diverse group of nurses smiling at the camera

Health systems need a workforce partner who does more than just fill contract labor requisitions.

With SimpliFi, a different kind of MSP has emerged: a holistic partner who bridges the gap that exists between growing the number of full-time RNs with the effective management of temporary labor.

SimpliFi has responded to health systems’ need to build their core nursing staff through the development of the Confidence Accelerating Practice (CAP) program, which enables health systems to build their nursing workforce of the future while better retaining experienced RNs.

Onboarding newly graduated RNs is a pressure point in every organization and often leads to burnout for the preceptor, incivility, and turnover — all while inducing large unproductive costs.

total cost for a hospital to replace one nurse (recruitment, orientation and training).
how much each percentage point increase in nurse turnover costs the average hospital per year.
how much more hospitals with high nurse turnover spend than hospitals with high retention rates (on average each year).

CAP Case Studies

For this client, the CAP program decreased unit turnover by 60%. See what healthcare leaders, preceptors, and new grads had to say about the program.

The CAP program helped one client increase nurse confidence scores by 34% – 11x more than the client’s legacy onboarding program.

Young women nurses smiling while looking at a clipboard

You have great nurses.
We help you retain them.

One of the greatest friction points causing turnover amongst both new and experienced nurses is new grad onboarding and precepting.

Today, health systems take their best nurses and make them preceptors, adding an additional burden which can contribute to burnout and attrition. While experienced, these nurses have not been trained or assessed for the preceptor role. They are also carrying a full patient load and have little or no incentive to support the success of the new grad.

In other words, a great nurse does not always equal a great preceptor.

To build the nursing workforce of the future, health systems need to effectively onboard and retain new grads. But in the traditional model, new grads are seen by the preceptor as an unwanted burden — someone who is in the way when there is a lot to do. This contributes to incivility amongst different generations of nurses.

In addition, many health systems are facing a shortage of experienced RNs qualified to serve as preceptors. This critical workforce shortage creates a cycle where a health system is not able to on-board and retain enough newly graduated RNs to make a dent in their personal nursing shortage.

SimpliFi CAP program logo

SimpliFi’s CAP program addresses these challenges by providing a preceptor:


Assessed for fit-for-role


Vetted by CNO-led clinical team


Trained to be a great preceptor


Aligned with your culture, policies, EHR, and goals


Coached throughout preceptor engagement

SimpliFi recognizes that each health system faces a unique set of workforce challenges related to precepting and onboarding new nurse graduates. We begin each CAP engagement with an in-depth discovery process in order to align on the key objectives for your health system. To learn more, get in touch with our team today.

three pictures one of men shaking hands second of woman on phone headset third of businessman pointing to documents while sitting in front of a computer and coffee mug

We’re raising the bar in our industry: more ethics, more service, and more ingenuity.

Find Out How We Do More