Nurse Faculty Shortage Reduction Act of 2026
- Sponsor
- Rep. Bonamici, Suzanne [D-OR-1]
- Committees
- Energy and Commerce Committee (primary)
- Last action
- Jan 30, 2026
Bottom line
The bill addresses the national nursing faculty shortage by creating a federal grant program to supplement nursing faculty salaries, making academic careers more attractive to experienced nurses.
What it actually does
This bill establishes a demonstration program to provide grants to accredited schools of nursing. These grants are specifically for supplementing the salaries of eligible nursing faculty members, aiming to bridge the financial gap between clinical nursing practice and academic positions. The program seeks to enhance the recruitment and retention of nursing faculty by making these roles more financially competitive.
Proponents argue
Supporters argue that the significant disparity between clinical nurse salaries and nursing faculty salaries is a primary barrier preventing experienced nurses from transitioning into academia, thereby limiting the capacity of nursing schools to educate new nurses. This program directly tackles that financial disincentive, allowing more students to be admitted and ultimately increasing the supply of qualified nurses in the healthcare system.
Opponents contend
Critics might contend that while addressing faculty shortages is crucial, a direct federal salary supplement program could create a dependency on federal funds, potentially distorting local labor markets or proving unsustainable for schools after the grant period. Some may also argue that alternative strategies, such as loan forgiveness programs or broader educational reforms, might offer more efficient or comprehensive solutions to the nursing workforce crisis.
The bill is concise and clearly structured, allowing an informed reader to understand its core mechanisms and implications within a short timeframe.
Section 2(6), amending Section 846A of the Public Health Service Act, adding new subsection (c)(1)
Establishment of Nurse Faculty Demonstration Program
This provision mandates the Secretary of Health and Human Services to create a demonstration program. Under this program, eligible nursing schools will receive grants to supplement the salaries of eligible nursing faculty members. The primary goal is to improve the recruitment and retention of faculty by making their compensation more competitive with clinical practice salaries.
Supporters argue
Supporters contend this program directly addresses a critical barrier to increasing the nursing workforce by making faculty positions financially viable for experienced clinical nurses, thereby expanding nursing education capacity and ultimately increasing the number of practicing nurses.
Critics contend
Some might argue that a demonstration program, while a positive step, may not be sufficient to address a systemic national shortage and that broader reforms or larger-scale, permanent funding might be necessary for a lasting impact.
Tradeoffs
This provision balances the immediate need to attract faculty to address educational bottlenecks with the potential for long-term sustainability challenges once the time-limited grant funding concludes.
Section 2(6), amending Section 846A of the Public Health Service Act, adding new subsection (c)(2)
School Eligibility and Application Requirements
To qualify for a grant, a school of nursing must submit an application that includes detailed information. This data covers the salary history of nursing faculty who previously worked in clinical practice, average local clinical nurse salaries, average nursing faculty salaries, current and projected faculty vacancies, and a comprehensive plan for how the school intends to sustainably continue the supplemented faculty salaries after the 3-year grant period.
Section 2(6), amending Section 846A of the Public Health Service Act, adding new subsection (c)(3)
Grant Award Calculation and Conditions
Grants are awarded annually for up to a 3-year period to supplement eligible faculty members' salaries. The supplement for each faculty member is calculated as the difference between the average clinical nurse salary (either from the school's history or local averages) and the greater of the faculty member's current salary or the school's average faculty salary for similar credentials. A key condition is that the school must maintain the supplemented salary level for the faculty member for each year the award is made.
Section 2(6), amending Section 846A of the Public Health Service Act, adding new subsection (c)(4)
Grant Award Prioritization and Equitable Distribution
The Secretary is directed to ensure equitable geographic distribution of grant awards. Priority will be given to applications from schools of nursing that demonstrate the greatest need (based on financial circumstances, number of eligible faculty, or planned student increases), those that train or partner to serve vulnerable patient populations (e.g., in health professional shortage areas), and those that recruit and retain faculty from underrepresented populations.
Section 2(6), amending Section 846A of the Public Health Service Act, adding new subsection (c)(8)
Authorization of Appropriations
This provision authorizes an appropriation of $15,000,000 for each of fiscal years 2027 through 2031 to fund the Nurse Faculty Demonstration Program. This means that Congress can choose to allocate up to $15 million annually for five years to carry out the activities outlined in the bill.
This section defines 'eligible nursing faculty member' broadly to include individuals hired within the past two years, prospective faculty, currently employed faculty who demonstrate need, those who previously worked as clinical nurses or faculty at another school, and part-time faculty (with prorated awards).
Section 2(6), amending Section 846A of the Public Health Service Act, adding new subsection (c)(7)(A)
Why it matters:This is standard legislative practice to place definitions at the conclusion of a section to provide clarity for terms used throughout, rather than being an attempt to obscure the provision.
Case for: Supporters argue this broad definition ensures flexibility, allowing the program to support a wide range of individuals who can help alleviate the faculty shortage, including those already in academia but needing support, and those transitioning from clinical roles, maximizing the program's reach.
Case against: Critics might argue that including 'currently employed at the school of nursing and who demonstrates the need for such support' could potentially dilute the program's primary focus on new recruitment by allowing funds to support existing faculty without necessarily increasing the overall pool of educators.
Estimated impact: This definition directly determines the specific individuals who can benefit from the salary supplements, thereby influencing the program's reach and effectiveness in addressing both recruitment and retention aspects of the faculty shortage.
This provision requires applicant schools to describe their plans to identify funding sources to sustainably continue the supplemented salary after the 3-year grant period and to retain eligible nursing faculty members.
Section 2(6), amending Section 846A of the Public Health Service Act, adding new subsection (c)(2)(B)(iv)
Why it matters:While it is standard practice to include sustainability plans in grant applications, the long-term financial implications of this specific requirement are significant and could be overlooked by a casual reader focusing on immediate benefits.
Case for: Proponents argue this provision is crucial for ensuring the program has a lasting impact beyond the initial federal investment, encouraging schools to develop robust, long-term financial strategies for faculty retention and preventing a 'funding cliff' after the grant period.
Case against: Opponents might contend that requiring a robust sustainability plan could be a significant barrier for schools with limited fundraising capacity or uncertain future budgets, potentially excluding institutions that need the support most but struggle with long-term financial commitments.
Estimated impact: This requirement significantly influences the long-term success of the program in retaining faculty and prevents a temporary boost in salaries from reverting once federal funds cease, effectively shifting a portion of the financial burden to the schools.