Bemidji Nursing Excellence

Bemidji MNA Negotiations Update – March 23 Session
Sanford Health and the Minnesota Nurses Association met on March 23 to continue negotiations for a new agreement for nurses at Sanford Bemidji. The previous agreement expired on February 28, 2026, and all terms and conditions of employment remain in effect while negotiations continue.

Sanford’s Updated Package Proposal
During this session, Sanford presented an updated comprehensive package proposal addressing wages, premiums, benefits, and contract duration. This package reflects continued movement by the Company and is intended to move discussions toward agreement.

As with prior proposals, all economic items are part of a total package, and changes would become effective the first full pay period following ratification.

Highlights of Economic Items in Sanford’s Most Recent Package Proposal

• Across the board increases of 3.5% / 2.5% / 3.0%
• New Step adjustments at years 18, 22, 26, and 30
• Market adjustments:
  • First Assist RNs: +1.5% above base increases
  • Clinic RNs: +1.0% above base increases
• Float Differential Improvements:
  • $2.50/hour when floating outside hired department
  • $3.00/hour for designated float nurses on all hours worked
• Certification Bonus:
  • Increased to $400 per certification (up to $800 annually)
• Health Insurance & Related Benefits:
  • Continued 5% cap on annual premium increases
  • Family-building benefit, including fertility assistance

Additional Tentative Agreements
The parties have reached a tentative agreement on preceptor pay, increasing the differential by 50% to $1.50 per hour and expanding eligibility to include precepting interns.

Union Response
During the March 23 session, Sanford presented its updated package in the morning. The Union did not make movement on key economic issues, including wages. Following extended time in caucus, the Union provided a response later in the day that did not include changes to its core positions and reintroduced several earlier proposals that had not been included in its prior response to the Company’s package. The union did not move on its request for wage increases of 12-5-5 in a three-year contract.

Financial Context & Sustainability
The Union’s initial economic proposal represented an estimated nearly $20 million in additional cost in year one alone, with continued compounding impact in future years.

Sanford Bemidji operates as a nonprofit rural healthcare facility, with approximately 75% of revenue coming from government payors such as Medicare and Medicaid. These reimbursement rates do not automatically increase to offset significant labor cost growth. Sanford’s proposal is designed to provide meaningful wage increases and targeted premium enhancements while supporting the long-term sustainability of healthcare services in the Bemidji region.

Next Steps
We remain committed to reaching a fair and responsible agreement that:

• recognizes the vital role of nurses
• supports recruitment and retention
• provides sustainable wage growth
• and ensures continued access to high-quality care in our community

We have dates scheduled for April 17th and April 30th and will continue to provide updates following future bargaining sessions.

Sanford Health and the Minnesota Nurses Association (MNA) met on February 25 and 26 for our third and fourth bargaining sessions regarding a successor agreement for nurses at Sanford Bemidji. The previous agreement expired on February 28, 2026. All terms and conditions of employment remain in effect while negotiations continue.

During these sessions, Sanford presented a comprehensive, interdependent package proposal addressing wages, premiums, benefits, and contract duration. As outlined in the Company’s package proposal, economic changes would become effective the first full pay period following ratification of a tentative agreement.

Wage Proposals Currently Under Discussion

The parties exchanged proposals regarding contract duration and across-the-board wage increases. The current bargaining positions on increases are the following:

Category	Union Proposal	Sanford Proposal
Contract Duration	3 years	4 years
Across-the-Board Increases	12% / 5% / 5%	3% / 2.5% / 2.5% / 2.5%

Highlights of Additional Economic Items in Sanford’s Most Recent Package Proposal

• Float differential increased to $2.50 per hour when a nurse floats outside their hired department
• $3.00 per hour for designated float nurses on all hours worked
• A standardized rotating shift differential of $2.50/hr for hours worked between 7:00 p.m. and 7:00 a.m
• Doubled certification bonuses (in connection with alignment to enterprise education reimbursement policy)
• Continued caps of 5% maximum increases on health insurance premiums
• An additional market increase of 1.5% for First Assist RNs and 1% for Clinic RNs in year one.

In addition to the elements in the package proposal, the parties reached a tentative agreement on preceptor pay, increasing the preceptor differential by 50% to $1.50 per hour and to include receipt of the differential when precepting interns.

Financial Context & Sustainability

The Union’s initial economic proposal represented an estimated nearly $20 million in additional cost in year one alone, with continued compounding impact in future years.

Sanford Bemidji operates as a nonprofit rural healthcare facility with approximately 75% of its revenue coming from government payors, such as Medicare and Medicaid. These reimbursement rates -set primarily at the federal level- do not automatically increase to offset significant labor cost growth.

As rural hospitals nationwide continue to face significant financial pressure, sustainable compensation decisions are critical to preserving long-term access to care in our community. Sanford’s proposal aims to provide meaningful wage increases and targeted premium enhancements within a framework designed to support nurses while supporting the long-term stability of healthcare services in the Bemidji region.

Next Steps

Sanford has provided two additional dates as options for continued bargaining and is awaiting the union's response.

We remain committed to reaching a fair and responsible agreement that recognizes the vital role nurses play in patient care, strengthens recruitment and retention, supports sustainable wage growth, and protects continued access to high-quality care for our community. We will continue to share updates following future bargaining sessions.

The parties met for the second bargaining session on February 9.

After a full day of discussion, the parties reached agreement on a few additional clean-up and clarification items. There was productive discussion on several key union and company non-economic proposals, and the parties exchanged economic proposals at the end of the day. This will allow both sides to prepare for more substantive economic discussions at the next session.

On the Union’s proposals, the parties discussed floating. The Company presented revised language for the Union’s review that is intended to address several of the concerns raised. Regarding the Union’s proposal to designate Women’s/Children’s as a closed unit for purposes of floating, the parties agreed to form a sub-group to explore the issue further prior to the next bargaining session.

