Tuition and Opportunities: Exploring Mass General Brigham Programs and Beyond
The healthcare industry is facing a critical workforce shortage, highlighting the importance of initiatives that expand the healthcare pipeline. This article explores the opportunities available through programs like the Mass General Brigham partnership with Bloomberg Philanthropies and Boston Public Schools, as well as the broader landscape of tuition reimbursement, benefits, and career development within various healthcare organizations.
Addressing the Healthcare Workforce Shortage
Hospitals across the nation are struggling to find and retain qualified staff. Some suggest that better pay and the cessation of mandatory vaccine policies could alleviate the pressure. While these factors play a role, a more comprehensive approach is needed to address the root causes of the shortage.
Mass General Brigham: A New Partnership
A new partnership with Mass General Brigham, Bloomberg Philanthropies and Boston Public Schools will boost the healthcare workforce pipeline by expanding Edward M. Kennedy Academy for Health Careers.
Opportunities Beyond Doctors and Nurses
The healthcare field offers a wide array of technical roles that do not always require a four-year degree. For individuals seeking further education, many hospitals offer tuition reimbursement programs.
Comprehensive Benefits and Growth Opportunities
Many organizations are committed to supporting their teams through comprehensive benefits, opportunities for both personal and professional growth, inclusive and empowering work environments, and resources that promote a healthy work-life balance.
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Spotlight on Healthcare Organizations and Their Employee Benefits
Several healthcare organizations stand out for their commitment to employee wellbeing and professional development. These organizations offer a range of benefits, including tuition reimbursement, comprehensive healthcare plans, and programs designed to promote work-life balance.
- AdventHealth (Altamonte Springs, Fla.): As one of the largest faith-based health systems in the nation, AdventHealth grounds its operations in the mission to extend healing ministry through core values like service excellence, stewardship and inclusiveness. Employees benefit from a comprehensive package including medical, vision, dental, retirement match, paid time off and mental health support, along with tuition reimbursement and onsite daycare. Patients and providers benefit from the system’s emphasis on spiritual wellbeing, including access to global mission opportunities and prayer support.
- Adventist Health (Roseville, Calif.): Adventist Health is a faith-based, nonprofit health system with a vision to deliver compassionate, whole-person care across over 440 sites in the West Coast and Hawai’i. With a culture rooted in spiritual values and community commitment, Adventist Health fosters a supportive environment where employees are empowered to find personal purpose in their work. The system emphasizes employee wellbeing through comprehensive medical benefits, mental health resources like SyncTALK, chaplaincy services and low-cost healthcare plans. Career development is prioritized through internal promotions, tuition assistance, leadership residencies and workforce partnerships that support educational advancement. With a decrease in turnover from 22.3% to 14.7% since 2021 and 57% of leadership positions filled internally, the organization demonstrates strong retention and employee satisfaction.
- Arbor Health (Morton, Wash.): Arbor Health’s mission to foster trust and nurture a healthy community is reflected in its employee-centered culture and commitment to delivering exceptional care. With core values that emphasize teamwork, ownership, compassion and joy, Arbor Health cultivates an uplifting and supportive work environment. Employees benefit from a competitive package that includes medical, dental, vision, paid time off, disability coverage, and a new no-cost lab and x-ray benefit for those on the health plan. The organization actively supports inclusive hiring, cultural celebrations and equity training, while investing in professional development with tuition reimbursement and leadership training. With over 60% employee engagement in its latest survey and a voluntary turnover rate under 15% in 2024, staff satisfaction and retention remain high.
- Ascension (St. Louis): Ascension is one of the largest nonprofit and faith-based health systems in the nation, with 106,000 employees and 26,000 aligned providers serving across 16 states and Washington, D.C. The Catholic health system has a longstanding mission and commitment to serving all populations, especially those who are vulnerable and living in poverty. In 2022 and 2023, Ascension won numerous awards from workplace review platform Comparably for best company compensation, best company work-life balance, best CEOs for women, best career growth and best human resources teams. Since 2021, Ascension has been consistently honored as one of Forbes‘ “Best-In-State Employers” for work-life balance and benefits. Additionally, with nearly 9,000 veterans serving as associates, Ascension has been recognized by Military Friendly as a top military employer for the past five years.
