Back-to-school hiring may be over, but school nurse staffing challenges do not necessarily disappear once classes are underway. As districts move through fall and winter, vacancies, employee absences, rising student health needs, and turnover can expose coverage gaps that were not fully visible in August.
For school health services leaders and district administrators, the challenge is not simply filling an open position. It is maintaining enough qualified nursing coverage to manage daily care, chronic conditions, medications, and emergencies throughout the school year.
School Nurses Compete With a Broader Healthcare Labor Market
Districts recruit registered nurses from the same workforce sought by hospitals, clinics, and other healthcare employers.
That competition can include significant compensation differences. According to the U.S. Bureau of Labor Statistics, the median annual wage for RNs working in educational services was $78,620 in May 2025, compared with $100,220 for RNs working in hospitals. BLS also projects about 180,800 RN openings annually from 2025 through 2035. Bureau of Labor Statistics
Districts may not always be able to compete on salary alone. Recruitment strategies should also communicate advantages such as predictable schedules, school calendars, student impact, and opportunities to work within a consistent community.
Licensing Requirements Can Narrow the Candidate Pool
School nursing is a specialized practice. Registered nurses must hold an active nursing license, and requirements for school-based practice vary by state. Some states require additional certification, credentials, or preparation beyond RN licensure. National Association of School Nurses
That can make an already competitive hiring market more difficult, particularly in areas with smaller nursing workforces.
Geographic disparities are also significant. NASN has reported substantial regional differences in access to school nursing services, reinforcing why a staffing model that works in one market may not translate directly to another. Sage Journals
Districts can review Covelo Group’s health services staffing solutions when assessing where additional school-based healthcare coverage may be needed.
Student Health Needs Continue After Back-to-School Season
The demand for nursing support does not decline simply because the initial hiring cycle has ended.
CDC notes that school health professionals provide acute and emergency care while helping coordinate care for students with chronic conditions such as asthma, diabetes, and epilepsy. The school nurse may also be the only on-site health professional formally trained to respond to a medical crisis. CDC
That makes prolonged vacancies particularly difficult for schools with students who require medication administration, individualized health plans, or regular clinical monitoring.
Districts can also review Covelo Group’s guidance on school nurses and student health and high-demand school healthcare roles when evaluating coverage needs.
Retention Matters as Much as Recruitment
Hiring another nurse will not solve a recurring staffing problem if workload remains unsustainable.
NASN’s 2025 position statement recommends evaluating school nurse workload based on the specific health needs and conditions of each school population. Appropriate workloads are associated with greater job satisfaction, less burnout, and stronger retention. Sage Journals
District leaders should review caseloads, campus assignments, travel expectations, emergency responsibilities, and available support before an employee reaches the point of leaving.
Build a School Nurse Staffing Plan Beyond Fall
A resilient staffing strategy should include ongoing recruiting, substitute or contract coverage, workload reviews, and earlier planning for anticipated vacancies. Districts should also assess whether RN, LVN, or CNA support could strengthen their broader health services model where permitted by state law and district policy.
Covelo Group connects districts with qualified school-based healthcare professionals. Request talent to strengthen school nurse coverage through fall, winter, and the remainder of the academic year.