The Company again discussed the importance of its infection prevention proposal in protecting both patients and staff. The proposal would not require vaccination but would require adherence to PPE protocols, including masking when recommended. Similar language exists in many healthcare agreements nationwide as part of infection prevention standards.

The Company also made modifications to its proposals regarding precepting and the probationary period for new hires. The proposal to move from a 60-day to a 90-day probationary period would align with the 12-week orientation period for new nurses.

The Company presented seven economic proposals. Several are intended to increase flexibility and address issues nurses have previously raised. For example, the Company proposed language that would allow nurses to maintain a secondary PRN union role while working in a non-union primary role. Nurses have previously expressed interest in continuing PRN work in these circumstances, and specific language is needed to ensure compliance with existing contractual and legal requirements. The Company believes this proposal could provide mutual benefit.

The Company also proposed a new article addressing incentives, which would provide flexibility to implement temporary incentives in extenuating staffing circumstances.

In addition, the Company proposed removing the “Gold” insurance plan, which has become less favorable compared to other available plan options due to higher premiums and deductibles.

The Union presented its opening economic package, consisting of 26 proposals. These include significant increases to premiums and differentials, increases to the 401(k) match, additional PTO, a uniform allowance, increased certification bonuses, retention and longevity bonuses, additional wage scale steps, and proposed wage increases of 15% in year one and 5% in both years two and three.

An initial review indicates the Union’s proposals would represent a very significant financial impact to the organization. As the contract expiration approaches, it will be important for the parties to focus discussions on priorities and long-term sustainability in order to reach a responsible agreement.

The next bargaining sessions are scheduled for February 25 and 26. No additional dates have been scheduled. The current agreement expires at the end of February.

The parties began negotiations with a half-day session. The Company provided its non-economic proposals, including "clean up" proposals which we had sent in advance of negotiations for the Union to be able to review outside of our limited time.

From the Union's list of proposals, most were economic in nature, and the Company suggested those should be held and combined with the Union's other economic proposals. The Company requested more information and had discussion on the three remaining non-economic proposals.

The parties were able to tentatively agree (TA) with most of the clean-up and clarifying language on the Company's proposals and had good discussion on other proposals.

The Company's negotiating team is working diligently outside of the scheduled sessions in order to be prepared to move quickly in our next session together. We have asked the Union on many occasions for more dates prior to contract expiration on February 28, but due to scheduling limitations, they have only been able to commit to the 3.5 total days.  (Typically, we meet 6-8 times to negotiate the contract.) We continue to be concerned about the shortened time for discussion but remain committed to bargaining in good faith and hope to move into economics in the next session in order to make the best use of our time.

Our remaining bargaining dates are February 9 and February 25-26.

Our current collective bargaining agreement expires on Feb. 28, 2026. Sanford began requesting bargaining dates from the union in June and has followed up regularly over the past six months, offering 17 available dates across December, January and February. A bargaining date was initially planned for mid-December, which was later cancelled by MNA.

To date, MNA has committed to 3.5 days of negotiations, beginning with a half-day session on Jan. 30 and three additional days in February. We are concerned with the ability to settle the contract before the expiration given the union's limited availability. However, Sanford remains committed to negotiating in good faith and to reaching an agreement that reflects the valuable contributions of our nurses.

Question: Does my new rate of pay begin on the start of the new contract date?
Answer: Not necessarily. If a contract is settled after the expiration of the current contract, back pay would have to be negotiated and agreed upon by the parties.

Question: What determines how quickly a new agreement can be reached?
Answer: The timing of a new agreement depends on when the parties are able to meet and make progress on proposals. Sanford remains available to continue bargaining and looks forward to scheduling the next session.

Question: What happens if the contract expires before an agreement has been reached?
Answer: It is not uncommon for negotiations to continue after a labor agreement expires. During this time, nurses generally continue working under the terms of the expired agreement while the parties work toward a new contract. Sanford remains committed to bargaining in good faith and reaching an agreement.

Question: Are negotiations in Bemidji connected to negotiations at other Sanford facilities?
Answer: The Minnesota Nurses Association represents nurses at several Sanford facilities. However, each location has its own bargaining unit and its own negotiations. Each contract is negotiated separately and reflects the operational needs, staffing, and patient care environment of that specific facility.

Question: How does the bargaining process work?
Answer: Negotiations involve representatives from Sanford Health and the union meeting to discuss proposals and work toward agreement on contract terms. Both sides exchange proposals and continue discussions until a tentative agreement is reached. Once a tentative agreement is reached, union members vote on whether to ratify the agreement.

Question: What does it mean when nurses sign up to stand with or support the bargaining team?
Answer: During negotiations, unions sometimes ask members to sign pledge cards or participate in activities that show support for the bargaining team. These activities are organized by the union and may include attending meetings, participating in informational picketing, or other actions. Signing a pledge or showing support does not mean a strike will occur. Negotiations can and often do continue while these activities take place.

Question: What is a strike authorization vote?
Answer: A strike authorization vote allows union leadership to call a strike if negotiations do not result in a tentative agreement. Strike authorization votes are a common part of collective bargaining. Unions sometimes hold these votes during negotiations to measure member support for the bargaining team and their bargaining priorities. A strike authorization vote does not mean a strike will occur. Negotiations may continue and agreements are often reached without a strike after such votes take place.

Question: How does the cost of living compare between Bemidji and Minneapolis and St. Paul?
Answer: Overall, Minneapolis is nearly 43% more expensive than Bemidji. The cost-of-living index for Bemidji is 73.6, lower than the U.S. average of 100. Below 100 means cheaper than the U.S. average – above 100 means more expensive. The median home cost is the biggest factor in the cost-of-living difference. The median home cost is 62% more expensive in Minneapolis compared to Bemidji. 
source: https://www.bestplaces.net/cost-of-living/bemidji-mn/minneapolis-mn/50000

Question: Is Sanford Bemidji nurses’ pay competitive?
Answer: The average hourly base rate for RNs is up to 9.56% higher at Sanford Bemidji than the average hourly base rate of RNs across the North Central Region of the United States (source: 3rd party 2024 RN market salary surveys). Additional premiums and incentives that stack on top of this base rate are offered for nights, weekends, holidays and on-call shifts. 

