Cone Health Launches Internal Medical Assistant Training
Healthcare operators can reduce vacancy rates by creating paid clinical training pathways for existing employees.
Updated on Oct. 22, 2026 in Nursing Jobs
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Cone Health launched a paid training program for medical assistants to mitigate staffing shortages that reached a 50% vacancy rate in 2022. The initiative creates a pipeline for existing staff to transition into clinical roles while addressing a widespread industry deficit.
Why it matters
The program addresses a persistent sector-wide challenge, as 44% of the United States reports high vacancy rates for medical assistants. By training existing employees, healthcare systems can reduce recruitment costs and improve retention in a tight labor market.
The training program has produced 146 graduates with a 100% pass rate since inception, helping to fill gaps after the system faced a 50% vacancy rate for medical assistants in 2022. This comes as 44% of the United States reports a large vacancy rate for medical assistants.
The players
Cone Health
A healthcare system that provides clinical services and manages workforce operations.
The details
Cone Health allows employees with at least six months of tenure to apply for the paid training program. Participants receive instruction in core clinical skills, including injections, EKG administration, and point-of-care testing. This internal development model shifts the burden of clinical credentialing from the applicant to the employer, creating an entry path for staff already embedded in the system culture.
Timeline
2022: Cone Health reached a 50% vacancy rate for medical assistants.
Past four years: The training program successfully graduated 146 individuals.
Market Landscape
Healthcare operators are increasingly pivoting toward internal upskilling to counter the 44% national vacancy rate for medical assistants. This strategy follows a pattern of providers assuming the role of educator to stabilize clinical pipelines in a competitive labor market.
Operators facing high turnover should consider whether internal training programs can offset the costs of competitive recruitment in a market where 44% of peers report staffing gaps. Prioritize eligibility criteria that retain staff with institutional knowledge, such as the six-month tenure requirement used here.
The takeaway
Upskilling current employees is a viable hedge against industry-wide labor shortages, particularly when external candidates are scarce. Managers should evaluate the cost-benefit of providing internal clinical training versus the cumulative expense of persistent vacancy rates.
Further reading
For more on building sustainable clinical workforces, see Nursing Jobs.
Source note: This article includes information reported by Myfox8.
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