Only certain departments in hospital got a pay increase?

[RNingBSNing]

Surgical, L&D, ER. Apparently they are the more 'lucrative' units, whatever the hell that means/matters. We're all out here working hard, we're all taking good care of our patients. What the hell?

Side note: Our employer does not give annual or merit-based raises so this is exceptional. I'm still making what I made four years ago.

[llg, PhD, RN]

I reached to top of the scale for my position several years ago (5 - 6 years ago, I think). I haven't gotten any raises of any kind since then. So yes, the "buying power" of my compensation has gone down each year. But there is not much I can do about that as there are no other places I would rather work.

Such working conditions are not as rare as some people think.

[Flatline, BSN, RN]

What was the goal attainment rate for those units compared to other units? Did they meet their goal for CLABSI/CAUTI for example?

Are those units having trouble recruiting/maintaining quality staff?

They do not give raises just to give raises. I suspect there is a rationale that the OP is unaware of.

[TriciaJ, RN]

This is where unions come in handy. Without the benefit of collective bargaining, it's every employee for him/herself. Good luck with that.

[Julius Seizure]

I reached to top of the scale for my position several years ago (5 - 6 years ago, I think). I haven't gotten any raises of any kind since then. So yes, the "buying power" of my compensation has gone down each year. But there is not much I can do about that as there are no other places I would rather work.

Such working conditions are not as rare as some people think.

So frustrating. When I first graduated college, I made good money compared to most of my friend group. After about five years, a lot of them had far surpassed me, while my pay had increased minimally. It was disappointing when I realized that, unlike my friends, being good at my job as a hospital staff RN probably wasn't going to lead to huge compensation increases.

[Julius Seizure]

What was the goal attainment rate for those units compared to other units? Did they meet their goal for CLABSI/CAUTI for example?

Don't be silly. The reward for meeting the CLABSI/CAUTI goal is a pizza party for the unit, or maybe a cookie tray from the cafeteria. Maybe a congratulatory email from management. Not actual money!

[Julius Seizure]

What was the goal attainment rate for those units compared to other units? Did they meet their goal for CLABSI/CAUTI for example?

Don't be silly. The reward for meeting the CLABSI/CAUTI goal is a congratulatory email from management. MAYBE a pizza party for the unit, or a cookie tray from the cafeteria. Not actual money!

[labordude, BSN, RN]

Many hospitals in this area look at the market when adjusting pay as well. We have trouble hiring for certain units, they are going to get higher pay. Some hospitals I have worked for offered a few $$ for "critical care units." There was an adjustment of nearly $8 for one specialty because one hospital was so far behind its local competition. On a side note, listen to the others who offer advice to leave. I've worked alongside so many nurses who never leave even though they are unhappy, what's the point? I have made substantially more money/gotten promotions by changing hospitals and I always ask for more than they offer me because why not, what's the worst they are going to say? "No" then I am no worse off than when I started.

[/username, BSN, RN]

Agreed. Any thoughts on how employees might handle this sort of situation?

Yes, get the **** out of there.

[meanmaryjean, DNP, RN]

Don't be silly. The reward for meeting the CLABSI/CAUTI goal is a pizza party for the unit, or maybe a cookie tray from the cafeteria. Maybe a congratulatory email from management. Not actual money!

That's whay day shift gets. Nights gets crumbs and the resultant mess to clean up.

[meanmaryjean, DNP, RN]

OP: Vote with your feet.

[vampiregirl, BSN, RN]

Does your hospital have a unit council or some other employee committee for each department?

I worked for an employer who did raises for specific units. When presented with both the tangible (specific number of employees attempting to transfer to those units as well as people who left the hospital indicating it was related to wages) and intangible (morale etc) management reconsidered their strategy. The end result was raises across the board. I think the key to this was specifics and a professional approach.

I would encourage you to evaluate how much a raise means to you (both from the monetary aspect as well as other feelings toward your current position/ employer) and see where you stand.

[nursesunny, ASN, BSN, MSN, LPN, RN]

I did not get a merit raise in the last 6 years. I did receive an across the board raise of 2 percent yearly (same as the janitor). It all depends on your employer. If you are not even getting 2 % / year.. it's time to move on.

Absolutely because your next salary will be based on your current one. (not always but with general frequency) So....if your current salary stays the same, you see where this is going.