Question: Is there is a nationwide nursing shortage?
Answer: According to the Bureau of Labor Statistics’ Employment Projections 2021-2031, the Registered Nursing (RN) workforce is expected to grow by 6% over the next decade. The RN workforce is expected to grow from 3.1 million in 2021 to 3.3 million in 2031, an increase of 195,400 nurses. The Bureau also projects 203,200 openings for RNs each year through 2031 when nurse retirements and workforce exits are factored into the number of nurses needed in the U.S. 

Compounding the problem is the fact that nursing schools across the country are struggling to expand capacity to meet the rising demand for care. The American Association of Colleges of Nursing (AACN) is collaborating with schools, policy makers, nursing organizations, and the media to bring attention to this healthcare concern. The AACN is leveraging its resources to shape legislation, identify strategies, and form collaborations to address the shortage.

Question: How does leadership at Sanford Bemidji listen to the staffing needs of nurses?
Answer: At Sanford Bemidji, leadership and frontline nurses work side-by-side to develop staffing plans for every single unit, with patient safety and quality always at the forefront. 
If there is ever a concern about staffing, our nursing supervisors immediately respond to understand and address the issue. There is also a nursing manager on all units, which allows for continuous leadership presence and support for staff. 

Additionally, Sanford Bemidji and MNA have a 90-minute meeting each month to review any staffing and scheduling concerns and continually work to improve schedules for nurses. Both groups also coordinate a Quarterly Labor Management Committee to discuss broader topics and concerns impacting nurses.

Question: Is Sanford Bemidji hiring contract nurses from other countries? 
Answer: Staffing shortages in nursing are widespread across our footprint and innovative staffing solutions are needed to address the challenges of hiring enough nurses. 
Sanford Health is exploring alternative pipelines by recruiting nurses from around the world to meet our staffing needs, now and into the future. However, these internationally trained nurses will be employed and not contract staff. Sanford Bemidji is expecting to hire internationally trained nurses, and by virtue of the collective bargaining agreement, that internationally trained nurse will be a union member at hire. 

Question: Why is a professional mediator needed for labor negotiations?
Answer: A mediator is an impartial professional trained to assist in helping two sides come to a fair agreement. The Federal Government provides mediators as a free resource to help with negotiations and to prevent labor stoppages because of the damage they cause. Sanford Bemidji has historically worked with mediators in labor negotiations. 

Question: Why does Sanford offer telehealth in addition to care within hospitals and clinics?
Answer: Telehealth helps patients get the care they need, no matter where they live. Sanford Health has offered telehealth services for over a decade, using technology to expand access in rural areas. Our virtual care initiatives bring exceptional care to our patients and enhance the health and well-being of the communities we serve. One example of this is our Bemidji OB/GYN team which uses virtual care to support high-risk pregnancies in remote communities like Bigfork, MN. 

Question: How does Sanford Bemidji invest in the local community?
Answer: Sanford Bemidji provides charity care, as do many hospital systems. Between direct giving, charity care and paid volunteer time off we give approximately $10 million per year. However, this only represents a portion of total community investment. Overall, 
Sanford Health has invested over $100 million into the Bemidji region since the merger with North Country Health Services. Sanford has a strong history of financially contributing to the community and will continue to do so as a mission-based organization.

As a system, we are committed to extending care beyond our bricks and mortar. It is through this work that we identify unmet health needs in the community, and then strategically plan how to best address those needs. For more information, refer to the Sanford Health Community Health Needs Assessment Report and the Sanford Health Community Commitment Report 2025.

We take immense pride in acknowledging the invaluable contributions of our nurses. To show our appreciation, we offer competitive wages and comprehensive benefits. By recognizing and rewarding their hard work, we strive to create a culture where our nurses feel valued and empowered to continue making a significant impact in the lives of our patients.

Wages

• The average hourly base rate for RNs is up to 9.56% higher at Sanford Bemidji than the average hourly base rate of RNs across the North Central Region of the United States. (source: 3rd party 2024 RN market salary surveys)
• Additional premiums and incentives that stack on top of this base rate are offered for nights, weekends, holidays and on-call shifts. Sanford Bemidji was a leader among other hospitals in doing this to stymie the nursing staffing crisis that is facing the country by rewarding our trusted and valued Bemidji nurses to keep them working close to home. 
• MNA union dues – Dues required to be part of MNA are deducted from each paycheck. On average full-time nurses at Sanford Bemidji working 32 hours per week, contribute $2.13 per hour toward union dues or roughly $3,500 per year.

Benefits

• Sanford Bemidji MNA nurses are eligible for benefits if they work 64+ hours per two-week pay period. Nurses working between 24-63 hours per pay period are eligible for part-time benefits. 
• Sanford Bemidji MNA nurses are eligible for health, dental and vision insurance, long-term disability and many other optional benefits.
• The Total Rewards Dashboard is a resource that provides real-time access to Total Rewards needs, all in one easy-to-use location. The dashboard provides employees with a personalized report of their Total Rewards package, as well as access to their benefit booklets and plan documents. 
• All employees can CLICK HERE to access the Total Rewards Dashboard and click the benefits tab for personalized benefit booklets and plan documents.

With a growing variety of needs within the organization, Sanford Health offers more flexible FTE options than ever. We collaborate with our nurses to develop family-friendly schedules that allow nurses to thrive in their professional and personal life.

• 93% of Sanford Bemidji nurses have chosen to be scheduled less than 40 hours per week. The average nurse at Sanford Bemidji is scheduled an average of 32 hours per week, including PRN or casual nurses the average is 28.5 hours per week.
• Discussions with our nurses indicate that choice is based upon personal preference. Spending time with family and friends and having a stable income that affords them the standard of living they desire are the primary reasons our nurses do not feel they need a traditional 40-hour schedule.
  