- Atlantic Health System (Morristown, N.J.): Atlantic Health System cultivates a workplace rooted in purpose, respect, innovation, diversity and caring, all principles embedded in its “PRIDE Promise” and reflected in its mission to build healthier communities through personalized, high-quality care. The organization’s dynamic culture of inclusion empowers team members to bring their authentic selves to work, supported by robust programs, cultural education and employee business resource groups. Its industry-leading benefits are tailored to meet the needs of an evolving workforce, including enhanced parental leave, inclusive paths to parenthood, reduced care costs, and wellbeing resources that support mental, physical and financial health. Employees report exceptional engagement, with 95% agreeing their work is meaningful and impactful, and survey results consistently exceed national benchmarks.
- AVALA (Covington, La.): AVALA is a physician-owned health network that works to rebuild trust among physicians, patients and team members through a culture of “YES” that promotes collaboration, empowerment and innovation. Consistently ranked in the top 6% nationally for healthcare quality, AVALA offers advanced medical technologies, including robotic-assisted surgeries, across its comprehensive service lines. AVALA invests in its people through competitive pay, robust benefits, continuing education support and wellness initiatives led by employee-driven committees. The organization also builds empathy, inclusion and transparency via a team engagement council and wellness committee.
- Banner Health (Phoenix): In 2024, Banner Health earned Great Place To Work certification based on direct employee feedback and a rigorous independent analysis. The system maintains a strong employee retention rate, with 15% voluntary turnover rate. Nearly 50% of the system’s over 54,000 employees have stayed for more than five years. Banner provides mental health support via on-site and virtual counseling, resulting in clinician burnout below the industry average. Employee-focused compensation and benefits options include flexible hours, 401k matching, paid time-off and salary packages. Support for prospective parents includes fertility treatment coverage and 100% paid maternity short-term disability. Through Banner’s “My Well-Being” program, more than 10,000 team members earned free dental, vision and medical coverage. Banner embraces a “One Team” culture, with more than 3,000 participating in Banner’s eight team member resource groups. The system also welcomes new nurses with innovative new nurse experience and Banner Simulation Center programs. More than 39,000 participated in the 2024 VOICE employee survey, where 77% said the culture makes them want to work at Banner for a long time, 80% are passionate and excited about their job, and 90% know their leader cares about them.
- Baptist Health (Jacksonville): The Northeast Florida area’s second largest private employer, Baptist Health offers a comprehensive total rewards program supporting its 15,000 team members’ wellbeing. The system offers plentiful benefits that advance physical health, work-life balance, financial security and professional development. In addition to medical, dental, vision, employer-matching retirement plans and more, options include flexible spending and health savings accounts, as well as legal and pet insurance. “Healthy For Life” features a wellness portal, mobile app and evidence-based activities to engage, educate and empower team members at every stage of wellbeing. These include free health coaching and mindfulness, intramural teams, on-site massage and low-cost fitness programs. A team member care fund provides emergency financial assistance for those facing unexpected financial hardship, such as family member death, unexpected repair, fire or natural disaster. Advancement opportunities include an 18-month leadership program and clinical ladders meant to hone advanced skills and reach self-determined goals. Ten employee resource groups and various inclusive festivals help foster inclusion and belongingness.
- BayCare Health System (Clearwater, Fla.): BayCare Health System combines community care with workplace excellence, underpinned by values of trust, respect and dignity. Its robust benefits package features three medical plan options, 25-38 days of annual paid time off, paid parental leave, and over 30 defined career pathways. Employees benefit from structured leadership development, tuition assistance and flexible work options, reflecting the organization’s commitment to professional growth and wellbeing. The inclusive and empowering system features recognition programs like the “I Am BayCare” spotlight, along with high engagement scores, with 86.4% saying they would recommend BayCare as a great place to work.
