Today’s Case Management field seems to keep growing at every turn. The Bureau of Labor Statistics projects a 28% growth rate in the “medical and health services manager” category from now through 2030, underlining the field’s rapid growth. Add in an aging population, along with a new population of COVID survivors with long-term health effects, and it’s no wonder that more organizations than ever are looking to expand their Case Management teams.
So, what’s the secret to attracting – and retaining – top Case Management talent?
What Case Managers Are Looking For
Salary boosts are significant in drawing existing nurses into case management roles. According to a Case Management Institute comparison of two salary studies, 62% of Case Management respondents reported earning $80,000 or more, compared to only 39% of nurses who reported earnings between $80,000 and $139,999. Other research conducted by the Commission for Case Manager Certification found that 77% of Case Managers say their salaries are above $80,000, with 36% reporting salaries above $100,000; 75% also reported receiving a pay raise in the prior 12 months. These salaries increase even further for individuals in Director-level roles in Case Management, reaching $140,000 or more. Recruiting for Case Managers, in turn, requires careful salary considerations to attract top talent with the experience level you need.
One thing people are looking for across all Case Management roles, regardless of level or salary, is a sense of support and flexibility. Case Management can be a uniquely stressful job in the already-demanding healthcare field, as Case Managers coordinate all the moving parts of individual care plans. They’re also often working solo (along with other care providers) rather than as part of a rotating team, which further limits their ability to get “relief” from their work’s emotional, mental, and physical toll.
“Nurses working in the unit know that when they leave, someone will come in right behind them to see to their patient. Case Managers, on the other hand — when they’re discharging a patient, they’re solely responsible for them and left wondering what’s happening. ‘How is the family coping? Is someone making sure they’re taking their medication?’ It’s a very different, emotionally challenging role,” Catherine M. Mullahy, BS, RN, CRRN, CCM, FCM, President of Mullahy & Associates, told Nurse.com in 2022.
Who Are Case Managers Today?
The Commission for Case Manager Certification released its 2023 Trends Report, and with it came a slew of further information about who today’s Case Managers are, their experience, and their priorities. Key findings include:
- 24% of Certified Case Managers (CCMs) are in executive or management roles
- 60% have been in Case Management for a decade or longer
- 86% come from a background as an RN, while 9% come from social work
- 95% have some specialized experience in at least one specialty
- 74% of employers prefer or require certification for Case Managers
- 86% of CCMs say Case Management and certification have positively impacted their careers
The picture these statistics paint is of a highly skilled class of professionals who have taken existing expertise and added to it with administrative, coordination, and interdisciplinary skills. In turn, they’re looking for roles where they can continue to grow their careers, be part of a cohesive and supportive team, and provide well-rounded care to clients. Case Managers can make an enormous difference in positive outcomes for clients, both in the long term and the short term, and more than anything, they’re looking for opportunities that recognize their worth and support an environment where they can do as much good as possible.