   

Sanford Health embraces innovative solutions to address workforce challenges and alleviate administrative burdens, so our nurses can focus on caring for our patients and residents. Sanford continues to aggressively recruit and hire nurses to not only fill open positions but also address the growing needs of the greater Bemidji area and projected health care needs of an aging population.

Early Engagement
We work locally with high school students on career exploration and partner with secondary academic institutions to provide students with learning experiences that are second to none. By introducing young people to science, technology, engineering and mathematics (STEM) programs and activities, we hope to inspire future generations of nurses who will care for our communities well into the future. 

Through Aspire by Sanford, kindergarten through 12th-grade students have opportunities to explore careers in health care and develop the skills necessary for success in the workforce. With hands-on learning experiences and mentorship opportunities, the program seeks to inspire the next generation of health care professionals to enter the workforce. Exploratory programs like summer camps and Sanford Bemidji MedX give high school students hands-on activities, tours and presentations led by local health care professionals. 

Educational Partnerships
Sanford Bemidji has established strong partnerships with Bemidji State University (BSU),Northwest Technical College (NTC) and Bemidji High School (BHS). In 2019, Sanford Bemidji committed over $1 million for health care development programs with Bemidji High School, BSU and NTC. Read more about our partnerships here: 

• Bemidji State Nursing Partners with Sanford Health for Extended Nursing Internships
• Opportunity in Crisis: Nursing students gain valuable real-world experience during pandemic response
• Sanford Bemidji commits $1 million to support local health care career opportunities
• The Lab Next Door: NTC and Sanford Health to Train CNAs at Bemidji High School

 

Sanford Bemidji is partnering with campus placement offices at BSU, NTC and Northland Community and Technical College to provide students with regular exposure to Sanford Health career opportunities. Additional recruiting efforts include but are not limited to:

• Career Fairs
• Expanded social media engagement including LinkedIn and Facebook
• Generating leads by resume mining on Indeed and SeekOut
• Increased presence on free job boards including Handshake, College Central, Bemidji Area Chamber of Commerce, MinnesotaWorks.Net and Featured Jobs

 

Internationally Educated Nurses
Sanford Health is exploring alternative talent pipelines by recruiting nurses
from around the world to meet our staffing needs, now and in the future. These nurses are employed and not contract staff. As a part of the collective bargaining agreement, internationally educated nurses will become union members at hire. As of September 2025, 13 internationally educated nurses have been welcomed to the Bemidji region and another seven are anticipated to arrive within the next two years. The Internationally Educated Nursing program is already making a difference. As highlighted in a recent SHN feature, this program is proving beneficial for both new recruits and the teams they join.

 We are deeply committed to investing in educational and leadership programs that empower registered nurses (RNs) to step into future leadership roles. Our belief in promoting from within drives us to nurture and support the growth of our nursing team.

Grow, Succeed, Advance
There are countless opportunities for nurses to grow and prepare for career advancement, all while continuing to excel in current roles. Through shared governance, we offer a range of councils, teams and committees where nurses can get involved and make a meaningful impact, including regional committees, workgroups, Nursing Senate and unit-based councils. These groups bring together staff who are passionate about addressing the challenges and opportunities within health care. By participating in local councils, our nurses have the chance to collaborate with colleagues from diverse disciplines across the region, all united by a shared commitment to improving care and making a difference in the lives of those we serve.

Nurse Internship Program
The Sanford Student Nurse Internship Program is a hands-on, 10-week, paid internship that will expand clinical skills and knowledge under the guidance of an experienced nurse preceptor. Associated Degree in Nursing students within 1-2 semesters of graduation may be considered for placement in our network at Critical Access Hospitals.

Nurse Residency Program
The Sanford Health Nurse Residency Program (NRP) is accredited with distinction as a Practice Transition Program by the American Nurses Credentialing Center’s Commission on Accreditation in Practice Transition Programs. All new RN graduates that are hired into a facility with the program are enrolled in this innovative program.

The program provides nurse residents with strategies for personal growth and well-being while also developing clinical judgment and leadership skills. The 12-month program is offered in association with the Vizient/AACN Nurse Residency Program.

Continuing Education
We offer a variety of in-person and virtual continuing education credits and educational offerings that cover many specialties. Many of these offerings are free or offered at reduced cost for employees, making it easier for nurses to grow professionally while staying on the job. As shared in this SHN article, our approach to continuing education supports nurses in advancing their careers without stepping away from patient care.

Additionally, sponsorships, annual scholarships and an employee assistance program are available to assist current and future nursing staff with furthering their education. Learn more about scholarships. 

Specialty Certifications
Sanford Health is committed to assisting our nurses with achieving their national certification by providing preparation courses, as well as assisting with costs associated for the initial certification and recertification. There are over 350 national certifications that employees can access internally, and we encourage all nurses to get certified.

Sanford World Clinic Global Nurse Mentor Program
The Sanford World Clinic Global Nurse Mentor Program offers a chance to impact care across the globe through shared learning with one of Sanford’s international partners. Through the program, Bemidji registered nurse and clinical educator, Jackie Gibbons, helped build a sustainable nurse education curriculum at Hospital Metropolitano in Costa Rica.

Growing Nurse Leaders from Within
We are always seeking passionate nurses to step into key leadership roles, and we are dedicated to providing continuous opportunities for leadership training, mentoring, coaching and precepting at every stage of a Sanford nurse’s career.

The Sanford Leader program is designed to empower current and emerging nurse leaders with skills and insights to lead with confidence. Rooted in three core principles - leading self, leading others and leading mission - The Sanford Leader is a journey of personal and professional growth. This includes an ongoing leadership webinar series for all leaders and employees that focuses on topics such as navigating difficult conversations, receiving feedback effectively and leading with curiosity and empathy.

