Healthcare employers looking to strengthen their certified nursing assistant (CNA) recruitment may find success by offering enhanced CNA benefits. In Florida, this is especially important as the state prepares for what’s been termed a Silver Tsunami (or, the rapid growth of its oldest resident base), driving increased demand for CNAs and other healthcare workers in order to support a quickly aging population with complex care needs.
By offering workforce- and location-specific perks, Florida employers can set themselves apart in an increasingly competitive labor market. In this guide, we’ll explore why a strong Florida CNA benefits package is integral to a well-rounded hiring strategy and highlight five benefits for CNAs that can boost your organization’s recruitment and retention efforts in the Sunshine State.
Florida’s CNA Workforce: Overview
Florida is the third-most populous state in the country and the second largest employer of nursing assistants. Nearly 90,000 CNAs help support the care delivery across Florida’s 73,000 patient beds and the additional, nearly 85,000 residential beds in the state.
Although there’s little data to indicate the specific demographic breakdowns of Florida’s CNA workforce, nationwide statistics reflect a field largely populated by women. In fact, they account for 88.2% of all CNAs. The average age of a U.S. nursing assistant is 39.3 years, and the predominant racial identities include:
- 43% White
- 34.2% Black or African American
- 10% Multiracial
- 5.96% ‘Other’
- 5.5% Asian
- 15.5% Hispanic or Latino ethnicity*
* Ethnicity is tracked separately from race, so Hispanic CNAs are also accounted for within the listed racial identities.
When it comes to Florida’s overall demographic breakdown, CNAs can expect to care for older patients, with a statewide median age that’s 10% higher than the U.S. median. Additionally, 22% of the population is at least 65 years old. Given the prevalence of mobility issues among geriatric adults, Florida CNAs can expect physically demanding workloads as they assist with safe ambulation, patient (or resident) turns, transfers, and repositioning needs. This capacity for physically demanding work is only one among many skills required of CNAs in Florida.
The Florida Demand for High-Quality CNAs
The Bureau of Labor Statistics projects a nationwide CNA job growth of about 4-8%, which pales in comparison to the estimated 12% growth expected along Florida’s urban corridors. Yet, the need for CNAs in these areas is already being felt, as the state experiences unprecedented shifts in population age.
Long considered a bellwether for age-related issues, Florida’s 60 years (and older) population is estimated to reach 7.3 million people by 2030 and 8.1 million in 2040. These projections build on the already substantial need for support among Florida’s current 5 million retirement-age (and beyond) adults. Many of these seniors require ongoing assistance with activities of daily living, including feeding (reported by 9% of today’s FL geriatric residents) and walking (reported by 19%). The ability to access these necessary services is further complicated by the fact that 29% of Florida seniors are also categorized as low income.
As demand for nursing support and cost-effective staffing solutions continues to grow, the supply of CNAs is struggling to keep up. Within the next couple of decades, the gap between Florida’s supply and met demand for CNAs is expected to widen to 30%. These staffing alarms underscore the urgency of prioritizing CNA recruitment and retention today, whether by offering competitive wages, meaningful certified nursing assistant benefits, or a work environment that promotes employee satisfaction.
Recruit and Retain With Premium CNA Benefits in Florida
The CNA shortage is likely to create an increasingly competitive labor market. So, meeting your staffing needs will require a multifaceted approach. In addition to competitive pay, strategically selected Florida-CNA benefits can help attract and retain qualified nursing assistants.
Below, we’ll examine five benefits for CNAs that target location-specific employee needs, helping you better position your organization to maintain staffing stability among rising patient demand in Florida and its constrained supply of nursing assistants.
1. Leverage CNA Incentive Pay and Shift Differentials
Competitive compensation extends beyond base pay. Given the around-the-clock staffing demands of many healthcare settings, opportunities for overtime, holiday pay, and shift differentials can be highly attractive to CNA candidates. As such, these should be viewed as integral components of any certified nursing assistant benefits package. In Florida care settings, this may look like night-shift differentials or holiday pay that goes beyond market rates.
Differentials can also be used to recognize and reward employee contributions. In a profession where CNAs sometimes report feeling undervalued, pay incentives tied to longevity or high performance are a tangible demonstration of employer appreciation.
Affordable everyday benefit options:
- Offer pick-up shift incentives or premium pay to strengthen staffing flexibility and coverage during unexpected callouts.
- Provide options for earlier (earned) wage access, including daily or weekly payroll options, to give employees more financial flexibility.
Long-term workforce investment strategies:
- Establish quarterly and/or merit-based raise programs to promote retention and provide opportunities for incremental wage growth.
- Use attendance or reliability differentials that reward consistent workplace dependability. For example, employees with excellent attendance may receive an additional hourly pay bump or periodic bonuses.
