Healthcare organizations across the country are struggling to fill open positions. The gap between supply and demand has reached critical levels and new strategies are required to ensure your workforce remains optimally staffed. To make headway, the industry needs to consider innovative education and recruitment models for healthcare professionals. During this session, we will explore current hiring and talent trends related to medical assistants on both regional and national levels. Presenters will share common mistakes and best practices to overcome talent shortages in an economical and efficient manner using real examples from different health care systems. Learning Objectives: -Understand regional and national trends on talent shortages in health care. -Explore examples and success stories of innovative solutions to curb the shortage of non-clinical staff. -Enable HR leaders to design plans to overcome workforce challenges.

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Frequently Asked Questions

5. Helping Your Organization Tackle
the Medical Assistant Shortage
August 27, 2019

6. • Overview of Health Talent Shortage
• Medical Assistants vs. Nurses
• What Hasn’t Seemed to Work
• Grow Your Own Talent Strategy
• Questions and Discussion
Today’s Agenda
6Purdue University Global | Helping Your Organization Tackle the Medical Assistant Shortage

7. DR. TRICIA BERRY
Associate Dean, Purdue
University Global School of
Health Sciences
DOMINICK
SQUICCIARINI
Executive Director,
Purdue University Global,
Strategic Partnerships,
Health Care
Dr. Tricia Berry holds a Doctor of Philosophy in Education
with a Specialization in Organizational Leadership from
Northcentral University, a Master of Arts in Teaching and
Learning from Kaplan University, and bachelors’ degrees in
both occupational therapy and psychology from St. Ambrose
University.
She became a Registered Occupational Therapist in
1992 and has practiced in a variety of clinical settings since
that time. She currently oversees all clinical and practicum
placement processes for Purdue University Global’s online
programs in health sciences, nursing, and psychology.
With over 20 years’ experience in higher
education, Dominick works directly with health care
organization leadership teams to optimize employee
development, engagement, and retention programs.
Examples include developing custom medical assisting "grow
your own" programs to creating executive team succession
plans at HMOs. Serving as a business consultant and subject
matter expert, his mission at Purdue Global is to identify
complex organizational needs and generate high-impact,
executable educational solutions for business partners.
With previous experience as an educator, medical
researcher, and health care provider, Dominick is passionate
about education and its transformative effects.
Today’s Presenters
7Purdue University Global | Helping Your Organization Tackle the Medical Assistant Shortage

8. Nurses are also in short supply due to†:
• Nursing school enrollment is not growing fast enough.
• There is a shortage of nursing school faculty.
• A significant segment of the nursing workforce is nearing
retirement age.
• Changing demographics signal a need for more nurses to
care for our aging population.
• Insufficient staffing is raising the stress level of nurses,
impacting job satisfaction and driving many nurses to
leave the profession.
Managing costs to stay competitive is a key driver.
• Higher demand for duties and responsibilities can be shifted
to medical assistants in the recent wave of hospital and
health care system consolidation.
• According to the U.S. Bureau of Labor Statistics, the average
salary for an RN is $71,730 vs. $33,610 for a medical
assistant.*
• Medical assistants are trained to provide support to the
primary providers in an ambulatory care setting whereas
nurses are trained to provide bedside care.
*Source: U.S. Bureau of Labor Statistics, Occupational Outlook Handbook, Medical Assistants, www.bls.gov/ooh/healthcare/medical-assistants.htm.
†Source: American Association of Colleges of Nursing, Nursing Shortage Factsheet, www.aacnnursing.org/News-Information/Fact-Sheets/Nursing-Shortage.
Why Medical Assistants and Not RNs?
8Purdue University Global | Helping Your Organization Tackle the Medical Assistant Shortage

9. Medical assistants play a vital role in the health care
industry, providing services for both medical professionals
and patients.
According to the U.S. Bureau of Labor Statistics, medical assistants
are the backbone of medical facilities because they perform
administrative and clinical tasks required to take care of patients.*
Key Responsibilities
• Preparing patients for examination, gathering medical
information, as well as measuring their vital signs
• Preparing and administering medications, performing laboratory
testing, and/or administering treatments as directed by a doctor
or primary care provider
• Explaining treatment procedures or care plans to patients
• Maintaining, cleaning, and sterilizing medical equipment before
and after use
• Conducting general office and practice management duties such
as scheduling appointments, payroll, billing/coding, and
processing insurance forms
*Source: U.S. Bureau of Labor Statistics, Occupational Outlook Handbook, Medical Assistants, www.bls.gov/ooh/healthcare/medical-assistants.htm.
What Is the Role of a Medical Assistant?
Purdue University Global | Helping Your Organization Tackle the Medical Assistant Shortage
9

