REGIONAL HEALTHCARE WORKFORCE DATA DASHBOARD
Collecting, analyzing, and sharing actionable healthcare workforce data
The big picture
As of Q2 2025, among the 147,000 total healthcare jobs in Greater Cincinnati, more than 124,000 of those employed incumbents are in clinical healthcare roles and this figure is projected to grow another 0.6 percent annually according to JobsEQ and Chmura Analytics.
Technical Note: For purposes of defining clinical healthcare roles within the labor market, we used JobsEQ to pull market data within the Cincinnati MSA for two major categories within the Standard Occupational Classification (SOC) code system, 29-0000 (Healthcare Practitioners and Technical Occupations) and 31-0000 (Healthcare Support Occupations). For more information on SOC codes, please visit the BLS page to access the full List of SOC Occupations.
Our approach to data
Since 1990, we have been collecting and analyzing healthcare workforce data in the Greater Cincinnati region to help our member healthcare employers make informed workforce decisions. We publish two Employer Workforce Survey reports each year that include current data on the health systems’ workforce vacancies and retirement rates, along with age distributions for key positions. Now, in addition to our own data, we have access to a national labor market analytics tool, JobsEQ, which allows us to research labor market analytics and real-time job posting data.
We are committed to using data to inform and align efforts to meet workforce demands and build a workforce reflective of our community.
A Big Thanks To Interact for Health
Our deepest thanks to Interact for Health for their input and support of this dashboard.
Current workforce demand
This data informs where The Health Collaborative prioritizes our efforts to reduce vacancy rates and fill critical workforce gaps.
Registered nurse vacancy rates
Despite nursing vacancy rates trending lower, nurses are continually in high demand among health systems in our region. The Health Collaborative’s workforce efforts, including our regional and statewide efforts, continues to advocate and provide workforce development leadership for programs earmarked to maintain our nursing pipeline.
Real-time job posting analytics
A second key regional indicator to measure workforce demand is real-time intelligence (RTI) active job postings. While active job postings do not necessarily reflect the total number of job openings available at any one time, they do provide a real-time look into the near-term market trends.
Below is a trend showing active job postings in the last 3 months among Greater Cincinnati healthcare job titles, including a comparison of the same period from a year ago.
The following is provided to give you a deeper dive into each of these critical roles within the Greater Cincinnati MSA. Click on any of the following job titles to access interactive data on new certificate and degrees awarded to new graduates, including certificates and degrees awarded based on race and ethnicity. Additionally, you will see a comprehensive Occupation Report from JobsEQ that includes data on the position’s demand, wages, demographics, competencies and more.
- Nurse Practitioners
- Registered Nurses
- Respiratory Therapists
- Radiologic Technologists and Technicians
- Surgical Technologists
- Medical and Clinical Laboratory Technologists
- Licensed Practical and Licensed Vocational Nurses
- Sterile Processing
- Medical Assistants
- Nursing Assistants
Please note that small variances in the data may exist due to the methodology and algorithms used by JobsEQ in aggregating dataClick to explore the tableau data set
Award Diversity
 Total Awards
Download the occupation report to learn more about this position
View our in-depth overview of this position
Please note that small variances in the data may exist due to the methodology and algorithms used by JobsEQ in aggregating dataClick to explore the tableau data set
Award Diversity
 Total Awards
Download the occupation report to learn more about this position
View our in-depth overview of this position
Please note that small variances in the data may exist due to the methodology and algorithms used by JobsEQ in aggregating dataClick to explore the tableau data set
Award Diversity
 Total Awards
Download the occupation report to learn more about this position
View our in-depth overview of this position
