Is There a Shortage of Nurse Practitioner Preceptors? A Candid Look at the Growing Concern

If you’re a nurse practitioner (NP) student trying to find a clinical placement, you’ve likely discovered just how difficult it can be. One of the most common questions I hear from students is: “Why is it so hard to find a preceptor?” The honest answer? There is a shortage of nurse practitioner preceptors, and it’s affecting thousands of students across the country.
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As someone who works closely with both students and preceptors every day, I want to break this down clearly. Let’s look at why this shortage is happening, how it’s impacting our profession, and what we can realistically do to address it.

What’s Behind the Shortage of Nurse Practitioner Preceptors?

The shortage of nurse practitioner preceptors has been building for years. It’s not due to one issue, but rather several overlapping challenges.

1. Growth of NP Programs

According to the American Association of Nurse Practitioners (AANP), there are now over 400 accredited NP programs in the U.S., producing more than 36,000 NP graduates annually. While this growth is a positive sign for the profession, it also puts pressure on the clinical placement system.

The number of students looking for rotations far exceeds the number of available preceptors, especially in high-demand specialties such as family practice and internal medicine. Many have suggested that schools need to limit the number of students they accept. That would help.

2. Lack of Incentives for Preceptors

Many NPs precept out of a sense of professional duty. But mentoring a student is a significant responsibility. Unlike physicians, who may receive compensation or tax incentives, many nurse practitioners precept without any financial or institutional support.

This lack of recognition contributes directly to the shortage. When workloads are already heavy, many NPs understandably hesitate to take on more without proper support.

3. Burnout in the NP Workforce

According to a 2022 Medscape survey, nearly 46 percent of nurse practitioners reported experiencing burnout. High patient volumes, emotional stress, and limited resources make it difficult for many to consider adding precepting to their workload.

Even seasoned preceptors often take a step back when they’re at capacity.

While the NP role is often celebrated in national rankings, many nurse practitioners face very real, everyday challenges that can impact their ability to precept. We explored this further in our blog on the contrast between recognition and reality: The Nurse Practitioner Role: Celebrated Ranking vs. Real-World Concerns.

4. Competition at Clinical Sites

NP students frequently compete with medical and physician assistant students for clinical placement slots. Many hospitals and clinics have formal partnerships with medical schools, and those relationships often take priority.
When sites can only accept a limited number of students, NP placements are frequently the first to be cut.

How the Preceptor Shortage Affects NP Students

The shortage of nurse practitioner preceptors doesn’t just slow down graduation—it impacts students' finances, confidence, and career goals.

I’ve spoken to students who’ve reached out to more than 75 clinics without finding a placement. Many have had to delay their program for months. We also see students dropping out altogether or changing programs. This really bothers me. Selecting your program is not like just changing your shirt.
It should be something you’re passionate about. Others are forced to pay out-of-pocket to secure rotations through third-party services like PreceptorLink®. In more difficult cases, students accept placements that don’t match their area of interest just to stay on track.

And every time a student is delayed, the healthcare system loses a qualified provider who could be serving in a clinic, rural area, or hospital where care is urgently needed. This is more than just a scheduling issue—it’s a bottleneck that directly affects patient care.

What’s Being Done and What Still Needs to Happen

Awareness of this issue is growing, but real solutions require collaboration between academic institutions, practitioners, policymakers, and placement services.

Offer Real Incentives

Preceptors should be compensated for their time and mentorship. Whether it’s stipends, continuing education units (CEUs), or tax benefits, incentives encourage more NPs to step into teaching roles.
Some schools have started to offer modest stipends, but it’s still not the standard.

Simplify the Process

Preceptors often cite paperwork as a major barrier. Schools can help by streamlining and simplifying their onboarding processes, limiting unnecessary forms, and offering clear expectations upfront. Making it easier to say yes makes participation more likely.

Support Preceptors with Training

Not all NPs feel fully prepared to mentor students. Offering short training videos, checklists, or even mentorship from experienced preceptors can make a big difference in confidence and effectiveness.

Even something as simple as a clear syllabus and learning objectives can help set the stage for a productive experience.

Push for Legislative Change

Some states are introducing tax incentives or funding programs to support clinical preceptors. Continued advocacy from nursing organizations and educational leaders is critical if we want long-term change across the board.

How PreceptorLink Is Helping Address the Preceptor Shortage

I created PreceptorLink because I saw this gap firsthand. Students were doing what they could but couldn’t move forward in their programs. Preceptors often wanted to help but felt overwhelmed or unsupported. There was no easy way to bring both sides together.

That’s exactly what PreceptorLink does. We help students and preceptors connect, and we walk both parties through the process with clear communication and built-in support. We also vet every preceptor to ensure students are placed in high-quality, relevant clinical settings. And preceptors can “pre-vet” students by listing their requirements for students. 

Beyond our core service, we’re also committed to advocating for industry-wide solutions. Why does the profession not have one single affiliation agreement that can be modified with a simple addendum, like The Common App for colleges?

If you’re curious about what a standardized affiliation agreement might look like, check out my conversation on the KevinMD Podcast: How a Unified Agreement Could Help the Preceptor Shortage​

Conclusion

The shortage of nurse practitioner preceptors isn’t just a barrier to education—it’s a healthcare access issue. Without enough preceptors, we can’t graduate the nurse practitioners needed to serve communities across the country.

This is a fixable problem, but it requires teamwork. Schools, NPs, students, and healthcare leaders all have a role to play.

If you're a nurse practitioner thinking about precepting, know that your time and expertise truly make a difference. If you're a student struggling to find a placement, don’t give up—support is out there.

At PreceptorLink, we’re committed to making the process easier, more accessible, and more supportive for everyone involved.

Visit PreceptorLink to find a preceptor or learn how you can become one.


About the Author

Lynn McComas is the CEO and founder of PreceptorLink and a recognized expert in precepting nurse practitioners and advanced practice provider students. With over two decades in primary care, Lynn has served as a coach, advisor, mentor, and preceptor for countless healthcare professionals, including NPs, nurses, and medical assistants. She co-founded a successful skills and procedures business and speaks nationwide on NP-related issues.

Lynn is also a regular contributor on LinkedIn, KevinMD, Facebook, YouTube, Instagram @preceptorlink, X @LynnMcComas, and her blog, where she addresses the growing NP and PA professions and the urgent need for preceptor sites. Her unique perspective, shaped by her business, clinical, and educational experiences, positions her as a key voice in tackling preceptor shortages. Lynn is committed to driving change—through a paradigm shift in NP education, reducing barriers, offering preceptor incentives, and advocating for reforms within the profession.