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How Much Do Nurses Make by State?Are you wondering how much nurses earn in your area? The financial rewards of nursing vary significantly depending on your location, specialty, and education level. Our 2026 Nursing Salaries: Specialty & State Wage Data offers a comprehensive, state-by-state analysis of compensation across the most vital healthcare roles. We break down trustworthy, local wage data for: Registered Nurses (RNs): The backbone of healthcare, holding ADN or BSN degrees. Advanced Practice Registered Nurses (APRNs): Including specialized, high-earning roles like Nurse Practitioners (NPs), Certified Nurse Midwives (CNMs), and Certified Registered Nurse Anesthetists (CRNAs). Licensed Practical/Vocational Nurses (LPN/LVNs): Essential professionals providing direct, foundational patient care. Linking Education to Earning Potential Navigating your career path requires more than just salary data. Accompanied by expert insights into top nursing programs, this guide serves as an essential resource for aspiring students and active nurses alike. Whether you are exploring an RN-to-BSN program, researching top Family Nurse Practitioner (FNP) specialties, or aiming to excel in nurse anesthesia, we highlight the best educational pathways to help you achieve your career goals. By aligning these top-tier educational opportunities with geographic salary data, you are empowered to make highly informed decisions about your professional development and financial future in the dynamic nursing field. -
Transparency is important so we can negotiate. As a new grad nurse practitioner I accepted a ridiculously low paying position and I assumed that was the pay in the new city I move to. I have grown over the past couple years and I understand I was taken advantage of. I hope that this doesn't happen to others. Therefore, I believe it is critical we know what other nurse practitioners are being compensated so we are able to negotiate our salary and benefits packages. I'm an FNP-C in Houston area working in Surgery (first assist, preop, and follow up post op care) Salary is 110k (negotiating to 115k), 3 weeks pto, 9 paid holidays, 1500 CME/yr, paid DEA, malpractice, 401k without match, 4 day work week (40-50hrs), on-call practically all the time (but only get calls on surgery days 2-3days/week). Overall I'm happy with the work I do. What is your compensation package look like?
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Not trying to start a gender war here, but would like to get someone to defend the idea that there is a wage gap. This video pretty much sums up why there isn't one to me: It is all about personal choice of the individual. If you make an apples to apples comparison of a man and a woman who make the same life choices, but there is a statistically significant difference in pay I will be all on board for correcting it. But I am a male in my mid 40's who just graduated and started working in nursing. Regardless of the reason I got into nursing so late (other prof., taking care of kids, whatever), I do not deserve, nor am I entitled to making the same $ as a female (or male) nurse who has been in the workforce for 2 decades. Other life decisions count too. For example: Male Nursing Statistics | Fastaff Travel Nursing Highlights from this are: While 3.2 million (91 percent) nurses are female, only 330,000 (9 percent) are male. Men are best represented among nurse anesthetists. In 2011, 41 percent of nurse anesthetists are male. So for the highest paid nursing job men represent more than 4x their general number. In addition to that Men make up 24% of the NPs. Going further, men statistically take off less time from work, and work more overtime. You can chalk that up to child care if you like, but that is a decision made by the mother and father. There is no way to legislate that, nor should there be. I do not buy the societal pressures argument either. My wife supported me when I went to nursing school... so what. That is what we decided. Nobody is putting a gun to anyone head saying what they can or can not do. Hell, I just had someone ask me last week "so what do they call a male nurse?"
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I just need an approximate point. They are offering us way below the other facilities around . I want to help, and have been , but I come home and I feel used, as my life is worth only a few $ more an hour???? No I won't accept that anymore.
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I was offered a Baylor position (Fri/Sat/Sun) for a large HH agency. The offer letter states (and the recruiter and Administrator confirmed in the interview) this is a FT position. During the orientation period (about 2 months) I will be salaried then pay will be based on "points" depending on visit type (SOC, Recert, etc). Mileage is paid from office to all visits and back to office. No call is involved and there is a small stipend for cell phone. The Administrator during the interview stated weekends were "steady" especially Fridays but wasn't specific other than stating "some weekends there are more admissions that others but there are routine visits and recerts, ROC and unexpected visits." What I don't understand, and am not able to get a direct answer about, is what happens if there are no visits for the weekend or only a couple of visits? Does this mean I don't get paid at all? The point visit rate is based on my hourly rate times whatever the point value is assigned to the visit. If I understand it correctly, even though it's FT, if there are no visits for a weekend then there would be no pay even though technically I am "working" or if there were only couple of visits then I would only be paid for those few visits for the weekend. I don't understand how this translates into a FT position or how I would have consistent FT income.
