address the most commonly reported barriers, such as childcare and transportation challenges, as well as the inability to stop working for school or afford tuition and prerequisite courses.
“Most of them have never been to college, never been to nursing school, but have always wanted to,” Bunch said. “They are dedicated staff…they show up, and they have been there year after year, many of them through the pandemic.”
The program begins with existing CNAs, not new hires.
Step 1: CNA to Medication Assistant (MAC)
AHCA created a mobile, three-week MAC training program with over 20 training sites statewide. When enough CNAs in a region express interest, AHCA brings the training team to them, with equipment, instructors, and supplies included.
During the three-week MAC training, tuition is fully covered through grants, and participants continue earning their regular wages. Clinicals are completed at their home facility before they take the state exam and begin their new work.
This one step alone relieves pressure on nurses and strengthens care teams.“It really takes the burden off the nurses on the floor… and allows the MAC to start passing meds and other CNAs to backfill in the pipeline.”
Step 2: MAC to LPN
The LPN program currently operates in Little Rock, Rogers, and Jonesboro, with Fort Smith approved for 2026.
The 10-month LPN program includes classes on Tuesday through Thursday, with scheduled shifts as a MAC on Mondays, Fridays, and Saturdays. Tuition is waived, and testing fees are covered by the facility, with guaranteed job placement at the same facility.
The students entering the inaugural cohort have remarkable experience:“On average, they have been CNAs for about 10 years in our nursing homes. These are people who are truly dedicated and truly deserving.”
All students complete one online prerequisite before entering the LPN program. The class is covered through income-based state grant resources, making entry into the program even more accessible.
What This Means for Patient Care
More LPNs in long-term care means:
- Improved staffing ratios
- Reduced burnout
- Better continuity of care
- More time for nurses to work at the top of their license
“I think it will absolutely translate to an improvement,” Bunch said. “We know that we need to continue to grow our staff.”
Even with 70 students in the first LPN cohort, Bunch notes the demand is far greater — but this is a meaningful start.
A Model Other States Are Watching
This initiative works because Arkansas facilities are doing it together.
“One facility doing this alone doesn’t really make sense,” Bunch said. “But facilities coming together like this and sharing resources through our association has made this come to life.”
AHCA is already monitoring staffing gaps statewide to determine where to expand next.
A Message to CNAs Thinking About the Next Step
Bunch offers encouragement for anyone considering the program: “You can do it — go for it. Absolutely. You have it in you. Just because you haven’t been to college or haven’t been to nursing school…today is the day to start.”
Long-term care facilities across Arkansas are cheering them on and ready to welcome them as future LPNs.
Learn More
Arkansas Health Care Association
https://arhealthcare.com
Arkansas Office of Skills Development
https://dws.arkansas.gov/office-of-skills-development
