Community Health Network Builds Life-Changing Career Pathways Through Upskilling and Education

Community Health Network, one of Indiana’s leading healthcare systems, has redefined workforce development by investing deeply in upskilling programs that not only address staffing shortages, but transform lives. What began more than a decade ago with a nursing-focused initiative has grown into a comprehensive strategy that supports current employees and students alike, spanning disciplines from imaging to medical assistance, pharmacy, and more.

A cornerstone of Community Health Network’s approach is building relationships early. During clinical rotations and pathway programs, students gain hands-on experience and mentorship while they’re still in school. These early engagements create a direct pipeline into full-time roles, dramatically reducing orientation times from 12 or 14 weeks to just two or three. Students enter the workforce already familiar with their teams, departments, and workflows, ready to contribute from day one.

For students pursuing careers in imaging, the Imaging Technologist Workforce Pipeline Program offers two financial and experiential pathways for those enrolled in accredited programs. One pathway provides a $9,600 unrestricted stipend for students who work PRN as Imaging Student Externs. The second, an Earn and Learn option, allows students to work 16 hours per week while being paid for 24, and includes a $3,000 scholarship, healthcare benefits, paid time off, and eligibility for tuition reimbursement. Both pathways include a one-year post-graduation work commitment as Imaging Technologists at Community Health Network.

Nursing students can participate in the SPARK Program, which blends paid work with professional development. As Senior Patient Care Technician–Student Externs, participants gain clinical exposure in intensive care units, progressive care units, medical-surgical floors, and emergency departments. The program emphasizes relationship-building, cultural awareness, integrity, and bedside innovation, helping students grow both professionally and personally while preparing them for future nursing roles.

“I worked for a different organization before I worked for Community Health Network, and they didn’t have this upskilling opportunity for nursing students,” said Georgia Horn, RN. “This job by far has been the most fruitful job I’ve had, and I love every minute of it. If you are even on the edge about doing it, just take the leap of faith so worth it.”

For current employees, Community Health Network offers dedicated upskilling programs designed to help them advance into higher-skilled roles. The 2025 Allied Health Workforce Pathway Program supports ten caregivers enrolled in accredited degree programs who have at least one year of service and on track to graduate on time. The program provides $15,000 in financial support for those pursuing associate’s degrees or certificates, and $20,000 for bachelor’s degrees or higher. Employees continue working in PRN roles during their studies and, upon graduation, transition into targeted allied health positions with a one-year work commitment at .6 FTE or higher.

Additionally, there is an employer-based Medical Assistant training program for current employees. This program uses an Earn and Learn model where trainees are hired into full-time MA roles and paid 40 hours per week while completing a 14-week training schedule. The program combines online learning, in-person instruction, and hands-on experience in the hiring office. After passing the certification exam, trainees are promoted to MA Certified and commit to one year in their assigned office or repay $4,500 if the commitment isn’t met.

These pathways are proving transformative, especially for those who previously worked in non-clinical roles and never considered returning to school. Participants earn certifications, receive wage increases, and gain new confidence in their skills.

“A lot of the people that went through our employer training program already worked for us in another role. They didn’t have the opportunity before to go back for any type of schooling,” said Kathy Jarvis, Director of Nursing Academics and Development. “Oftentimes they’re the sole breadwinner. They have to work full-time. They never felt like they would be successful in going to school. Now they become a certified medical assistant and get an increase in wage.”

The business case is equally compelling. Community Health Network’s approach to upskilling has proven to be a strategic win for the organization. While some programs may cost $120,000 to $300,000 to operate, the return on investment is clear when compared to the millions spent trying to fill vacant positions.

“With a massive wave of retirements from the boomer generation, we’re losing decades of experience across the workforce. Traditionally, we’ve relied on job postings and recruitment teams,” said Kathy Jarvis, Director of Nursing Academics and Development. “But now, with strong talent pipelines in place, we can fill these roles immediately. That’s absolutely huge for us.”

By aligning pathway programs with areas of greatest need, such as nursing roles in progressive care units rather than only popular specialties like maternity nursing, Community Health Network ensures its investments are strategic and impactful. The result is a workforce that’s not only better trained but more loyal, engaged, and prepared for the future.

To learn more about Community Health Network’s workforce development initiatives, visit eCommunity.com.