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Hello All, What is the new grad RN minimum I should be looking for in California? I just want to make sure I am not getting played. $30/hour?
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Hi all, I was hoping I could get some feedback or personal experience with this topic from the collective group. Upon my initial offer from a private school I was told the salary was non-negotiable when I tried to counter offer. There is a Staff Association with a collective bargaining agreement who delineates specific pay scale steps. This is my first time working in a school as a nurse and wasn’t sure if this was something that comes with the territory when you’re working in a school amongst teachers who are usually on specific pay scales (who actually have a higher pay scale). Any thoughts/experience with this?
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Hey y’all. I had a phone interview with DaVita to work at their clinic. They also told me about an Acute Dialysis opening they have which I said I would be interested in. Does any current or former DaVita nurse have insight on how acute dialysis nursing works for DaVita in hospitals? Also, most RN jobs in Pittsburg right have salaries with it but DaVita doesn’t. What’s the salary like and are their yearly bonuses etc....
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So as a new grad. PMHNP I'm considering leaving Florida. My SO has been practicing "here" since 2016, but she entered the profession with a telepsych job paying $85.00 per hour and these jobs now seem to want a minimum of two years experience to even be considered. Based upon the 500 or so jobs nationwide that I have applied for here are my impressions of the best pay and practice for NP's. I will throw in RN for good measure based upon past experience. NP's 1. Washington State- Good pay, good practice environment, independent practice. Good climate and good natural beauty. Also no state income tax. 2. Oregon. Same as above, but the pay for NP's may be slightly less. No sales tax. 3. Nevada- Same as above, but you need 2000 hours (I believe for IP practice). No state income tax. 4. Pay may be as good as Washington state, but the practice environment is worse. Shorter appointment times (for medical management) . The rule seems to be 20 minutes rather than the "Washington 30, standard". Less of a chance that Medicaid patients will get therapy. Partial hospitalization, art therapy, ACT teams are relatively rare (compared to Washington). 5. I'm going to put New York State out there. Yes their state income tax is horrible, but their practice environment in terms of Medicaid services, and pay seems to be excellent. Upstate the cost of living isn't bad either and it is quite scenic. On the other hand maybe someone might make a better case for New Hampshire which also has IP (unlike New York) and no state income tax. For RN's. 1. California- The only state with ratio laws "with teeth" and really good pay despite high cost of living. 2. New York State- Strong nursing unions (albeit no strong ratio laws). Really good pay. 3. Nevada. I seem to remember that they had the best RN pay when adjusted for cost of living. Also no state income tax. 4. Washington. You are in a great state to become an NP if nothing else. Also, I believe the RN pay is decent. 5. Mass. I keep hearing that the hospital environment is top notch for RN's and the pay really good. I would be interested in some diverse perspectives on this list. Keep in mind my NP list is largely from a PMHNP perspective and other NP's (such as FNP's) may differ.
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I have received multiple offers (which I'm very thankful for). I wanted to know if new grad offers between $100K-$110K base are reasonable for a specialized acute-setting (Pediatric ICU, ICU, Cardiac ICU, Pediatric Cardiac ICU, etc) in the New York/Connecticut/Boston area is reasonable? To me it seems low due to the higher cost of living, high state taxes, specialized setting etc. My profile is 10 years PICU RN experience, 5 years CVICU experience, 7 years Transplant experience, 5+ years Charge Nurse, 4+ years Nurse Preceptor, 4.0 GPA MSN program, Honor society, multiple awards at my current hospital for preceptorship and patient advocacy (please, this is not bragging just providing my full profile since I'd like honest feedback ?) I also have offers in the same range ($95K-$105K) from southern states with no taxes which is the expect range I believe but I was under the impression NE area was a higher range due to higher living expenses. I'd be relocating if I accept this. offer. Any guidance if this something that should be negotiated, if so, what would be a good range, or should I accept? Thank you!