- Benefis Health System (Great Falls, Mont.): Benefis Health System, Montana’s largest private employer, consistently invests in its people, community and culture. For 21 consecutive years, Benefis has offered annual pay increases and upheld a no-layoff policy, resulting in a 2024 turnover rate of just 13.1%, nearly half the national average. Over 3,400 employees benefit from a wide range of offerings, including up to 80% employer-paid health premiums, a 403(b) retirement plan with up to 7% employer contribution, wellness clinics, discounted prescriptions, employee fitness centers and rejuvenation spaces. Development is a core pillar, with $5,250 in annual tuition reimbursement, a nurse residency and professional growth program, and over 2,200 hours of organizational development training in 2024 alone. The organization fosters cultural sensitivity through initiatives like the Papoose Rattler Memorial Native American Welcoming Center and ongoing inclusivity training.
- Boston Children’s Hospital: Guided by core values of respect, inclusivity, teamwork and kindness, Boston Children’s Hospital creates a workplace culture that mirrors the excellence of its patient care. The system provides support for working families, enhanced fertility coverage, emergency backup childcare and monthly childcare subsidies. Boston Children’s commitment to inclusive wellbeing also encompasses no-copay mental health visits, a 24/7 employee assistance program, and innovative wellness solutions including integrated diabetes management and a vibrant wellness platform. True to its teamwork philosophy, Boston Children’s invests in career growth through substantial tuition reimbursement and a competitive student loan repayment program. The organization encourages long-term financial security via a fully funded cash balance pension plan and matched 403(b) contributions, while fostering work-life balance through flexible time-off policies and subsidized transportation options.
- Boston Medical Center Health System: Boston Medical Center Health System is a nationally recognized leader in health equity, committed to providing expert, equitable care to all patients while creating a workplace culture defined by respect, empathy and inclusion. With nearly 15,000 employees, the system offers a holistic benefits package that includes a free health plan with no deductible, behavioral health care through Lyra Health, student loan support, financial counseling, and generous retirement and tuition benefits. Standout programs like Pathways and LEAP help accelerate leadership opportunities for underrepresented groups. The system celebrates and engages employees through a comprehensive recognition ecosystem, from “Be Exceptional” awards to milestone celebrations and on-the-spot “STAR” recognitions. In addition, the system drives inclusivity initiatives like interpreter services in 170 languages, town halls and leadership rounding.
- CalvertHealth System (Prince Frederick, Md.): CalvertHealth has been a cornerstone of healthcare in Southern Maryland for over a century, grounded in its mission to improve health and wellbeing. The system is guided by core values of quality, compassion, teamwork, diversity and integrity. The organization offers a collaborative, inclusive and community-oriented work environment where employees feel valued, supported and proud of their impact. In the 2022 employee engagement survey, 93% of employees reported enjoying their work and coworkers. CalvertHealth’s robust benefits package includes competitive pay, flexible scheduling, tuition assistance, wellness programs, a clinical ladder and generous paid time off. It also leads ongoing initiatives to enhance equity, including mandatory training, a floating holiday, a social determinants of health screening tool and community outreach programs such as a mobile health unit.
- Carson Tahoe Health (Carson City, Nev.): Carson Tahoe Health enhances the wellbeing of its community by fostering a workplace culture rooted in dignity, respect and high-quality care. Its comprehensive benefits package includes health savings accounts and flexible spending accounts, medical, dental, vision, telehealth, financial wellness programs, basic life and disability insurance, pet insurance, tuition reimbursement, and a 401(k) with automatic enrollment and employer match, which applies even for per diem staff. The organization promotes professional development through a structured caregiver advancement program that offers recognition and financial incentives across five levels. Recognized as the region’s only baby friendly hospital, it also holds prestigious accolades like the “Pathway to Excellence” designation and the ENA “Lantern Award”.
