APPA gives every nurse, aide, and care staff member at your facility $500,000 in permanent whole life insurance — building real wealth for the people your residents depend on. You start for $0 out of pocket.
Travel agencies hollowed out the permanent nursing workforce during the pandemic — offering 3x salaries to pull your trained staff away. Rebuilding a stable, permanent team requires more than a counter-offer. It requires a reason to stay that travel nursing can't replicate.
Every time a familiar face leaves, a resident loses continuity. Families lose trust. CMS quality ratings drop. Turnover isn't just an HR metric — it's a care quality score, a regulatory risk, and a census driver. The financial case for retention is compelling. The human case is undeniable.
You've raised wages. You've offered bonuses. Your competitors have too. Staff still leave for agencies because no permanent employer benefit has ever matched what agencies offer in raw income. Until now — because cash value is something an agency can never give them.
APPA advances the premium through a structured funding loan — every staff member is covered from day one while you maintain control over your operational cash flow.
Workforce stability in long-term care is directly correlated with resident outcomes, CMS star ratings, and family satisfaction. This benefit addresses the root cause of instability — not the symptom.
Staffing levels and consistency are among the most heavily weighted factors in CMS Five-Star ratings. A stable, invested workforce directly improves your staffing domain score — and star ratings drive census, reimbursement rates, and referral volume from hospitals.
Agency nurses cost 2–3x permanent staff. Every permanent nurse you retain through a meaningful benefit is an agency shift you don't pay for. The math compounds quickly — retaining 4–5 nurses can offset the entire annual program cost.
Families choose facilities where they recognize the faces. Consistent care teams build the trust that drives positive reviews, referrals, and lower move-out rates. Staff retention is your most powerful census tool — and the least expensive one you're not fully using.
Enter your facility details to see estimated benefit cost against retention savings and agency spend reduction.
Your facility qualifies for APPA subscriber pricing. See if you're eligible.
Apply to Become an APPA Subscriber →Large hospital systems have used split dollar plans to retain their executive nurses and physician leaders for decades. APPA makes the same employer-funded permanent life insurance available for every CNA, LPN, and RN on your team — not just the ones at the top of the org chart.
| Feature | Traditional Split Dollar | APPA Group Program |
|---|---|---|
| Who it covers | 1–2 executives or director-level nurses | Every CNA, LPN, RN on your team |
| Who funds the premium | Facility — from day one | APPA — first 12 months at zero cost |
| Collateral required | Facility assets or personal guarantee | Policy cash value only |
| Retention mechanism | Rewards selected individuals only | Every staff member has a reason to stay |
| Beats travel nursing? | No — selective, not broad | Yes — permanent wealth agencies can't offer |
| After pay period ends | Ongoing administration | Policies paid up — zero obligation |
"A travel agency offers income. APPA offers something an agency never can — a permanent financial asset that grows every year a nurse stays with you, and belongs to them completely once vested. That's the conversation that changes retention."
Tell us about your facility. An APPA team member will reach out within 2 business days with a customized NLG illustration.
An APPA team member will review your facility profile and reach out within 2 business days.
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