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I currently am a peritoneal and home hemodialysis nurse. I started out making $30 an hour. My husband got me an interview at his job because the pay was better. They offered me 38.50. I agreed and told my current company I got offered a good amount somewhere else and could not let the offer go. I mean I haven't been a nurse for 2 years yet the offer me 38.50 from 30??? I can't pass that up. Surprisingly my company matched it so I could stay. I decided to stay. Now my current company is asking if I am willing to take on a manager position. I would be doing what I do now plus manager duties. The thing is, managers make what I make. My problem is that I want to ask for a raise because, yes even though managers make what I make, I make that being a staff nurse. And if I were to take on more duties then I would need more pay. I just don't know what's reasonable. Should I ask for the standard raise from staff nurse to manager, or considering I already make manager money, just ask for a little. I also don't want to sell myself short.
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I recently finished my AGPCNP program and I am curious about what to expect as far as salary. I am in Texas and just want some input. Is it hard to find NP jobs in Texas? Thanks!
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I have 18yrs experience as a nurse (BSN with Masters in Public Health). I’m moving back into civilian nursing after 17yrs in the military serving as a flight nurse. I'm considering a telemetry residency position at a local hospital. Just curious what I should expect for salary or what I should ask for. I've heard they may offer $30-33/hr. Is that fair with my experience?
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Earlier this year, allnurses invited active Licensed Practical Nurses/Licensed Vocational Nurses (LPNs/LVNs), Registered Nurses (RNs), and Advanced Practice Registered Nurses (APRNs) from the United States to respond to questions in the 2019 allnurses online Salary Survey regarding Job and Career Satisfaction. The interactive charts below show the results of responses from almost 9000 nurses. CAREER SATISFACTIONAre you satisfied with choosing nursing as a career?It is reassuring and encouraging to see that the results of the survey showed that an overwhelming majority of the nurse participants across the board are glad that they chose the nursing profession. When asked “How satisfied are you with your career decision to be a nurse?”, 42.86% of the respondents said they were Satisfied and 38.07% were Very Satisfied for a total of 79.93% in the satisfied category. On the other side, only a very small minority of nurses regret having selected nursing as a career. 7.78% selected Dissatisfied while 1.48% selected Very Dissatisfied. Only a mere 9.26% indicated dissatisfaction with their nursing career choice. Reflecting on the changes you have seen during your nursing career and envisioning what may occur in the future of the nursing profession, How likely are you to recommend a career in nursing to others?Although the results indicate a high rate of satisfaction with their career decision to become a nurse, would the nurses recommend nursing to others? Before reading further, what would your answer be??? The respondents answered positively with 24.48% saying they Very Likely would and 35.77% responding Likely for a total of 60.25%. A total of 22.5% responded with Unlikely or Very Unlikely, while 17.26& were neutral. This is a pretty strong recommendation for those considering nursing as a future career. JOB SATISFACTIONOne can be satisfied with their career choice, but that doesn’t necessarily carry over to satisfaction with a current job. Let’s see what the results indicate about job satisfaction. How satisfied are you with your current job?In spite of complaints, a huge majority of respondents (63.23%) stated they were either Very Satisfied (19.4%) or Satisfied (43.83%). Only 20.04% expressed they were Dissatisfied (16.06%) or Very Dissatisfied (3.98%) with 16.74% remained neutral. What factors influence your job satisfaction?We dug further to assess what things influence job satisfaction. Respondents had the opportunity to select how much each of the following influence job satisfaction: Advancement OpportunitiesBenefitsBreaksNurse/Manager RelationshipNurse/Physician RelationshipOvertimePaySafe Work EnvironmentStaffing LevelsCombining the Extremely and Very Influential results and the Slightly and Not at All results, the overall scores for nurses’ responses show that Safe Work Environments (71.26 %) carry the most influence followed by Staffing Levels (63.87%), Nurse/Manager Relationship (64.22), and Pay (60.96%). Overtime (55.52%) and Breaks (45.83%) scored high on the other end of the spectrum indicating little or no influence on Job Satisfaction. ConclusionOf course, these numbers may differ across levels of experience, specialties, etc. Clearly, the pride of nursing runs very deep. Though filled with challenges, nursing is the backbone of quality patient care, and most nurses would never want to do anything else. How about you? We would love to hear from you. Please post your comments below. Be sure and use the interactive graphs below to see the differences based on specialty, gender, experience and more. To read more about the survey results, go to: 2019 Salary Survey Results Part 1 - DemographicsLinks to additional survey results articles will be posted here upon publication. Please post your comments below.