We are proud that most of our nursing leadership has grown from within Sanford. Today, registered nurses serve in leadership roles across all levels of our organization from frontline supervisors and unit managers to directors, one of three operational vice presidents and our regional chief nursing officer. This reflects our deep commitment to nurturing talent and creating clear pathways for advancement.

Importantly, leadership doesn’t always mean managing people. Many nurses find meaningful growth and other ways to lead in roles that focus on advancing clinical excellence and organizational improvement. RN clinical educators lead evidence-based training and educational efforts across the organization, while specialists in infection prevention, quality and accreditation play a vital role in improving the safety and quality of care throughout our region and the larger system. Nurse case managers also serve as informal leaders, guiding care coordination, advocating for patients and helping teams navigate health care systems.

Professional Development at Every Stage
In addition to leadership development, we offer a wide range of clinical and nonclinical training and educational opportunities to support nurses in every phase of their professional journey. In fall 2025 alone, we shared over 50 virtual and in-person opportunities with local nurses.

These range from specialty-specific symposiums and exam review sessions to training courses about the Management of Aggressive Behavior (MOAB) and Behavioral Health Education, Awareness and Response Development (BeHEARD) and webinars about caring for the wide range of patients we serve, becoming a formal preceptor and much more - ensuring our nurses have access to the tools and knowledge they need to thrive. 

We are on a journey that celebrates and amplifies the unique talents, experiences and perspectives of our employees, as well as the patients, residents and communities we serve. By embracing these differences, we are not only strengthening our organization but also working together to make this a truly great place to work.

Pathway to Excellence
Pathway to Excellence is a prestigious designation by the American Nurses Credentialing Center (ANCC) that recognizes healthcare organizations committed to creating and maintaining a healthy, supportive workplace for nurses. It’s about building an environment where nurses thrive, grow professionally and feel valued. Sanford Bemidji is currently in the process of pursuing this designation. 

This 18-month journey is about improving your work environment and professional experience while enhancing patient care. The goals of adopting this program are:

• Championing high-quality nursing practice to support you in delivering exceptional care
• Attracting, retaining and advancing great nurses and nurse leaders who will strengthen our team
• Fostering collaboration across disciplines to enhance teamwork
• Advancing our SAFE culture to benefit staff and patients alike.

 

Employee Experience Survey
Part of building a great culture is listening to our people and responding to their feedback. Employees participate in an Employee Experience Survey twice per year. By sharing their voice, they are helping to drive positive changes within our organization. 

We’re consistently scoring far above the health care industry benchmark based on health care organizations on Peakon. Two categories where we score above benchmark include meaningful work and inclusiveness. We appreciate that employees feel they are accepted at Sanford Health and bring value to those we serve and the organization. 

Bemidji regional nursing’s eNPS score saw a 20 point improvement within the last two years. This upward shift reflects growing engagement, satisfaction and advocacy among our nursing teams. It’s a strong indicator that the environment we are fostering together is one where nurses feel increasingly supported, valued and empowered to thrive.

ACHIEVE Committee: Advancing Cultural Health by Inspiring Employees to Visualize Excellence
In addition to the Employee Experience Survey, the ACHIEVE Committee supports our regional goal of becoming the employer of choice by focusing on improving employee experience. This diverse group of employees and leaders meet regularly to review confidential feedback and develop strategies that help everyone feel valued. Employees can email achievecommittee@sanfordhealth.org to share suggestions, concerns or questions, especially when they’re unsure where else to turn. Thanks to employee input, ACHIEVE has helped expand local perks and volunteer opportunities, improve safety around campus, work to update and expand the Employee Wellness Gym and open the Grab and Go Market near the cafeteria. 

Collaborative Approach to Staffing
If there is ever a concern about staffing, our nursing supervisors immediately respond to understand and address the issue. Sanford Bemidji and MNA have a 90-minute meeting each month to review any staffing and scheduling concerns and continually work to improve schedules for nurses. Both groups also coordinate a Quarterly Labor Management Committee to discuss broader topics and concerns impacting nurses.

To eliminate agency expenses and to provide opportunities for existing employees, Sanford uses an internal travel agency, Solutions by Sanford. When it is necessary to support patient volumes or staff shortages, Sanford Bemidji will also bring in nurse travelers. 

Well-Being 
We know the well-being of our team matters. That’s why Sanford Health offers our employees and their families access to a variety of resources for extra support whenever it is needed. Taking time to focus on the six dimensions of well-being (physical, emotional, spiritual, professional, financial, social) allows employees and their families to thrive in all areas of life.

In partnership with VITAL WorkLife, Sanford's Employee Assistance Program (EAP) provides access to free counseling, coaching and support services available 24 hours a day, seven days a week. Counselors are available for face-to-face or virtual counseling allowing for up to six sessions per incident. 

Nurses and family members can access these services at their convenience, including in-the-moment support, phone consultations, face-to-face counseling, nurse peer coaching, educator peer coaching, legal and financial services, and identity theft prevention and support. 

Exceptional Minnesota Hospital Workplace Award
In September 2025, Sanford Bemidji received the Exceptional Minnesota Hospital Workplace Award in recognition of its Employee Wellness Behavioral Health Therapy (BHT) program lead by Nikki Bowman, LMFT. The program provides rapid, confidential and free mental health support for employees experiencing work-related stressors, including adverse patient outcomes and challenging patient experiences. This proactive, trauma-informed model has improved employee wellbeing and morale while creating a scalable blueprint for workplace mental health support.

Sanford earns highest award for workplace mental health
Mental Health America has awarded Sanford Health the 025 Platinum Bell Seal for Workplace Mental Health. This is the third year in a row Sanford Health has received recognition from Mental Health America and the first time achieving platinum status.

The Bell Seal is a workplace mental health certification that recognizes employers who strive to create mentally healthy workplaces for their employees. Sanford Health underwent a rigorous evaluation of its policies and practices in four areas: workplace culture, benefits, compliance and wellness programs. Only two in five employers meet the standards for Bell certification.