Please note that small variances in the data may exist due to the methodology and algorithms used by JobsEQ in aggregating dataClick to explore the tableau data set
Award Diversity
 Total Awards
Download the occupation report to learn more about this position
View our in-depth overview of this position
Please note that small variances in the data may exist due to the methodology and algorithms used by JobsEQ in aggregating dataClick to explore the tableau data set
Award Diversity
 Total Awards
Download the occupation report to learn more about this position
View our in-depth overview of this position
Please note that small variances in the data may exist due to the methodology and algorithms used by JobsEQ in aggregating dataClick to explore the tableau data set
Award Diversity
 Total Awards
Download the occupation report to learn more about this position
View our in-depth overview of this position
Please note that small variances in the data may exist due to the methodology and algorithms used by JobsEQ in aggregating dataClick to explore the tableau data set
Award Diversity
 Total Awards
Download the occupation report to learn more about this position
View our in-depth overview of this position
Download the occupation report to learn more about this position
View our in-depth overview of this position
Please note that small variances in the data may exist due to the methodology and algorithms used by JobsEQ in aggregating dataClick to explore the tableau data set
Award Diversity
 Total Awards
Download the occupation report to learn more about this position
View our in-depth overview of this position
Please note that small variances in the data may exist due to the methodology and algorithms used by JobsEQ in aggregating dataClick to explore the tableau data set
Award Diversity
 Total Awards
Download the occupation report to learn more about this position
View our in-depth overview of this position
The following chart identifies key regional job titles with the highest vacancy rates in the Greater Cincinnati region – with each job title having a greater than 7% vacancy rate. In more than 15 years of conducting this survey, our region has never experienced such a wide range of job shortages across all healthcare job categories as we have seen since the beginning of 2021. For comparison purposes, in a typical year with a healthy labor environment in healthcare, most job titles would have vacancy rates of approximately 5%.
| All Openings by | Total Employees as of 6/30/25 | VACANCY RATE Data Effective 6/30/25 | ||||
| Job Title | Head Count | FTE | Head Count | FTE | Head Count | FTE |
| Paramedic | 42 | 26.3 | 53 | 40.8 | 44.2% | 39.1% |
| Nurse Practitioner | 19 | 16.1 | 39 | 34.4 | 32.8% | 31.9% |
| Laboratory Services Representative | 9 | 8.6 | 37 | 35.9 | 19.6% | 19.3% |
| Monitor Tech | 25 | 12.9 | 110 | 76.4 | 18.5% | 14.4% |
| Echocardiograph Technician (Registered) | 14 | 11.6 | 92 | 85.0 | 13.2% | 12.0% |
| Radiology Tech (Registered) | 38 | 31.6 | 267 | 235.3 | 12.5% | 11.8% |
| CAT Scan (CT) Technician (Registered) | 18 | 17.4 | 139 | 122.9 | 11.5% | 12.4% |
| Pharmacy Technician | 38 | 30.6 | 327 | 286.5 | 10.4% | 9.6% |
| Surgical Assistant | 11 | 9.7 | 53 | 49.8 | 17.2% | 16.3% |
| PAC/Nurse Assistant - Total Employees (Exclude Students) | 183 | 101.4 | 1,845 | 1,138.4 | 9.0% | 8.2% |
| Medical Technologist 1 | 17 | 14.0 | 183 | 16.62 | 8.5% | 7.9% |
| Medical Assistant (Certified and Non-Certified Combined) | 75 | 64.4 | 814 | 736.9 | 8.4% | 8.0% |
| MRI Technologist (Registered) | 9 | 8.8 | 105 | 87.8 | 7.9% | 9.1% |
| Mammography Tech (Registered) | 4 | 3.1 | 47 | 40.0 | 7.8% | 7.1% |
| Surgical Assistant | 7 | 6.6 | 85 | 80.1 | 7.6% | 7.6% |
| Surgical Technician (Certified) | 14 | 12.3 | 179 | 162.0 | 7.3% | 7.1% |
| LPN | 16 | 13.5 | 205 | 171.6 | 7.2% | 7.3% |
| Central Supply Tech/Sterilization Tech | 20 | 18.2 | 260 | 250.1 | 7.1% | 6.8% |
workforce.healthcollab.org
Compensation and benefit surveys for our members
The Health Collaborative is the only source that provides clinical compensation data specifically for Greater Cincinnati. This data enables our members to make the proper compensation, benefits, and recruiting decisions, while also maintaining a robust total rewards program. Members interested in learning how we can help your compensation and benefits teams, please reach out to Jason Bubenhofer for more information.
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