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Hey all, I work in primary care for a hospital-owned medical group. I have a meeting Friday with the director of our medical group. Our RVU policy is currently garbage. Maximum amount that can be earned is $30,000 per year for NPs (Physician RVU is unlimited) and if one makes over $100k, the RVU is prorated. So if you make $130k, you get no bonus at all. I just ran my numbers in Epic. This fiscal year, which doesn't even include the rest of December, I've billed $1,182,026 and $621,000 of that was collected. At this rate, I earn over $1.2 million a year for the practice. I currently make $125k/ year plus a $5k bonus. I get 216 hours of PTO, $2500 and 5 days for CME and health insurance (I still have to pay premiums, they just cover part of it), as well as STD and LTD, etc. I've read that we should try to get 20% of what we bring in to the practice. Is this correct? Based on that, I should be earning $250k/year. With what I'm bringing in, would I be considered extremely productive? I earn 50-100% over my required RVU targets. Can I go into this meeting and show them what I'm bringing to the table and ask for a raise or at least an improvement in RVU structure to be unlimited. If I subtract the total cost of all my benefits (about $35,000 a year), I'm still WAY under the $250k/ year, if it is reasonable to ask for 20% of what I bring in. What do you think? Is the 20% thing only when one doesn't get offered benefits? Any insight would be appreciated as I have this meeting on Friday.
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I’ve been a nurse for 5 years. I truly love my job and enjoy doing it. I’m in medsurg. I thought with time I’d find my calling but have not. I am very fortunate to work 2 jobs in great hospitals. With that said I hope this doesn’t offend anyone. But I’m tired of working two jobs and am ready to find something else and be able to pay my bills without having to work this many hours. Yes nursing salary is great but have a lot of other outstanding debt and am wanting to not stress. I'm at a cross roads... do I go back to school? (Take on my more debt). If I do what route do I take? I’ve talked to many NPs and other nurses who have received their masters. Still having a hard time figuring it out. Or are there any certifications I can take to increase my salary? I’ve looked into medical sales and slightly looked into nursing consult work? Just looking for any insight at all!
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In general what is everyone's opinion on discussing salary with co workers? I understand that some people are "worth" more than others due to experience and education, however if people are performing the same duties daily there should not be a huge gap. I was just curious if this is something most of you guys talk about at work. Last week I brought up salary with a co worker and you would have thought I asked he to do something illegal. We have been at the company about the same length of time and have the same title. I didn't see any harm in asking, I honestly think it's good to discuss. What do you think?
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I am interested in what specialties are making 100k. I have 3 daughters in nursing school and can advise them on a lot, but not necessarily give them a big pic of the financial opportunities from across the nation. I am a 25 year RN and have a 65k salary, but double it most years with ot. not much fun working 68-72 hour weeks though. please tell me your specialty, experience , salary, and salary with diff and ot. oh, and where you r in the USA thank you all and hope your practice is professionally and financially rewarding
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I dare say that nurses do make a good salary but sometimes I wonder. What do you think? What's wrong with this picture? Please share your thoughts with us... Click Like if you enjoyed it. Please share this with friends and post your comments below!
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Hi everyone. I'm curious as to see what an actual paycheck (before taxes) looks like from an NP. I find salary websites to be not very helpful. So... What type NP are you? Where (state)(rural/urban) do you practice? Are you independent or in a group? How many years experience? What is your before tax paycheck amount? Monthly or bi-weekly? Salary/hourly/other(explain)? Avg hours on check? What are the perks of your contract? (ie. PTO/vacation/bonuses) I know this is very personal, but if you are able to provide input, I would appreciate it! I'm mainly interested also to see after the gov/operational costs etc have taken their share, how much are you left with?