- Children’s Health (Dallas): Children’s Health has been making life better for children for over a century, guided by values like selfless service, passionate advocacy, commitment to excellence and unwavering integrity. As one of the largest pediatric healthcare systems in the nation, Children’s Health is home to North Texas’ only level I pediatric trauma center, level IV NICU, and pediatric heart transplant program. The organization has also announced a $5 billion campus expansion to further enhance innovation and care. Employees benefit from a comprehensive suite of offerings that includes flexible work models, up to 12 weeks of paid parental leave, tuition reimbursement, fertility and adoption support, and robust mental health resources through programs like RISE and Headspace. Children’s Health also integrates inclusive hiring practices, mentorship programs, and tailored leadership development like the Emerging Leaders acceleration program. In 2024, 87% of employees participated in the Gallup engagement survey, placing the organization in the 90th percentile nationally, and its voluntary turnover rate of 9.76% reflects a highly satisfied and committed workforce.
- Children’s Hospital Los Angeles: Children’s Hospital Los Angeles blends more than 120 years of pediatric excellence with an unwavering commitment to compassionate care, community impact and employee wellbeing. The hospital cares for over 700,000 patients annually, performs nearly 16,000 surgeries and admits over 1…
Brigham and Women's Hospital (BWH) Benefits
As one of the nation's most distinguished hospitals, BWH offers salaries you'd expect from a healthcare leader. BWH's unique Benefit Time program is a flexible paid time-off program giving you up to 29 days off every year - and 33 days off after 7 years of employment. This includes vacation, holidays, and sporadic illness. BWH is committed to making sure your time away from work is as rewarding as your career with us and offers flexible work schedules that promote a work/life balance you won't find at other hospitals.
BWH offers some of the best healthcare plans available, with many affordable options designed to fit the needs of you and your family. Sixty percent (60%) coverage offered at no charge to employees working more than 20 hours per week. All employees are eligible to open flexible spending accounts that will reimburse you for out-of-pocket dependent or healthcare costs. BWH believes in the security that life and accidental death and dismemberment insurance can provide. That's why benefits-eligible employees receive insurance equal to their salary, payable to anyone they choose. As your salary increases, so does the value of your policy.
This program is designed to help you save and pay for the cost of health benefits during retirement, as well as to provide access to retiree health plans sponsored by the hospital. One major feature of the program provides for a hospital matching contribution to help encourage savings under the program. As a teaching hospital, BWH are firm believers in the value of education. The BWH Backup Child Care Center provides emergency backup childcare to children between the ages of 6 weeks and 12 years old, Monday-Friday at the rate of $8/hr/child. Care.com offers in home backup childcare to benefits eligible BWH employees 7 days a week.
EAP is a free and confidential professional resource available to all BWH employees. This department focuses on work-life issues, stress reduction, family matters, crisis intervention and substance abuse, in addition to other areas of expertise. All employees are encouraged to participate in a variety of classes and opportunities offered by both Workforce Development and Organizational Development & Learning. This added knowledge will give them the tools they need to be successful and to grow with the organization. This program applies to all Brigham and Women's Hospital employees who are eligible for benefits (20 hours or more weekly).
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BWH offers a 50% subsidy on all MBTA passes with a contribution cap of $125.00. Monthly discounted MBTA passes are available through a pre-tax payroll deduction. If you wish to participate in the T-Pass program, you should sign up in PeopleSoft by the 14th of the month, with the pass beginning the 1st of the following month. Employees, staff and immediate family household members have access to financial education and free 30-minute sessions. You can get consultation around budgeting, debt, college financing, retirement or estate planning with a financial expert through MSA. Retirement presents a new chapter in life. Like other developmental milestones, this is a time of change, stress and personal growth. Gathering the information you need to make decisions, setting goals and preparing financially will help ease your stress and prepare you for what is to come.
Improving the Candidate Experience
There is a perceived disconnect between the opportunities offered by hospitals and the application process. While a high school student securing a job is a positive outcome, the overall communication from hospitals to potential candidates needs improvement. Applicant Tracking Systems (ATS) alone are not sufficient; exposure to the various roles within a hospital is crucial.
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