Edcor Newsletter May 2026

EDCOR NEWSLETTER

Why Nurse Education Is Healthcare's Smartest Workforce Investment

Healthcare organizations are spending millions trying to solve a problem that, in many ways, keeps getting bigger. They are recruiting harder, paying more, and still watching nursing units run short-staffed. What the data consistently points to, though, is that recruitment alone is not enough. The real competitive advantage belongs to organizations that invest in developing the nurses they already have.

Here is what we know right now, and why it matters.

The Shortage Is Real, and The Math is Unforgiving

Let’s start with the financial reality. According to the 2025 NSI National Health Care Retention and RN Staffing Report, the average U.S. hospital’s RN turnover rate has reached 16.4%, and nearly one in three new nurses leaves within their first year. Hospitals are losing between $3.9 million and $5.7 million annually from RN turnover alone, and a single 1% change in that rate can cost or save approximately $289,000 when you factor in overtime, travel nurse usage, and lost productivity.

On top of that, the U.S. currently has 4.4 million registered nurses, and the Bureau of Labor Statistics projects the healthcare sector will grow 13% between 2021 and 2031, creating nearly 2 million new jobs. The math is unforgiving because recruitment alone cannot close that gap. Retention and development must carry a significant share of the load because those numbers are not abstract statistics. That is money that could fund education programs, technology, or better staffing ratios. The organizations that figure out retention will have a direct financial advantage over those that do not.

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CEO’S CORNER

Student loan repayment is changing this summer, and the organizations paying attention right now are the ones that will come out ahead.

On July 1, 2026, the federal government is implementing the most significant overhaul to student loan repayment in decades. Existing plans like SAVE and PAYE are closing to new borrowers. A new Repayment Assistance Plan takes their place. New borrowing limits are being set for graduate and professional students for the first time. And millions of borrowers have no idea any of this is coming.

That is where employers have a real opportunity to lead.

The ability to contribute up to $5,250 per year toward employee student loan repayment, tax-free for both the organization and the employee, is now permanent. It grows with inflation. And paired with the SECURE 2.0 retirement match provision, your employees no longer have to choose between paying down debt and building a future.

At Edcor, we have spent over 45 years helping organizations turn moments like this into meaningful benefits. This is one of those moments. If you want to talk through what a student loan repayment program could look like for your organization, we are ready. Reach out at solutions@edcor.com.

Let’s future together!

Adrienne L. Way, Edcor Owner, President, and CEO

INDUSTRY ARTICLES

Read these articles to see how Edcor partner schools are leading the way in higher education with innovative programs and ideas.

ARTICLES OF INTEREST

Gain information and insight from Edcor’s partner schools in these articles:

SCHOOL NETWORK UPDATES

Edcor partner schools respond to the needs of client employees with new course offerings and programs. Read about the steps these schools are taking to serve their students.

Edcor Newsletter May 2026