Enter your building's numbers. The replacement bill is the part you can see — we'll start there, then show the costs that never hit the invoice.
National average is 42.34% (2025). Use your own if you have it.
Recruiting, onboarding, and overtime to fill the seat. Industry range is $3,000–$6,000.
The replacement bill you budget for — recruiting, onboarding, and overtime to fill the seat. It's also the smallest cost turnover creates.
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in overtime & premium backfill you never budget for — spent on top of the replacement bill, not instead of it. includes your assumptions
That gap — the hidden cost — is what turnover actually costs you beyond the bill you budget for. And it's still bigger than this number: survey drag and the continuity tax never reach an invoice.
The share not covered by your own staff's overtime is premium outside labor. Backfill premium counts only the cost above straight time — the base wage you'd pay a scheduled aide isn't double-counted.
And these two aren't in the number above — the costs that never reach an invoice at all:
Payroll-based (PBJ) turnover data from Health Affairs (Gandhi, Weng & Grabowski, 2021; 2017–18 data) found the lowest-rated homes turning over CNAs at about 1.8× the rate of the highest-rated (135.3% vs 76.7%) — a payroll-based measure, different from the survey rate up top. Instability tracks with lower star ratings. Survey Safe with Switch.
See what short-staffing really costs → Never on an invoiceBLS projects about 211,800 CNA openings a year, and only around 2% of that is job growth — the rest is replacing people who leave the role. When a familiar aide leaves, the resident relationship resets to zero, no matter how fast you rehire.
See how continuity changes the math →This isn't a quote, and Switch isn't cheaper per hour than an aide on your payroll. It's the cost of instability you're already absorbing — Switch's job is to make coverage predictable and keep the same faces coming back.
We'll model continuity-first coverage against your building — your census, your open-shift pattern, the overtime you're already absorbing.
Model it against my building →Illustrative, using national averages and your inputs. Weeks-open, coverage-hours, backfill-mix, and premium-multiplier defaults are modeled assumptions, tagged above — adjust them to your building. The ebook worked example rounds turnover to 42%.