Sanford Bemidji recognized as a Breastfeeding Friendly Workplace
In early 2025, the Minnesota Department of Health recognized Sanford Bemidji as a Breastfeeding Friendly Workplace for demonstrating commitment to supporting breastfeeding families by creating a workplace lactation support program. This includes educating staff, providing adequate break time for breastfeeding employees and providing a clean, private place to pump breast milk.

Sanford and Pine Pals open childcare center near medical center
In 2024, we were excited to partner with Pine Pals to transform the former Lake Region Office Building into the Pine Pals Nest. Located across the street from the Bemidji Medical Center, the center offers childcare for infants and toddlers. Open to the community, Sanford employees are given priority for open spots at the center. As a part of our ongoing efforts, we deployed an Employee Childcare Services Feedback Survey this fall to gain a better understanding of how we can improve our childcare offerings and advocate for changes that will benefit employees. 

Employee Recognition Programs
Employee recognition is a cornerstone of our culture and promotes a positive employee experience. By celebrating the dedication and achievements of our employees, we show appreciation and inspire continued growth. We currently offer a variety of recognition programs, each designed to honor the hard work and commitment of our employees. Award examples include Employee of the Year Awards, Nursing Awards, HERO Awards, Daisy Awards, Brand Ambassador Program, Good Catch Awards and more. This also includes sharing stories about Sanford nurses with the community:

• Annual Bemidji Sanford Improvement Symposium highlights 40 projects
• Nurse and patient remain friends a decade after stillbirth
• A nurse’s journey: From greeter to RN
• Group of 14 Bemidji OB team trains for triathlon
• Sanford Bemidji names 2024 nursing award recipients
• Sanford nurse reunites with Ukrainian family

 

Workplace Violence Prevention
Along with the Minnesota Hospital Association (MHA), Sanford Health believes our hospitals and clinics should be places of safety and healing for caregivers, patients and visitors. Sanford Bemidji continually collaborates with nurses on preventative measures to reduce the potential for workplace violence. This includes restructuring our regional Workplace Violence Committee to better reflect current nursing needs and added frontline members. Because of front line staff participation, we are addressing concerns that are most important to our staff. Ongoing work includes safety-focused facility improvements, updating patient and visitor screening processes, clarifying roles and expanding education and training for employees.

Military and Veterans Services
Sanford Health is actively recruiting past and current military members to its nursing ranks and other positions. From differential pay to educational scholarships and more, the organization strives to be an employer and provider of choice for veterans. View a full list of benefits and featured career opportunities for veterans and military service members.

Professional development grants are now available for veteran employees. Grants are up to $3,000 annually, and recipients can receive up to $12,000 in their lifetime. Grant funds may be used for professional development opportunities such as academic classes, certifications, professional courses or training. 

The Sanford Health Military and Veteran Scholarship honors those who have furthered their own progress and enriched the lives of others, especially in service, academics and community involvement. Four $5,000 scholarships are awarded annually to veterans, Guard/Reserve members or active-duty military service members who have demonstrated leadership and commitment in their community.

Sanford Health has once again been recognized nationally for its commitment to veterans and their families. Military Friendly Brands has ranked Sanford Health No. 3 in the category of Government & Non-Profit brands on its annual list of organizations that set the standard for providing the best opportunities for veterans and military spouses. Sanford Health has placed in the Top 10 category of this recognition since the inception of the Military Friendly Brands award in 2024.

Sanford Health recognized by Becker’s as a top place to work
For the third year in a row, Sanford Health has been named to the list of Becker’s Healthcare 150 top places to work. 

According to Becker’s, the health systems and companies included on this list are committed to supporting their teams through comprehensive benefits, opportunities for both personal and professional growth, inclusive and empowering work environments, and resources that promote a healthy work-life balance. Many also extend their positive impact beyond the workplace, engaging in community service and championing social responsibility.

Sanford Health is dedicated to the work of health and healing, and we continually work to transform the health care experience and provide access to world-class health care close to home. 

• Since merging in 2011, Sanford Health has invested more than $100 million to increase access to specialty care in the Bemidji area, including behavioral health, cardiology, orthopedics, pulmonology and oncology. As a result, Sanford Bemidji Medical Center has become the region’s largest hospital, housing 118 licensed beds and serving more than 176,000 people in Beltrami, Lake of the Woods, Koochiching, Itasca, Cass, Hubbard and Clearwater counties.
• In rural communities, quality of care is just as important as access to services. Sanford Bemidji Medical Center has maintained accreditation by The Joint Commission since 2017. In 2021, Sanford Bemidji and EMS partners were recognized by the Minnesota Department of Health for improving the quality of stroke care for the region. In the same year, the hospital earned its first 4-star CMS rating.
• With most community members living two or more hours from major trauma centers, Sanford established its AirMed program, including an airbase at the Bemidji airport. The program provides lifesaving transportation for patients throughout northern Minnesota in need of an elevated level of care. In 2020, the Bemidji Medical Center was designated a Level 3 trauma center for the first time by the Minnesota Department of Health.
• As one of the region’s leading OB/GYN care providers, Sanford Bemidji Medical Center opened its special care nursery in 2017 and c-section suite within the hospital’s OB/GYN inpatient unit in 2019. 
• To reduce substance use during pregnancy and keep families together, Sanford partnered with Beltrami County and Red Lake Family and Children’s Services to create the First Steps to Healthy Families Program. Sanford is also a part of the national Reach Out and Read program to promote literacy among children aged six months to five years by giving them books at each clinic visit. The Children’s Clinic also offers items for low-income families in need through its onsite food and essentials bank.
• The Sanford Bemidji Heart and Vascular Center features a cardiology clinic, CHF clinic and multiple cardiac cath labs with prep and recovery areas. The center provides a broad spectrum of minimally invasive treatments. Since 2020, the cardiovascular team has earned annual performance recognition from the American College of Cardiology’s NCDR Chest Pain – MI Registry.
• A merger with Upper Mississippi Mental Health Center in 2017 resulted in Sanford Bemidji becoming the largest provider of behavioral health services in the region. 
• Sanford Bemidji also offers the region’s only residential support center, in partnership with Beltrami County and PrimeWest Health Services, to provide intensive residential treatment services. In 2022, Sanford opened the Sanford Bemidji Crisis Center—the only facility within 90 miles of Bemidji to offer an eight-bed inpatient psychiatry unit and innovative Emergency Psychiatric Assessment and Treatment Healing (EmPATH) unit. EmPATH provides 24/7 mobile crisis services for children, families and adults in northern Minnesota.
• In 2018, Sanford opened the Sanford Joe Lueken Cancer Center—the region’s largest cancer facility. Offering comprehensive care in one location, the center provides medical oncology and hematology treatment, radiation oncology, surgical oncology, infusion pharmacy, research and clinical trials, nutrition, navigation with ongoing support, financial counseling, genetic counseling and survivorship.
• Sanford Health continues to invest in technology and programs that reduce the amount of time nurses spend on non-clinical tasks. Streamlining our operations enables our nurses to spend more time providing world-class care to our patients. 
  For example, NRC Care Transitions calls patients post-discharge so our care management teams can focus on those who most need their help. 
• Sanford’s investment in virtual care delivery is one way we are supporting innovation in how and where people can receive care. Read more about the impact we are having here.
• As part of our annual quality improvement symposium, Sanford Bemidji nurses can submit projects and ideas they are working on to improve the quality and safety of our patients and staff. Projects have ranged from sepsis to reducing delay in referral to treatment to becoming a level 3 trauma designated hospital. These ideas are shared with staff in a collaborative effort to recognize our staff and to inspire collaboration and improvement among different disciplines.

