NNews-Aug-2025

August 2025 17 W hile the behavioral healthcare system has struggled with high turnover rates for many years, CFG Health Network took a proactive step eight years ago by launching a “residency” program for advanced practice nurses. Most of the APNs who completed this program still work at CFG and of the few who have moved on following completion of the APN Residency, none of them did so because of poor performance or dissatisfaction with working there, according to Janan McCormick, PMHNP, Clinical Director of APN Education and Operations. In fact, she was one of CFG’s first APN residents. “CFG has many doctors, nurses, counselors and social workers. About 10 years ago, we realized that after their education, they still need training and structured support. So, we developed the APN residency program. It is not literally residency, but it is a post- graduate program,” said Ron DeFeo, MSEd, Chief Executive Officer. “People apply to participate and everyone is paid throughout the program.” “The goal is to foster each person’s success in their individual role and as part of an interdisciplinary team. Each 90-day rotation includes three weeks of didactic instruction about evidence- based practices and how they apply to practice across settings and client age groups. The program is modeled after bedside shadowing,” McCormick explained. “One and a half weeks of the residency programdidactic is focused on cultural competence and substance use treatment. The emphasis is on the recoverymodel, includingmedication- assisted treatment and a reviewof the 12-step programwithout the religious/ spiritual component. We take the APNs to open Alcoholics Anonymousmeetings to further understand thismodel,” McCormick added. continued on page 18 CFG’s Workforce Development Programs Increase Staff Retention Partnering to Make It All Happen “CFG has agreements with colleges and universities to precept APNs, social workers and counselors to work in many settings in CFG. These agreements are often unique, three- way agreements with each school, CFG and a host location, such as a hospital. For students in our outpatient programs, we have agreements with their schools,” DeFeo said. “Some students are at CFG for multiple semesters, so we get to know them well, and that leads to a higher opportunity to employ them after they graduate.” It is clearly working, as “60 to 70%of the students go into the APNResidency programand a high percentage of students ultimately become CFG staff,” according to Amber Biscardi, Supervisor of Student Services and Practitioner Liaison. The programalso includes guest speakers with expertise in different clinical areas, such as geriatrics and pediatrics, and a focus on non-clinical leadership skills. In fact, all staff members are expected to begin supervising coworkers after working at CFG for one year, duringwhich they are also trained to prepare for this additional responsibility. After individuals complete the residency program, they receive ongoing supervision, including discussion of client cases and mentorship for their career growth.