You’ve likely noticed “help wanted” signs at businesses nationwide. Many industries are competing for workers and exploring new incentives beyond higher starting wages. One growing benefit is tuition reimbursement—recent high-profile examples include programs from major employers such as Walmart and McDonald’s.
Staffing and retention have long been challenges in senior living and senior care. The sector has faced labor shortages for years, a situation worsened by the COVID-19 pandemic. During the height of the crisis, many frontline workers left their posts because of extreme stress or concerns about illness.
At the same time, a significant portion of senior living leadership is approaching retirement age—the average administrator is over 50—so some leaders have accelerated their retirement plans. These departures add to recruitment pressures.
Demand for senior care is expected to rise sharply as the roughly 73 million Baby Boomers reach age 65 or older by 2030. Anticipating this need, some large continuing care retirement community (CCRC) operators are expanding employee education benefits to attract and retain staff.
Tuition reimbursement as an employee perk
Acts Retirement-Life Communities, a nonprofit based in Fort Washington, Pennsylvania, manages 26 CCRCs across nine states. The organization recently partnered with Wilmington University in New Castle, Delaware, to offer Acts employees the opportunity to pursue undergraduate and graduate degrees online or in person.
Under the program, Acts employees can receive substantial tuition reimbursement depending on the degree pursued: up to $4,000 per year for associate degrees, $5,000 per year for bachelor’s degrees, and up to $6,000 per year for graduate degrees. These reimbursements are in addition to a 10 percent tuition discount provided by Wilmington University.
The benefit applies to both online and on-campus courses, giving full-time Acts employees flexibility in how they complete their studies. While Wilmington University offers programs across more than 200 fields, the partnership highlights areas relevant to Acts’ operations—nursing, human resources, healthcare administration, technology, and hospitality—creating a clear return on investment for both employees and the organization.
>> Related: Vision 2025: Developing the Next Generation of Senior Living Leadership
Lifelong learning partnerships
Tuition reimbursement and similar educational benefits can help CCRCs and other senior living communities recruit and retain staff. Partnerships between CCRCs and universities make sense because many CCRCs already emphasize access to amenities, wellness programs, and educational opportunities for residents.
Lifelong learning is highly valued by older adults. Auditing courses, attending lectures, and engaging in campus programming keeps minds active, sparks curiosity and creativity, and builds intergenerational relationships—benefits that align well with the social and intellectual goals of CCRCs.
One example is the collaboration between Arizona State University (ASU) and Pacific Retirement Services, which led to Mirabella at ASU—a 20-story CCRC on ASU’s Tempe campus. Mirabella offers independent-living apartments with impressive views, along with assisted living units, skilled nursing suites, and memory care. Residents can audit classes, use the university library, and join cultural and sporting events, fostering a vibrant intergenerational community.
>> Related: Lifelong Learning: Good for Seniors’ Minds & Bodies
Mutual benefits for CCRCs and universities
Whether through tuition reimbursement that supports employee recruitment and retention or through partnerships that promote lifelong learning for residents, collaborations between CCRCs and colleges or universities deliver wide-ranging benefits. Residents gain access to educational and cultural resources; employees receive pathways to career advancement and credentialing; and institutions of higher learning find meaningful community engagement opportunities for students and faculty.
Expanding these collaborative models makes strategic sense for all parties. By investing in employee education and fostering ties with higher education, CCRCs can strengthen their workforce, enhance resident life, and build resilient partnerships that serve communities across generations.