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Hello all I just came to share something. I’m a new grad nurse and work at one of those magnet hospitals as a CNA , people literally wait years to get a job here, they are know for the highest pay and good benefits. Because I was already in, I was guaranteed a position as a nurse. Well I was shocked when they offered me only 30.00 because as a CNA I make 32.58 an hour. I thought clearly they made a mistake so I called so many people and emailed. I spoke to two managers and the union and they all confirmed that this was standard pay for new grads and I was actually lucky because they usually start at 29 ? How can it be possible that cnas and rns are making the same wage ? I ended up declining the position and accepted a position at a no name sniff who offered me 40 plus 6,000 bonus . I just thought that was funny and felt like sharing.
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Scenario: 2 RNs work in the same department. Both are exceptional and have had great reviews, and are high performers. Both graduated from the same school same time with the same GPA and are applying for an NP position in the department where they both have worked. 1st RN has ten years of experience in the department 2nd RN has two years of experience in the department Question: Is the salary quote the same for both based on NP experience, OR does RN experience play into the salary quote?
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I'm currently an operating room nurse at a level 1 trauma center. I have about three years of experience, most of which was at a different hospital - started here last Winter. I signed a bonus agreement to stay for at least two years - but I actually really like this place, and I'd like to stay longer. I am doing all sorts of professional advancement type stuff - I just got my certification for my specialty (CNOR) and I'm working on the hospital's nursing clinical ladder. I am a hard worker, and a smart worker - I move things along, and keep the day rolling. I can circulate for any of the service lines we have, for any and all kinds of cases. I like what I do - and I have good rapport with the surgeons too. Basically - when I hit that two year mark (which isn't for a while, but I'd like to have a plan ready to go) and get the last bit of my bonus, I'd like to negotiate for better pay to stay - otherwise, I'll find somewhere else playing better. I like where I work, but if I'm not continually getting paid better and better, I don't feel compensated. The best way I can come up with is to email my manager something along the lines of the following: --- Good afternoon <insert name here>, something something friendly greeting, mention something that happened earlier and my appreciation for it blah blah I was hoping to get a time on the books to talk with you about re-negotiating my current rate of compensation. Do you have any time available this week? Thanks, Name lastname --- Presuming they don't just tell me no, there's no negotiation to be had, I'll meet with them. And then, when I meet with them, say something along the lines of the following: -- Thank you for meeting with me - I know you're busy, and I appreciate that you've taken the time to sit down with me about this. So - I've been at <hospital name> for two years, and I've thoroughly enjoyed my time here thus far. I've continually worked on improving my skills as both a circulating and scrub nurse, and outside of direct patient care as staff I've been going the extra mile - something I'll continue to do as long as I'm here. I've the chair of the <name of committee> for the past year, and in that role I excelled. I have completed multiple process improvement projects. I got my certification as soon as I could, and I ascended the clinical ladder not long after. I have taken steps whenever possible to make what quality improvements I can, where I can. I've become someone that other members of the staff feel comfortable coming to for help. With all that said, I'd be doing myself a disservice by not negotiating for a marked increase in pay. Like any other nurse, I deserve to be compensated fairly for the work I put in, and I have continually gone above and beyond what has been asked of me, out of passion for my patients, for my profession, and for the unit as a whole. It's just unfortunate that passion doesn't pay the bills. I currently make X an hour, and I would like to have that bumped up to X+Y. -- The problem with this whole imaginary encounter is that I don't quite understand the deal with compensation ranges. Should I be asking what the compensation range is for my position, and then asking for the maximum? Or am I negotiating on an individual basis that doesn't care about compensation ranges? I also don't know if this is exactly how the negotiation process would go - like, do I actually have a sit down chat like this? Or do I have to get referred to HR, because my manager can't actually make any quotes or promises? Like, do I just make a case, and ask to speak to HR, or? I also don't really know how much I should ask for - I currently make $42 an hour, and I'd like to be at $50 flat at least. What's the best way to approach this? Any advice?
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I’m not sure if we are headed toward a recession or not. I was reading a news article on how to prepare for a recession. One of the ways to prepare was to realize your salary or hourly pay might be reduced. I remember last the recession of 2008, and how hard it was to find a job. I also do remember my hourly pay decreasing. Many employers got rid of healthcare insurance and tuition reimbursement. This recession is different. There are still staff shortages. There is the pandemic that is still around. I’m also not sure those nurses that retired are willing to come back to work. I remember they sure come back to work in 2008. Personally, I can’t afford a pay cut with the inflation prices.
