The rapid growth of telehealth technology has increased patients’ access to care and preferences for virtual care options. It has also exacerbated existing nursing workforce shortages and created new demand for specialized telehealth nursing roles. If left unaddressed, the telehealth nursing shortage could negatively impact the sustainability and continued expansion of telehealth services. Several initiatives are underway to recruit and train nurses with the skills needed to meet rising telehealth needs.
Education and Training Programs: Nursing schools and continuing education programs are developing targeted telehealth curricula to equip new and experienced nurses with telehealth competencies. For example, the University of Pittsburgh launched a graduate certificate program in telehealth nursing focused on clinical assessment, technology use, and legal/regulatory issues in virtual care delivery. States like California now require telehealth education be incorporated into nursing programs. Industry groups provide telehealth certifications recognizing additional training. Expanding flexible online learning options allows working nurses to upgrade skills. Standardizing core telehealth nursing competencies and integrating them systematically across education programs is important for workforce preparation.
Career Ladders and Roles: Defining clear career pathways from entry-level to advanced telehealth nursing roles helps recruit and retain talent. Entry roles may involve remote patient monitoring or intake triage. More experienced nurses can staff tele-urgent care clinics or inpatient tele-rounding services. Advanced roles focus on areas like tele-wound care, tele-behavioral health, or telehealth program management. Telehealth companies create dedicated nursing leadership positions. Clearly defined roles and responsibilities along with competitive salaries and benefits attract qualified candidates.
Partnerships: Collaborations between health systems, virtual care vendors, schools, and regional workforce boards address gaps. For example, a telehealth company could partner with a nursing school to provide virtual clinical rotations or jobs for graduating students with exposure to telehealth. Health systems aiming to expand tele-ICU or tele-stroke services may contract vendor companies to rapidly train and deploy experienced critical care nurses into those telehealth programs on a contractual basis until in-house staff can be trained. Partnerships leverage varied strengths to more efficiently grow the pipeline.
Recruitment Incentives: Sign-on bonuses, student loan repayment assistance, relocation stipends, and flexible scheduling help attract nursing talent, especially in rural and shortage areas where telehealth jobs may be located. Retention strategies like career ladders, tuition reimbursement for ongoing education, competitive pay, and remote work arrangements incentivize experienced nurses to transition into or remain in telehealth roles. Financial and other incentives address barriers to entry and promote longevity in telehealth nursing careers.
Regulatory Changes: Some states are updating nursing practice acts and scope of practice rules to explicitly cover provision of care via telehealth technologies and platforms. This legal recognition helps recruit nurses who were previously unsure if telehealth fit within their allowed scope. Clarifying licensing reciprocity across state lines for telehealth nursing and streamlining endorsement processes encourages mobility. Regulatory modernization acknowledging the realities of virtual care delivery removes barriers for qualified nurses.
The nursing shortage in telehealth requires strategic, multi-faceted solutions. Coordinated efforts across academia, industry, regulatory bodies, and workforce groups can help recruit, train, deploy and retain skilled telehealth nurses prepared to meet growing patient needs through virtual care options. Standardizing competencies, creating specialized programs and roles, offering incentives, and modernizing regulations all contribute to developing a robust and sustainable telehealth nursing workforce for the future. Close monitoring is still needed to determine if current initiatives are sufficiently addressing gaps or if new approaches are warranted.