10. *Source: U.S. Bureau of Labor Statistics, Occupational Outlook Handbook, Medical Assistants, www.bls.gov/ooh/healthcare/medical-assistants.htm.
Medical assistants held about 634,400 jobs in 2016.*
Based on the nature of the profession, medical assistants will generally work
for a public or private clinic, in a hospital, or in another health care setting.
• Nearly 57% of medical assistants work in physicians’ offices
• 15% work in hospitals (state, local, and private)
• 9% work in outpatient or ambulatory care centers
• 4% find employment in chiropractic services
• 15% are employed in other settings
10
Current State: Where Do Medical Assistants Work?
Purdue University Global | Helping Your Organization Tackle the Medical Assistant Shortage
57%
15%
9%
4%
15%
Physicians' Offices
Hospitals
Outpatient Care Centers
Chiropractic Services
Other

11. According to the U.S. Bureau of Labor Statistics, employment of
medical assistants is projected to grow 29% from 2016 to 2026,
much faster than the average for all occupations.*
As health care systems develop more outpatient facilities and
acquire medical practice groups, the need for skilled and
professional employees to perform administrative and clinical tasks
in various health-care-related locations will continue to climb.
*Source: U.S. Bureau of Labor Statistics, Occupational Outlook Handbook, Medical Assistants, www.bls.gov/ooh/healthcare/medical-assistants.htm.
29%
11
Current State: Job Demand Is on the Rise
Purdue University Global | Helping Your Organization Tackle the Medical Assistant Shortage

12. 12
Investing in Your Employees’ Education Benefits Your Organization in Many Ways
The Education Investment Model
Purdue University Global | Helping Your Organization Tackle the Medical Assistant Shortage
1 Talentnow, Recruitment Statistics 2018: Trends & Insights in Hiring Talented Candidates, www.talentnow.com/recruitment-statistics-2018-trends-insights-hiring-talented-candidates/.
2 Ceridian, Ceridian's Pulse of Talent Report Reveals What High Performing Employees Value Most at Work, www.ceridian.com/company/newsroom/2017/ceridian-pulse-of-talent-report-culture-engagement.
3 Forbes, How Happy Employees Make Happy Customers, www.forbes.com/sites/shephyken/2017/05/27/how-happy-employees-make-happy-customers/.
4 Bridge, Millennials Are Most Likely to Stay Loyal to Jobs With Development Opportunities, www.getbridge.com/news/press-releases/millennials-are-most-likely-stay-loyal-jobs-development-opportunities.
5 HuffPost, How Much Does Employee Turnover Really Cost?, www.huffingtonpost.com/entry/how-much-does-employee-turnover-really-cost_us_587fbaf9e4b0474ad4874fb7.
6 Access Perks, Why Some Employees Stay, And Others Leave (Infographic), www.blog.accessperks.com/why-some-employees-stay-and-others-leave-infographic.
7 Pew Research Center, Millennials are the largest generation in the U.S. labor force, www.pewresearch.org/fact-tank/2018/04/11/millennials-largest-generation-us-labor-force/.
8 Udemy, Udemy Workplace Confidential: The Real Story Behind Stress, Skills, and Success in America, 2017 Udemy Workplace Stress Study, www.research.udemy.com/research_report/2017-workplace-stress-report/.
In 2016, millennials became the largest generation in the labor force.7
More than one-third of Gen Xers and millennials choose on-demand, online learning content.8

13. • Identify partners that have a proven track
record. Case studies and past results are
important.
• Search for a partner that is flexible and can
meet the needs of your unique organization.
• Focus on educators that have prior experience
training medical assistants or other related
health care staff positions that your
organization has identified as a need.
• Work with an organization that is hands-on and
will help you from start to finish. EXPERIENCED HANDS-ON
THE RIGHT FIT INDUSTRY
LEADING
13
What to look for in an educational partner
Benefits of an Educational Partner
Purdue University Global | Helping Your Organization Tackle the Medical Assistant Shortage

14. For CEOs, CHROs, CFOs, et al., finding and developing talent with the right skill set for their
organization is a growing concern.
93%
CEOs who feel that HR
is not prepared for the
talent challenges ahead
66%
CEOs who have not
started or have not
completed plans to
change to talent
strategies
68%
CEOs who recognize
the need to change
their talent strategies,
and yet 61% haven't
yet taken the first step
Source: The Talent Challenge: Adapting to Growth. PricewaterhouseCoopers 17th Annual Global CEO Survey, www.pwc.com/gx/en/services/people-organisation/publications/ceosurvey-talent-challenge.html.
14
What Happens if You Do Nothing
Purdue University Global | Helping Your Organization Tackle the Medical Assistant Shortage