Sanford Bemidji has received many national quality and safety awards. These recognitions demonstrate the medical center’s value to rural communities in the region as well as Sanford Health’s overall commitment to achieving higher quality care and better patient outcomes.

Minnesota Hospital Association Awards
Within the past year, we were awarded three awards from the Minnesota Hospital Association for our ongoing work to provide safe and quality patient care: 

• Quality and Safety Improvement Award went to Sanford Bemidji in September 2024 in recognition of the extraordinary and innovative steps the region has made to make patient safety a top priority by developing daily PIP rounds in collaboration with frontline nurses to proactively prevent patient harm and improve patient care efficiency and productivity.
• High Reliability Organization Award was given to all of Sanford Bemidji in May 2025 for the restructured daily safety huddles and our ongoing SAFE work, which has lead to an 80% reduction in serious safety events—an incredible milestone as we continue to make significant strides towards our High Reliability Organization journey through quality, safety and continuous improvement.
• Quality and Safety Improvement Award was awarded to Sanford Bemidji again in September 2025 in recognition of Sanford Bemidji’s Surgical Smoke Evacuation initiative that is not only improving air quality and staff safety but also pioneering the groundwork for systemwide surgical safety and cultural change. This achievement was made possible thanks to Brittany Lively, RN, from our Surgery team, whose dedication to creating a safer workplace in Bemidji inspired this effort.  

 

Center of Excellence in Surgical Safety
Sanford Bemidji earned two national recognitions as a Center of Excellence in Surgical Safety from the Association of Perioperative Registered Nurses (AORN). The two recognitions were the Go Clear Award for the work done around surgical smoke evacuation (2024) and the prevention of unintentionally retained surgical items (2025).

LifeSource Hospital Partner of the Year
Earlier this year, Sanford Bemidji Medical Center received the Hospital Partner of the Year Award from LifeSource for going above-and-beyond in its dedication and service to the mission of organ, eye and tissue donation. 

Comprehensive Bariatric Center
The Bemidji Bariatric team recently earned accreditation as a Comprehensive Senter under the Metabolic and Bariatric Surgery Accreditation and Quality Improvement Program—a collaborative quality program of the American College of Surgeons and the American Society for Metabolic and Bariatric Surgery. 

America’s Best Maternity Hospitals include 3 Sanford centers
Sanford USD Medical Center, Sanford Medical Center Fargo and Sanford Bemidji Medical Center have been named to Newsweek’s list of America’s Best Maternity Hospitals 2025. The annual ranking recognizes the top maternity hospitals in the U.S., highlighting medical centers that excel in providing exceptional care throughout pregnancy, delivery and postpartum.

Sanford Health recognized by American College of Cardiology
Five Sanford Health hospital locations have been recognized for their dedication to heart patients by the American College of Cardiology (ACC) in the ACC advertising insert in the 
2025 U.S. News & World Report "Best Hospitals" Guidebook.  

Sanford USD Medical Center in Sioux Falls and Sanford Aberdeen Medical Center were honored in South Dakota, while Sanford Medical Center Fargo and Sanford Medical Center Bismarck were honored in North Dakota, along with Sanford Bemidji Medical Center in Minnesota.

Sanford Bemidji named top orthopedic program
Sanford Bemidji Orthopedics and Sports Medicine Center has been named to Becker’s Hospital Review’s list of “100 hospitals and health systems with great orthopedic programs” for 2024, highlighting its excellence in delivering advanced, patient-centered care for musculoskeletal conditions. 

As a regional leader in orthopedic and sports medicine care, the center offers a wide range of services, including orthopedic surgery, hyperbaric oxygen therapy, chiropractic, podiatry, pain management, occupational therapy, physical medicine and rehabilitation and physical therapy services. Its multidisciplinary team is committed to enhancing access to high-quality care in rural communities. Recently, the center earned The Joint Commission certificate for its hip and knee replacement programs, further demonstrating its dedication to excellence.

