- Nursing
- Innovation
- Nursing Workforce Solutions
Nursing Workforce Solutions
The AACN CSI Academy helps direct care nurses become clinician leaders and change agents, driving positive outcomes for patients and healthcare teams.
For direct care nurses, this team-based, 18-month program is focused on advancing nurse satisfaction, retention and healthy work environments through in-person and virtual experiential learning workshops.
About the AACN CSI Academy
The Nursing Workforce Solutions Program, by Johnson & Johnson and powered by the American Association of Critical-Care Nurses (AACN) through its Clinical Scene Investigator (CSI) Academy, equips direct care nurses with the leadership skills, tools, and mentorship they need to create healthier work environments, improve nurse retention, and enhance job satisfaction.
Program Overview
This 18-month program builds on the proven success of AACN’s CSI Academy:
Participants engage in monthly in-person and virtual learning sessions, receive expert mentorship from AACN faculty, and conclude with a final project presentation at an Innovation Conference. They also take part in a sustainability workshop designed to extend impact beyond their unit.
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Program Overview
This 18-month program builds on the proven success of AACN’s CSI Academy:
- 12 months of the CSI Academy core program
- 6 additional months of consultation and a train-the-trainer workshop to help participants scale projects across their organization.
Participants engage in monthly in-person and virtual learning sessions, receive expert mentorship from AACN faculty, and conclude with a final project presentation at an Innovation Conference. They also take part in a sustainability workshop designed to extend impact beyond their unit.
Did you know?
Past CSI Academy graduates have demonstrated a 455% return on investment (ROI) through sustainable, scalable initiatives
Building on the 60 CSI teams from the first cycle, this second round will further help spread nurses’ ability to enhance the health of their work environments, increase nurse retention and improve patient outcomes.
Vicki Good, DNP, RN, CENP, CPPS, FAAN
Chief Clinical Officer American Association of Critical-Care Nurses
Nursing Workforce Solutions program: 2026-2027 Cohort
For the program’s 2026-2027 Cohort, there will be six geographic cohorts, each comprising 10 teams, for a total of 60 teams from the 15 hospitals listed below.
The 60 teams participating in the initial cycle of Nursing Workforce Solutions are currently implementing their projects and will start reporting their outcomes toward the end of 2026.
The 60 teams participating in the initial cycle of Nursing Workforce Solutions are currently implementing their projects and will start reporting their outcomes toward the end of 2026.
- Atrium Health Cabarrus, Concord, North Carolina
- Atrium Health Carolinas Medical Center/Atrium Health, Charlotte, North Carolina
- Bayhealth, University of Pennsylvania, Dover, Delaware
- CommonSpirit Health Mountain Region, Centennial, Colorado
- Harborview Medical Center, Seattle, Washington
- Mosaic Life Care Health System, St. Joseph, Missouri
- Nemours Children’s Hospital, Wilmington, Delaware
- Swedish Hospital First Hill Campus, Seattle, Washington
- The University of Kansas Health System, Kansas City, Kansas
- Organization of Nurse Leaders of New Jersey’s Nursing Workplace Environment and Staffing Council Program (NWESC), comprising:
- AtlantiCare Regional Medical Center, Atlantic City, New Jersey
- Cooper University Health Care, Camden, New Jersey
- Deborah Heart and Lung Center, Browns Mills, New Jersey
- Inspira Health Network, Vineland, New Jersey
- Jefferson Health, Turnersville, New Jersey
- Virtua Our Lady of Lourdes, Camden, New Jersey
Equip nurses with leadership and innovation skills
For healthcare to work, it takes nurses. Nursing burnout, turnover, and vacancy rates especially in acute care and hospital settings continue to be an issue for many health systems. Understanding what kind of work environment is important to nurses is the first step toward addressing the foundational issues that can cause them to leave. Through programs that focus on innovation and leadership skills, we can help support more nurse-led solutions that can transform health systems and create environments where nurses and patients can thrive.For healthcare to work, it takes nurses. Nursing burnout, turnover, and vacancy rates especially in acute care and hospital settings continue to be an issue for many health systems. Understanding what kind of work environment is important to nurses is the first step toward addressing the foundational issues that can cause them to leave. Through programs that focus on innovation and leadership skills, we can help support more nurse-led solutions that can transform health systems and create environments where nurses and patients can thrive.
