A rural Colorado hospital turned a post-pandemic staffing crisis into a model for the future of healthcare — and they’re doing it with local grit and old-school apprenticeship.

Just a year ago, Family Health West in Fruita, Colorado was like a lot of hospitals in the U.S. — low on nurses, high on burnout, and unsure how to fix either. But something’s changed. Fast forward to now, and they’ve got more staff than roles to fill.

The turnaround wasn’t magic. It was a bold decision to bet on their own people — and it’s working better than anyone expected.

A growing crisis in plain sight

The U.S. nursing shortage isn’t a future problem. It’s here. And it’s ugly.

A 2025 labor report from Mercer predicts over 10,000 unfilled RN roles by 2026. Hospitals big and small are already feeling it — longer patient wait times, fewer available procedures, and stressed-out teams holding everything together with sheer will.

Fruita’s Family Health West wasn’t spared.
“We saw a lot of turnover,” said Dr. Korrey Klein, President and CEO. “Coming out of COVID, some left healthcare entirely. Others moved away. The numbers dropped fast.”

And yet — they didn’t panic.

From crisis to concept

Instead of scrambling to recruit from elsewhere, Klein and HR Vice President Kimber Barnes took a hard look inward.

“We knew we had local talent,” Klein said. “The question was, how do we help them grow into the roles we need?”

So they started sketching out a plan.

It wasn’t just a training course. It was something bigger. They began pulling in partners:

• Colorado Mesa University

• Western Healthcare Alliance

• Colorado Hospital Association

• Health Career Advancement Program

With those connections and a few critical grants, their Nurse Training Program was born.

How it actually works

Here’s where things get interesting — because this isn’t your typical classroom setup.

People from all walks of life can join:

• Current hospital staff

• Local students

• Folks thinking about a career switch

They sign on as apprentices. Family Health West covers the cost of their education. In return, apprentices commit to doing the coursework — usually online — outside their regular work shifts. While they’re learning, they’re also earning a paycheck on the hospital floor.

Simple idea. Huge payoff.

Why it’s catching fire

Barnes said they designed it to be flexible. Some folks take online classes. Others prefer in-person. Some already work in the hospital. Others are totally new.

Whatever their background, it works.

“Before we started the program, we had 80 job openings,” Klein said. “Last fall, we had 12. It’s a huge difference.”

One sentence worth pausing on:
“We went from staff shortage to almost staff surplus,” Klein added.

Unexpected wins inside the hospital

Here’s what they didn’t expect: how much the program would shake things up — in a good way — inside their existing staff.

Some of their longtime employees, the ones who’d been around the block, started getting inspired.

“They’ve been reinvigorated,” Klein explained. “They’re mentoring. Sharing knowledge. You can feel the energy.”

It’s a culture shift. Not top-down. More… contagious.

It’s not just filling gaps — it’s changing how people feel about their jobs.

Why it’s working so well

So what’s the magic sauce? Barnes thinks it’s trust.

“You have to believe your current staff and your community can rise to the challenge,” she said.

She also points to the program’s sky-high retention rate — nearly 100%.

And here’s where things get real interesting: Barnes believes this approach could go beyond hospitals.

Is this model repeatable?

Barnes isn’t shy about her hopes. She sees something big in what they’ve started.

“This could be the future,” she said. “Healthcare. Trades. Manufacturing. Doesn’t matter.”

All it takes, she said, is:

• A few experienced employees willing to share their skills

• A structure that supports learning on the job

• Some financial backing to cover educational costs

And maybe one more thing — a belief that people want to grow when given the chance.

What the numbers tell us

The impact is showing up fast. Here’s a look at how things shifted at Family Health West:

That kind of turnaround doesn’t happen from luck. It’s strategy meeting heart.

What comes next

Fruita’s not trying to make headlines. But other hospitals are starting to notice.

Word’s spreading across Colorado. Klein’s been fielding questions. Other HR teams are asking how they did it. Some are already drafting similar programs.

But for now, Fruita’s just focused on keeping the momentum going.

There’s a quiet confidence at Family Health West. Like they know they’ve found something that works — and they’re just getting started.