Sanford Bemidji receives national Wellbriety certification
Sanford Health’s substance use disorder program in Bemidji, Minnesota, was recently certified as one of less than two dozen Wellbriety Certified Treatment Centers in the nation. Sanford Bemidji’s substance use disorder program offers culturally aligned services and resources to support individuals seeking long-term recovery from substance use. 

Sanford Health Bemidji receives four-star CMS rating
The Centers for Medicare and Medicaid Services (CMS) recently awarded Sanford Bemidji Medical Center a four–star rating as a part of the CMS 2023 Care Compare program. This designation was earned by 16% of the more than 3,000 U.S. hospitals ranked for quality measures and evidenced-based safety practices. The CMS quality ratings condense a variety of measurables in key areas including, mortality, safety of care, readmission, patient experience and timely & effective care. 

Fortune names Sanford to America’s Most Innovative Companies
For the third consecutive year, Fortune names Sanford to America’s “Most Innovative Companies” The 2025 list honors 300 companies who do business in the United States.

Out of the 300 companies honored by Fortune, 63 are in health care — more than any other sector — 35 of which are health systems. Other health care companies and organizations named to the list include Johnson & Johnson, Mayo Clinic, Cleveland Clinic, Pfizer and Henry Ford Health System, among others.

Sanford Virtual Care Center opens, reimagining care delivery
A new state-of-the-art flagship center of Sanford Health’s Virtual Care Initiative, the Sanford Virtual Care Center, is now open in Sioux Falls, South Dakota. The Virtual Care Center will serve as a premier training ground for the next generation of clinicians. It will also be home to the nation’s first accelerator center focused on AI and emerging technologies for rural patients. 

Physicians, nurses and staff will use groundbreaking virtual tools and technologies throughout the 60,000 square-foot building to advance health care through innovation, improve patient experience and expand access, particularly in rural areas.

Sanford Bemidji adopts intensivist program
Sanford Bemidji recently adopted an intensivist program, ensuring that patients requiring a higher level of ICU care can stay closer to home. This advancement strengthens critical care services in our community and reflects our commitment to delivering exceptional care locally. It’s all possible thanks to the skilled and dedicated critical care nurses here in Bemidji, whose expertise makes this program a success. For nurses seeking to provide a higher level of care, it also opens doors that advanced career opportunities within our ICU team.

At the heart of everything we do is a deep commitment to making our communities stronger and healthier. Our care goes far beyond the walls of our medical centers and clinics—we are active, engaged and invested in the well-being of the communities we serve. By channeling substantial resources into creating more opportunities and improving health outcomes, we are working together to build a brighter, healthier future for all.

Continuing to Grow
Sanford Health has invested over $100 million into the Bemidji region since the merger, and more than doubled its number of employees from 900 to over 2,100. Since 2012, this growth has included a 35% increase in the number of nurses employed in Sanford’s Bemidji Region.

Today, Sanford Bemidji Medical Center is a 118-licensed bed regional medical center and has been a vital part of the Bemidji community since 1898. It is the largest hospital in the region, serving 176,000 people. It serves as a regional hub for AirMed air ambulance services and offers a Level 3 trauma center and fully staffed emergency room. 

Financial assistance
Over 90% of patients who request financial assistance receive it. In 2023, Sanford Bemidji provided over $7 million in financial assistance and over $290,000 in prescription assistance to Bemidji area patients. 

Community giving
Sanford Bemidji gives over $1 million annually to local non-profit partners. The following are highlights of our community impact over the past few years: 

• $800,000 to North Country Food Bank, serving northern MN.
• Donated former clinic building to Nameless Coalition for the Homeless in 2021 to use as a day center.
• Awarded over $35,000 in local scholarships in 2024 to those pursuing a career in health care.
• Funded an APP and leased space for the Family Advocacy Center of Northern Minnesota.
• Committed $60,000 toward the Battered Women’s Shelter’s new facility and donated playground equipment.
• Donated land for the new Veterans Home in Bemidji.
• Remodeled the Lake Region Office building into the Pine Pals Nest in partnership with Pine Pals to expand childcare in the Bemidji community.
• $10 million donation toward the Bemidji wellness center project lead by Greater Bemidji and YMCA of the Northern Sky.

 

Employee Community Giveback Grants
In recent years, Sanford Bemidji also created the Employee Community Giveback Grant program where Sanford employees nominate local community organizations and programs that they want to support and vote to decide which of those programs they want Sanford to donate toward. In December 2024, employees chose to give $19,630 to Northwoods Interfaith Caregivers, Evergreen Youth and Family Services, Adult Day Services, Headwaters Animal Shelter, Community Table, Play and Learn for All Abilities and Show Choirs of Bemidji Inc.

Supporting the United Way
For over a decade, Sanford Bemidji has donated over $800,000 to the United Way of the Bemidji Area to support 23 local non-profit organizations. Last year alone, Sanford Bemidji contributed an additional $112,254 to the United Way of the Bemidji Area. 

Commitment to community health
We are committed to extending care beyond our bricks and mortar. It is through this work that we identify unmet health needs in the community, and then strategically plan how to best address those needs. For more information, refer to the Sanford Health Community Health Needs Assessment Report and the enterprise and Bemidji Community Commitment Reports.

Minnesota Hospital Association Awards
Within the past year, we were awarded three awards from the Minnesota Hospital Association for our ongoing work to address social determinants of health and support our communities beyond the standard services we provide:

• Community Benefit Award was awarded to the Neighborhood Connections initiative in September 2024 for its collaborative efforts between Sanford Health and the Bemidji Rotary Club to improve the health and well-being of those within the Bemidji community through vaccine clinics, on-site care and food and other essential supplies provided through the program.
• Community Collaboration in Addressing Social Determinants of Health Award went to the Sanford Stable Housing Program in May 2025 for the work it is doing to assist community members who are homeless or at risk of homelessness.
• Editorial Excellence Award was awarded in May 2025 in recognition of our commitment to storytelling that showcases the mission of our organization and for working with the Bemidji Pioneer to help promote better community understanding through monthly newspaper columns.