15. *For illustrative purposes only. Term starts occur year round.
An accelerated curriculum prepares your employees with the patient care and
administrative skills needed to work in a physician’s office or clinic.
Sample Program Sequence for 8-Month Program
Term I (10 weeks)*
MA 250 Professionalism in Health Care
SC 121 Human Anatomy and Physiology I
HS 111 Medical Terminology
MA 265 Clinical Competencies I
MA 275 Clinical Competencies II
Term II (March through June)*
SC 131 Anatomy and Physiology II
HS 101 Medical Law and Bioethics
HS 140 Pharmacology
HS 210 Medical Office Management
MA 280 Clinical Competencies III (50 clinical hours)
Term III (July through September)*
HS 200 Diseases of the Human Body
HS 220 Medical Coding and Insurance
MA 295 Externship (160 clinical hours)
Supportive
Student Advisors, academic
support centers, no-cost
tutoring, and personalized
student services help
ensure your employees stay
on track to graduate.
Cost-Effective
We will work with you to
develop a cost-effective
solution designed to
maximize your organization’s
resources.
Certification Driven
The program prepares students
for credential exams, including:
Registered Medical Assistant
(RMA), National Certified Medical
Assistant (NCMA), and Certified
Clinical Medical Assistant (CCMA).
Long-Term Staffing
Solution
The need for credentialed
medical assistants is
projected to grow 23% from
2014 to 2024.
15
Overcoming the Challenge
Purdue University Global | Helping Your Organization Tackle the Medical Assistant Shortage

16. • Nonprofit health care system, with 7,500+
employees headquartered in the midwest,
faced a medical assisting talent shortage
• Recruitment was determined to find a
solution and not be confined to the
constraints associated with geography, time,
and local partnership challenges
• Client needed a rapid solution to address
their urgent needs
• Worked with client to establish a cohort
solution that would allow for customization
and collaboration of a program that would
allow for low- to mid-skill employees
• Provided client-specific ROEI models to support
decision-making
• Customized program sequence and
prerequisites and coordinated
institutional support
Challenges Purdue Global Solution
16
Case Study: Gundersen Health ( LaCrosse, WI)
Purdue University Global | Helping Your Organization Tackle the Medical Assistant Shortage

17. SPEED TO DEGREE
• 9-month reduction in speed to completion:
15-month program was condensed to 8 months*
GRADUATION RATES
• 100% certification exam pass rate. Graduates who successfully completed the program were
credentialed within the planned time frame.
• 86% of students who started graduated from the program.
CELEBRATION AND CONTINUATION
• All graduates of the program remain employed with Gundersen (100% retention rate)
• In total, 24 students completed with 5 currently in progress.
• The PG MA Cohort graduates represent 8% of the total medical assistant workforce at Gundersen.†
*Initial cohort was completed in just 6 months.
†Source: Gundersen Health.
17
Case Study Results
Purdue University Global | Helping Your Organization Tackle the Medical Assistant Shortage

18. To download the complete case study or learn more, contact:
Dominick Squicciarini
Purdue University Global
Email: dsquicciarini@purdueglobal.edu
Phone: 872-529-5357
or visit
MA.PurdueGlobal.edu
18Purdue University Global | Helping Your Organization Tackle the Medical Assistant Shortage
Summary and Q&A

19. About Purdue Global
Measuring Purdue University Global’s Educational Impact
Purdue Global is regionally accredited by The Higher Learning Commission (HLC).*
• 7 schools and colleges
• More than 175 online degree and certificate programs
• Certificates and associate’s, bachelor’s, master’s, professional law, and doctorate degrees
• 28,000 students enrolled in online programs or at regional locations†
• ~8,700 military-affiliated students (30% of student population)†
School of General Education
School of Business and
Information Technology
School of Health Sciences
School of Nursing
College of Social
and Behavioral Sciences
Concord Law School
*This accreditation covers all academic programs, all regional locations, and all programs provided via distance education.
For more information, please visit the HLC website at HLCommission.org or call 800-621-7440.
†Source: Purdue Global Office of Reporting and Analysis. 2018–2019 academic year.
Open College at Purdue Global
19Purdue University Global | Helping Your Organization Tackle the Medical Assistant Shortage

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