
This collection of information on LNA workforce development was made possible through state funding in FY2025 and FY2026. The funds went directly to Vermont nursing homes to develop LNA recruitment and retention initiatives, along with collaborative projects identified as priorities by nursing homes. VHCA administered the grants and collected lessons learned.
In the winter of 2025, VHCA partnered ed with the Vermont Business Roundtable Research & Education Fund (VBREF) to review strategies to recruit & retain high quality LNAs at nursing homes.
Building on the themes identified in the VBREF report, VHCA engaged marketing experts to share tools for LNA recruitment.
Leadership skills were listed as both a gap in the VBREF survey and an area where current LNAs were interested in expanding their own knowledge. “Leadership” in this sense includes not only management responsibilities, but also peer engagement and participation in welcoming new LNA colleagues.
The VBREF study found that over time the training for LNAs at nursing homes has shifted almost entirely to employer-sponsored options – either at the facility itself or coordinated with the nursing home and an external trainer.
LNAs were interested in building their professional skills within the LNA role. Here are examples of additional training and certification options.