[{"data":1,"prerenderedAt":-1},["ShallowReactive",2],{"detail-sidebar-cat-0-en-105":3,"doc-seo-502351-105":59,"doc-detail-502351-en":134},{"code":4,"msg":5,"data":6},0,"success",[7,13,18,23,28,33,38,43,48,51,55],{"id":8,"doc_module":4,"doc_module_name":9,"category_name":10,"show_sort_weight":11,"slug":12},1,"Document","Story & Novel",90,"story-novel",{"id":14,"doc_module":4,"doc_module_name":9,"category_name":15,"show_sort_weight":16,"slug":17},2,"Literature",80,"literature",{"id":19,"doc_module":4,"doc_module_name":9,"category_name":20,"show_sort_weight":21,"slug":22},4,"Exam",70,"exam",{"id":24,"doc_module":4,"doc_module_name":9,"category_name":25,"show_sort_weight":26,"slug":27},5,"Comic",60,"comic",{"id":29,"doc_module":4,"doc_module_name":9,"category_name":30,"show_sort_weight":31,"slug":32},6,"Technology",50,"technology",{"id":34,"doc_module":4,"doc_module_name":9,"category_name":35,"show_sort_weight":36,"slug":37},7,"Healthcare",40,"healthcare",{"id":39,"doc_module":4,"doc_module_name":9,"category_name":40,"show_sort_weight":41,"slug":42},8,"Research & Report",30,"research-report",{"id":44,"doc_module":4,"doc_module_name":9,"category_name":45,"show_sort_weight":46,"slug":47},9,"Religion & Spirituality",20,"religion-spirituality",{"id":46,"doc_module":4,"doc_module_name":9,"category_name":49,"show_sort_weight":46,"slug":50},"World Cup","world-cup",{"id":52,"doc_module":4,"doc_module_name":9,"category_name":53,"show_sort_weight":52,"slug":54},10,"Lifestyle","lifestyle",{"id":56,"doc_module":4,"doc_module_name":9,"category_name":57,"show_sort_weight":24,"slug":58},19,"General","general",{"code":4,"msg":60,"data":61},"ok",{"site_id":62,"language":63,"slug":64,"title":65,"keywords":66,"description":67,"schema_data":68,"social_meta":127,"head_meta":129,"extra_data":131,"updated_unix":133},105,"en","top-midwest-healthcare-employer-uses-medcerts-to-improve-medical-assistant-pipeline-case-study","Top Midwest Healthcare Employer Uses MedCerts to Improve Medical Assistant Pipeline - Case Study","","A Midwest hospital network faced severe Medical Assistant staffing shortages during COVID-19 burnout, with many unfilled CCMA roles and high replacement costs. Partnering with MedCerts, the employer launched a structured reskilling program for existing employees, using interactive simulations and a 6-month online pathway followed by a 120-hour supervised externship. The initiative achieved strong engagement, high completion and certification rates, and delivered lower risk with tuition coverage and two-year retention commitments.",{"@graph":69,"@context":126},[70,84,105],{"@type":71,"itemListElement":72},"BreadcrumbList",[73,77,79,82],{"item":74,"name":75,"@type":76,"position":8},"https://docshare.wps.com","Home","ListItem",{"item":78,"name":9,"@type":76,"position":14},"https://docshare.wps.com/document/",{"item":80,"name":35,"@type":76,"position":81},"https://docshare.wps.com/document/healthcare/",3,{"item":83,"name":65,"@type":76,"position":19},"https://docshare.wps.com/document/top-midwest-healthcare-employer-uses-medcerts-to-improve-medical-assistant-pipeline-case-study/502351/",{"url":83,"name":65,"@type":85,"image":86,"author":91,"headline":65,"publisher":94,"fileFormat":97,"inLanguage":63,"description":67,"dateModified":98,"datePublished":99,"encodingFormat":97,"isAccessibleForFree":100,"interactionStatistic":101},"DigitalDocument",{"url":87,"@type":88,"width":89,"height":90},"https://docshare.wps.com/thumbnails/top-midwest-healthcare-employer-uses-medcerts-to-improve-medical-assistant-pipeline-case-study/502351.png","ImageObject",300,407,{"name":92,"@type":93},"Jacob","Person",{"url":74,"name":95,"@type":96},"DocShare","Organization","application/pdf","2026-11-07","2026-10-03",true,{"@type":102,"interactionType":103,"userInteractionCount":29},"InteractionCounter",{"@type":104},"ViewAction",{"@type":106,"mainEntity":107},"FAQPage",[108,114,118,122],{"name":109,"@type":110,"acceptedAnswer":111},"What