In a complex care environment where workforce development and regulatory demands are constantly evolving, National Health Care Associates is setting a new standard. With a sharp focus on equipping staff at every level with the knowledge, tools, and confidence to lead, they’ve turned AAPACN Organizational Membership into more than a resource: it’s a strategic engine for growth, consistency, and excellence. National Health Care Associates is proving that when you invest in education, tools, and people, the return is extraordinary.
Turning Investment Into Impact
While National Health Care Associates’ 42 centers make AAPACN organizational membership a significant financial commitment, the decision to join was strategic.
“It is a little pricey for AAPACN organizational membership for 42 centers, but our owner agreed it was worth the investment,” says Margaret M. Kirby, RN, GERO-BC, RAC-CT, RAC-CTA, DNS-CT, QCP, DCP, vice president of clinical reimbursement for National Health Care Associates. “It’s been a valuable resource for our entire organization.”
Kirby played a pivotal role in integrating AAPACN membership into the organization’s operational DNA. Recognizing the need for consistency, especially in onboarding new staff, she and her team made AAPACN tools a foundational part of orientation.
“If you’re like me, you often have to hire people with long-term care experience but no MDS experience,” said Kirby. “So we have them complete the MDS Essentials program within the first month of employment to give them a taste of what’s ahead. Then we have them take it again at the six-month mark because, by then, it all clicks and really means something at that point.”
This structured training approach helps new team members build confidence early and solidifies skills as their experience grows.
In the past year, National Health Care Associates has unlocked a $223,035 return on investment (ROI) in education and membership benefits through their AAPACN Organizational Plus Membership. That return is not only impressive; it’s a testament to intentional leadership and a well-executed strategy for member engagement.
Rebranding for Clarity and Respect
One of Kirby’s early moves after signing up with AAPACN was redefining roles. “We changed the title of all our MDS coordinators to nurse assessment coordinators (NACs),” she shared. “No one outside the field knows what an MDS coordinator does; it could be anything. But when we say ‘nurse assessment coordinator,’ it tells the story right away. We’re nurses. That matters.”
This change not only clarified internal and external understanding of the role but also reinforced professional identity, a critical step in workforce engagement.
A Culture of Certification and Professional Growth
At National Health Care Associates, certification isn’t optional. NACs are expected to earn RAC-CT® certification within their first one to two years, reinforcing the organization’s commitment to strong clinical reimbursement practices and regulatory compliance.
Note: AAPACN recommends RAC-CT for post-acute care professionals with at least six months of experience with the MDS/RAI process.
The investment in professional development spans the entire care team. Regional clinical reimbursement leaders pursue AAPACN certification to deepen their expertise, while administrators are actively engaged in quality-focused credentialing through the QCP® certification. Directors of nursing services (DNSs) hold the DNS-CT® certification, underscoring their leadership in clinical operations and ensuring they’re equipped to guide their teams through regulatory and care delivery challenges. Regional nurses and clinical teams also maintain AAPACN certifications that support quality improvement and organizational outcomes.
As new AAPACN certifications become available, National Health Care Associates is committed to expanding participation across facilities ensuring their teams stay current, confident, and credentialed.
“Why reinvent the wheel when AAPACN provides the tools and resources we need?” says Kirby. “We take what’s available and implement it into our systems.”
Driving Engagement with Communication and Expectations
Kirby doesn’t just hope staff use AAPACN resources, she expects it. She sets clear expectations and communicates their value across disciplines.
In a recent email urging staff to register for the AAPACN webinar “Don’t Let Dashes Crack the MDS Foundation,” Kirby explained:
“We now are required to submit 100% of the QRP items 90% of the time. This webinar should help us understand which items are included in the QRP… NACs, please be sure to register. Even if you cannot attend live, you’ll receive the recorded session. It is expected that we all watch the webinar.”
Her message included tailored calls to action for social services, administrators, and DNSs, reinforcing that data accuracy is a team responsibility.
A Model for Other Organizations
For long-term and post-acute care organizations considering the investment in AAPACN Organizational Membership, National Health Care Associates provides a compelling example of what’s possible. By weaving membership benefits into orientation, certification plans, staff development, and day-to-day practice, the organization has elevated its team and strengthened its outcomes.
As Kirby puts it: “AAPACN has been a valuable resource for our entire organization. We don’t just have membership – we use it, and we see the results.”
If you would like to learn more about how AAPACN Organizational Membership can support your team with education, certification, and practical tools that elevate care and outcomes, we’re here to help.
Contact AAPACN today to explore how AAPACN can become a trusted partner in your organization’s success.