2. Integrate Childcare Into Your CNA Benefits in Florida
Florida ranks among the top 15 states for most expensive childcare. CNAs with an infant may face costs of up to $13,000 in childcare fees per year. When put alongside the average annual income of $39,160 for Florida CNAs, that leaves very little for other necessities like food, shelter, and transportation.
Including childcare as one of your benefits for CNAs can limit the possibility of attrition due to unmanageable daycare costs.
Affordable everyday benefit options:
- Providing a list of childcare resources and contacts can help minimize the stress associated with trying to find viable options for childcare.
- An employer-sponsored Dependent Care Flexible Spending Account (FSA) can also help CNAs by alleviating some of the tax burden on money used for childcare.
Long-term workforce investment strategies:
- Childcare vouchers or financial assistance can reduce the financial burden of trying to work as a CNA while also supporting young dependents.
- The provision of on-site childcare is popular among many parents because of its convenience and affordability. It offers a long-term solution for helping CNAs juggle the demands of both parenthood and their jobs.
3. Provide Financial Support for Education and Advanced CNA Training
Education-based support (like tuition assistance programs) are among the most common CNA benefits. In Florida, the passage of Senate Bill 558 allows CNAs (with specialty training) to serve as medication aides in residential care settings. By supporting this specialized education opportunity, organizations can expand the capabilities of their workforce and help alleviate some of the medication administration burden placed on nurses.
Educational assistance programs can also strengthen recruitment (and retention) by appealing to CNAs who are interested in pursuing degree-based careers. Tuition reimbursement and other forms of support help those employees achieve their goals while also facilitating an internally developed talent pipeline.
Affordable everyday benefit options:
- Reimburse employees for required CPR and first aid training, including initial certifications. Under federal law, employees must be paid for their time if the training is required, but organizations can go a step further by also paying the course fee.
- Provide annual professional development stipends to support continuing education or career-enhancing learning opportunities.
Long-term workforce investment strategies:
- Establish a tuition assistance (or reimbursement) program that helps employees offset the cost of higher education and specialty training in Florida.
- Implement a CNA clinical ladder program that rewards ongoing education and skill development while supporting career advancement.
4. Offset Florida’s Cost of Living Through Financial Assistance
Florida CNA perks and discounts don’t have to mirror the standard freebies or discounts. Given state inflation rates — FL households are now spending $1,261 more per month than 5 years ago on the same goods and services — intermittent coupons or discounts no longer hold the same economic appeal.
Instead, consider partnering with service lines that the majority of the CNA workforce depends on in an ongoing manner, such as cell phone service discounts or coverage.
Affordable everyday benefit options:
- Discounted (or covered) streaming services offer an ongoing job-related perk.
- Transportation assistance through public transportation subsidies or fuel stipends can help cut expenses while also promoting punctuality through dependable travel methods.
Long-term workforce investment strategies:
- Housing assistance programs can offset housing costs. For example, consider partnering with a nearby apartment community to provide discounted rent to employees.
- Linking with insurance providers for discounted home and/or automobile coverage options may help staff minimize routine expenses.
5. Factor Florida-Specific Needs Into Health and Retirement Plans
Florida’s appeal as a retirement haven has historically been tied to its affordability and favorable tax environment. However, rising costs and increasing concerns about severe weather are driving many to either leave or look elsewhere. Employers can offset these same fears among CNAs by offering retirement planning resources and benefits that contribute to long-term financial wellbeing.
Health-related CNA benefits in Florida may also help retention efforts by going beyond the basic coverage to include long-term care options. About 24% of Floridian adults are serving as caregivers, meaning many CNAs are likely balancing those responsibilities personally and professionally. Expanding coverage options to include services like long-term care and caregiver support can help organizations differentiate themselves.
Affordable everyday benefit options:
- Offer a simple IRA with a set employer match to provide CNAs with an accessible retirement savings option, while also minimizing the associated administrative burden.
- When traditional group health insurance isn’t feasible, consider alternatives like a health reimbursement arrangement (HRA) or other flexible healthcare spending options.
Long-term workforce investment strategies:
- Provide matching contributions to employer-sponsored retirement plans, including a 403(b) plan by nonprofit healthcare organizations, or a 401(k) plan by for-profit employers, to best support future financial security.
- Develop a comprehensive CNA benefits package that includes medical and dental coverage, with optional insurance offerings tailored to meet individual CNA needs.
Keep Benefitting From Highly Specific Healthcare Outreach
Offering a few unique, location-specific CNA benefits (in Florida and beyond) is one way to boost recruitment. Accelerate your hiring momentum with the help of our healthcare-focused job board, which specializes in matching nursing professionals with organizations like yours.