staffing problem did the hospital network face in 2021?","Question",{"text":112,"@type":113},"In May 2021, a Midwestern network with 40 locations and about 1,900 employees had 36 unfilled Medical Assistant positions due to COVID-19-related burnout.","Answer",{"name":115,"@type":110,"acceptedAnswer":116},"How did the hospital network structure the MedCerts training program?",{"text":117,"@type":113},"Employees applied for CCMA/CMAA preparation; cohorts started every two months. Participants completed about 6 months of online study, then completed a 120-hour supervised externship at outpatient clinics.",{"name":119,"@type":110,"acceptedAnswer":120},"What outcomes did the program achieve?",{"text":121,"@type":113},"Interest exceeded expectations, with 81% course completion and a 92% certification rate among completers, resulting in 24 students passing the National Healthcareer Association exam and becoming certified Medical Assistants.",{"name":123,"@type":110,"acceptedAnswer":124},"How did the program manage costs and risk for students and the hospital?",{"text":125,"@type":113},"The hospital covered the $4,000 tuition per student and participants agreed to stay for two years; reassignment was used if performance issues arose, and tuition reimbursement was required only if they left during the commitment period.","https://schema.org",{"og:url":83,"og:type":128,"og:title":65,"og:site_name":95,"og:description":67},"article",{"robots":130,"canonical":83},"index,follow",{"doc_id":132,"site_id":62},502351,1791474390,{"code":4,"msg":5,"data":135},{"doc_id":132,"user_id":136,"nickname":92,"user_avatar":137,"doc_module":4,"category_id":34,"category_name":35,"doc_title":65,"doc_description":67,"doc_content":138,"file_id":139,"file_url":140,"file_type":141,"file_size":142,"view_count":29,"is_deleted":4,"is_public":8,"is_downloadable":8,"audit_status":8,"page_count":14,"language":143,"language_code":63,"site_id":62,"html_lang":63,"table_of_contents":144,"faqs":145,"seo_title":146,"seo_description":67,"update_tm":147,"read_time":24,"preview_page_count":4},962084931830,"https://ap-avatar.wpscdn.com/davatar_a8503ba1806abce46bf441b54a3ca4cd","Large Midwest Healthcare Employer Uses  \nMedCerts to Improve Medical Assistant Pipeline  \nA Cheaper MA Pipeline is Especially Important  \nWhile the turnover rate is typically high in allied health jobs, finding a new medical assistant (CCMA) is unusually expensive. A 2020 study published in The Journal of the American Board of Family found the CCMA turnover rate is 59%, with the cost of finding a replacement $14, 200 or 40% of the average CCMA salary.  \nGiven those challenges, finding ways to lower MA acquisition cost and locking down multi-year contracts is essential.  \n“The MedCerts partnership  \nhas increased our student  \nflow, allowed us to promote internally and increased our knowledge pool of clinical applicants.  \nThe program has been a great eye-opener for us asan organization that this is what we have to do to be sustainable.\"  \nSENIOR RECRUITER  \nAt Hospital System  \nTHE CHALLENGE  \nIn May 2021, a Midwestern hospital network with 40 locationsand 1, 900 employees faced a dramatic staffing issue. With their healthcare workers suffering from COVID-19-related burnout, they had 36 unfilled Medical Assistant positions.  \nThey wanted to focus on upskilling existing employees, to not compete for the limited pool of already trained and credentialed candidates. However, since they only had the capacity to offer 10 or 12 externships, they needed to find a career certification training partner with the right infrastructure and curriculum to support a more ambitious reskilling program.  \nClose the Skill Gap  \nIndustryRecognized Credentials  \nTime and Cost Effective  \nTHE SOLUTION  \nThe hospital network teamed up with MedCerts Partner Solutions, an online-based education provider, to offer a program preparing Medical Assistant students for CCMA and CMAA certifications.  \nAll company employees were invited to apply for the program, with food service, housekeeping and entry-level administrative workers among the applicants. 7-8 employees were picked per cohort, with a new cycle beginning every two months.  \nThe MedCerts’ curriculum uses interactive simulations and gamebased learning. It typically takes participants 6 months to complete their online studies, with some finishing in 3 or 4 months.  \nAfter completing the online coursework, participants had a 120-hour externship, supervised by a clinical practice educator at oneof the hospital network’s 30 outpatient clinics.  \nLarge Midwest Healthcare Employer Uses  \nMedCerts to Improve Medical Assistant Pipeline  \nUpskilling Cheaper Than Poaching Existing MAs  \nThere are significant cost savings in investing in new MAs. According to U. S. Bureau of Labor Statistics data ( not including overtime) entry level MAs make $26, 936 a year, compared to MAs with 5-9 years experience making $35, 859.  \nAdditionally, Adzuna found in 2024 the average signing bonus for a medical assistant is $2, 711.  \n\"Having the support of the hospital and everyone at MedCerts has made this so  \nseamless for me.  \nThe training gives me the opportunity to go from being a billing specialist, to working in the medical field without four years of schooling and without all the debt that incurs.\"  \nPROGRAM STUDENT  \nAccountant Coordinator Turned Medical Assistant  \nat the Hospital  \n[partners. medcerts.com/](partners. medcerts.com/)  \nTHE RESULTS  \n1  \n2  \n3  \nInterest Surpassed Expectations  \nThere were 35 to 40 applicants for the first cohort in June 2021. In 2022, there was a waiting list with 246 candidates applying or reaching out about the program.  \n81% Completion Rate  \n32 people enrolled with 26 completing their course.  \n92% Certification Rate  \nOf the students, who completed their course, 24 passed the National Healthcareer Association exam and became  \ncertified Medical Assistants at the hospital.  \nMUTUALLY LOW RISK  \nThe hospital fully covered the $4, 000 per student MedCerts tuition cost, with participants agreeing to stay at the hospital for two years after completing their training. If there was a per","cbCaisApavwPIzMw","https://ap.wps.com/l/cbCaisApavwPIzMw","pdf",1742136,"English","# The Challenge\n## Staffing gaps and cost pressures\n# The Solution\n## MedCerts program design and training flow\n# Upskilling and cost savings\n# The Results\n## Applicants, completion, certification\n## Risk management and retention\n# Internal Benchmark and Turnaround","[{\"question\":\"What staffing problem did the hospital network face in 2021?\",\"answer\":\"In May 2021, a Midwestern network with 40 locations and about 1,900 employees had 36 unfilled Medical Assistant positions due to COVID-19-related burnout.\"},{\"question\":\"How did the hospital network structure the MedCerts training program?\",\"answer\":\"Employees applied for CCMA/CMAA preparation; cohorts started every two months. Participants completed about 6 months of online study, then completed a 120-hour supervised externship at outpatient clinics.\"},{\"question\":\"What outcomes did the program achieve?\",\"answer\":\"Interest exceeded expectations, with 81% course completion and a 92% certification rate among completers, resulting in 24 students passing the National Healthcareer Association exam and becoming certified Medical Assistants.\"},{\"question\":\"How did the program manage costs and risk for students and the hospital?\",\"answer\":\"The hospital covered the $4,000 tuition per student and participants agreed to stay for two years; reassignment was used if performance issues arose, and tuition reimbursement was required only if they left during the commitment period.\"}]","Top Midwest Healthcare Employer Uses MedCerts to Improve Medical Assistant Pipeline - Case Study | PDF",1791031903]