How much is a normal raise

[Sully64]

I am feeling heartbroken. I work hard, I am always on time. I switch shifts all the time when asked by my manager last minute. I am on 2 committees that are extra. I am also back in school working on my BSN. Well, we just got our annual raise, mine is almost 2%. I feel very hurt. What is normal? Of course we were told if we discuss compensation or raises in any way you can be fired for violation of the code of conduct. It was delieverd to us via email, not even face to face. I am now feeling like I want to give up my committees, since they cut into my school time, and as soon as I finish school IM OUT. Clearly no appreciation here. And when they continue to call me last minute to cover a shift, the answer will now be NO.

[TiffyRN, BSN, PhD]

When I first got into nursing, in the midst of a serious shortage, 3% was the raise for those who weren't getting fired. 4-5% for the ones going above and beyond. Now, our unit's standard is around 2%.

[TiffyRN, BSN, PhD]

Now, the way to really get ahead is to switch jobs if safe. Also, since I'm in a competitive market (competitive if you have experience), we get "market adjustments" every year or so to bring us into alignment with local rates. Cause the hospitals were tired of nurses switching jobs all the time to get raises. I remember the year I got a minimal raise due to forgetting to renew my CPR (whoops!). A few months after my minimal raise, I got an 11% raise. I was flabbergasted, and pleased. I seem to remember that was when we had a massive new NICU opening a few blocks away, we were hot property at the time!!

[d2504]

Sadly, job hopping is the way to go. There's so real benefit to stay at one place anymore (financially). I have been a nurse three years and started very very low on the pay scale, due to being in an oversaturated market and having only an ADN. I was desperate for a job and took it. I started at 22/hr in a market that usually starts at 26/hr. I left after six months to take a job for 26/hr (plus nights and weekend differential but I don't include that since I'm just talking base). I left there after a year since I couldn't get on days and nights were too difficult on my family life (newly single mom of a young toddler at the time). I left for just over a dollar raise to work at an ICU just a few minutes from home- while I should have made more given the market norm for ICU nurses- even inexperienced- was a bit more, I took it for the quality of life improvement and experience. After a year and a half I left and received an increase that amounted to 30% of my (assumed) hourly rate (I'm salaried so I technically can work longer days but most people manage to get their work done in the alotted time) to take on a case management job (that I LOVE so far!)...with no weekends or holidays. Granted, I work more hours (40) but I'm well compensated given my years of experience and level of responsibility. I'm I'm vested in 401k immediately, so while I lost the 3-4% employer contribution on some other 401ks due to not working long enough to vest, this more than contributes for it. And I'm doing something I have really wanted to do for years, with a great facility and team! With much discouragement coming from coworkers, I used to feel bad about leaving but ultimately you gotta look out for you!

[TiffyRN, BSN, PhD]

Another message: only do committees or projects if they are personally fulfilling. You will rarely be recognized appropriately. This is life in modern corporate culture. They truly don't care about you, you must care for yourself.

[dec2007]

I have been with my employer for 22 years. My salary is therefore at the maximum for staff RNs. This is the first year in the last 7 years that I have gotten ANY raise. It was 1.4 %. I'm pretty sure the cost of living has gone up more than 1.4% in the last 7 years, but since I was at the top of the pay scale, there was no recourse. Although I love my direct superior, she could not change the pay scale. That was a corporate decision. I did start to feel very unappreciated. I also quit all my extra work on committees. It was hard to justify knocking myself out on my days off for an institution that obviously had so little interest in my well-being. I do have to say that I feel at least a little bit more valued since the maximum bedside nurse's salary was at least addressed. I still feel the percentage was ridiculously low, but I will stay put until I can retire.

[dec2007]

Boom, just got 2% now and back pay for last- and 2.5 for the next 2 years, with health and dental not changing.

Sadly, I'm thrilled.

I would be thrilled also!

[TiffyRN, BSN, PhD]

My employer has a criteria of what qualifies one for a standard raise (I think 2%). Basically, don't have certain kinds of corrective actions. Then a list of above and beyond qualities, if you have 4 of them, you get the medium raise, if you have 7 or more, max raise. The items are things like committees, advancing your degree, doing in services or posters, teaching classes to parents. I usually score the medium or max, but I'll tell you, if those rewards weren't there, I'd be ditching my committees for sure!!

[brandy1017, ASN, RN]

Policy is not law. Companies can certainly make their own policies and require that employees abide by them or risk termination. Policies have nothing to do with law.

The policy to forbid you to discuss your pay is actually against the law. The federal law allows all employees to share and discuss wages. The National Labor Relations Board enforces it and it applies to all employees not just union workers!

That said sharing pay info among employees may lead to bad morale especially if someone finds themselves underpaid. You can find a lot of good info about salaries thru such sites as glassdoor.com, payscale.com or even indeed.com!

PS If you have the good fortune of working for a union you are told about the pay ranges for your position upfront no guessing and if you have a really good union you will know how many years it will take to reach the max!

Also the hospital has to put its cards on the table and share its financial data with the union during negotiations as well.

[AcutedialysisRN]

I found to expect very little in terms of raises from employers. Whether you go the extra mile or not is a relevant. I've been a nurse for 4 years and I have switched jobs 4 times, about every year, and each time been able to manage a significant increase in pay. I've noticed that many nurses have a sense of loyalty to their employer, however I became a nurse later on in life and I will wear the fact that the employer has no such loyalty for me. It's not a negative thing it's just I'm a body with a license to do a job and it's OK I'm aware of this and so it's not an emotional thing for me to switch positions. If you're unhappy with your raise, Polish up that resume finish up a BSN and put it out there and see what sticks

[Guest957596]

Maybe so, but in a right-to-work state, no reason is necessary when being terminated. So the employer can fire you without saying why.

[TheCommuter, BSN, RN]

I found to expect very little in terms of raises from employers. Whether you go the extra mile or not is a relevant.

I agree. The lazy nurse often earns the same rate of pay as the nurse who busts her butt to perform above and beyond. Other than pride or work ethic, there's no incentive to go the extra mile.

[KelRN215, BSN, RN]

Maybe so, but in a right-to-work state, no reason is necessary when being terminated. So the employer can fire you without saying why.

"Right-to-work state" means a state where employees cannot be required to join a union. It doesn't have anything to do with an employer being able to fire employees without cause. What you are referring to is employment at will, which is the default in the United States. The employer can terminate the employee for any reason (save for a few prohibited by law) or no reason at all.