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  1. One of my goals is to eventually be able to purchase a house. Many of my nursing colleagues are purchasing homes that are worth $450,000, $500,000 or even more. Sadly, my budget is about half of that or even less, which means the houses I have to choose from are not appealing. Most of them are small, old, or both. I am just curious how other nurses manage to purchase decent houses? I've been looking through my income, and I just can't find a way to make it possible to incorporate such a house into my budget. I am salary, so there are no opportunities for overtime. What are other nurses' experience with buying houses? How did you make it work? Did it require switching jobs? Inquiring minds want to know! Thanks 😊
  2. 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.
  3. As a new graduate NP, you’ve made it through the program and passed the boards, yah! Now it’s time to find the first job. Here are some frequently asked questions of the new grad as the time comes to get that first job. Can some NPs that have been here already share the answers to the below questions... Any input is appreciated. As a new graduate NP, how long did it take to land the first job? Was your first job in the area of practice/ specialty that you wanted? Did you negotiate the wage for the position?
  4. 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....
  5. AGUS821

    Is this a good new grad NP offer?

    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!
  6. lizet4455RN

    How much should I ask for?

    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.
  7. SurgicalNP

    NP salary/pay let’s be transparent

    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), 3weeks 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?
  8. 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!
  9. 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.
  10. 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.
  11. Hello, I am wondering if the tuition is worth the pay and career in the end. Currently I work as a LPN. Program was very inexpensive and already paid off. I am currently in my BSN program and am looking at about 68k in student loan repayment at the end. Needles to say I am really freaking out about this. My payments with private loan included will be at almost 1k per month! I did the math and I will technically be making almost the same amount working at a typical RN salary vs. a full time LPN salary due the the 1k on payments every month for at least 10 years 😞 Have any of you been able to find any extra financial assistance programs or scholarships without high GPA’s? I need help!
  12. Dear Nurse Beth, I'm a registered nurse who is transitioning into a new field of nursing (psychiatric mental health) after spending a couple of years doing ICU and acute dialysis. I have been given a job offer at a psychiatric hospital I'm very interested in, but I feel that the initial salary offer was quite low. I'm about to start salary negotiation, and I know a big rule of negotiating is to "know your market worth". But when I use the online calculators to gauge my market worth, it's based on my current industry. How can I tell what my market worth is when I'm transitioning to a different field of nursing? Dear Transitioning, The best way to find out salary information is by networking with others in the area. This is difficult if your network does not extend to the area, but one way is through a local professional organization. While it's not OK to ask someone "What do you make?", it is OK to ask a colleague "What's the typical salary?" Average Salary There are "averages" to be found online, but they can be dated and "average" as a metric is not always meaningful. In your case, there is another rule to keep in mind: "Always aim for a salary increase when changing jobs". Part of your negotiating is to explain that, while you are interested in the job, you can't afford to take such a significant decrease in pay. You need to have a bottom line salary in mind when negotiating. The bottom line is a salary you will not go below even if it means passing on the job. Experience Matters At the same time, since you are changing specialities, you may not be able to expect what an experienced mental health nurse would make. For example, as an experienced ICU and dialysis nurses, you would expect a higher pay than an inexperienced nurse. Still, you should be offered more than a new grad. You have learned time management skills, and communication soft skills. Find out if you are familiar with their computer documenting system (Epic, Cerner), and if so, mention this. In some areas of the country, behavioral health pays less than acute care; and in some areas, it pays more. This would be helpful to know in your area so you can adjust your expectations accordingly. Counter Offer Given that they may have low balled their initial offer, it is perfectly acceptable to counter with a higher number. "I am interested in the position but was hoping you could come closer to (the amount desired) based on my overall years as an RN". Make your counter offer higher than your bottom line number so you can come down and accept a counter to the counter offer. Once you've named your top number, you can only move downwards. You can also negotiate non-salary benefits, such as tuition reimbursement or paid time off. Sometimes the hiring manager is able to offer benefits that don't directly impact the monthly budget. Good luck in your negotiations and I hope it works out in your favor.
  13. So a lot of you are wondering what your compensation will be following nursing school. I can't speak for each state but in Texas, nurses are paid very well, combine that with an unrelenting passion and proficient skills set, it's money in the bank. (BTW I didn't go to school for grammar and I'm notorious for extra commas) So, where I started working right out of school in July 2017 nurses are paid $24.25 an hour, I started in an ICU. I don't count the full year of 2017 since I was a tech making $11.70 an hour for more than half a year and by the end of the year without OT I made $45,000. In 2018 however, my first two checks were >$5,000 after taxes. How? Well, my base was $24.25, my hospital gives $1.00 raise every six months for the ~3 years for residents plus your annual increase. So after six months, I was making $26 something. I work nights so that is automatically and extra $3.25 per hour for the first four hours of your shift and then an extra $4 per hours for the next 8. So right off the bat, I was making at ~$30 an hours. I worked weekends so my job gives another $6.50 an hour for weekends, so guess what? I worked on weekends. So just for my differentials + base, I was averaging $36 an hour for 36 hours a week. There is always overtime and I only picked up when they offered $10 dollar bonus, which means they tack on another $10 an hour on top of my base, differentials and time and 1/2. I picked up an extra 1-3 shifts a week and for holidays they automatically pay time and 1/2. When you are in overtime and already getting paid time and a 1/2, plus holiday pay + base + differentials + bonus, that's money in the bank because you are getting double base pay plus everything else. Although, I will disclose I had no children and no pets so I was only obligated to myself and my bills lmao. If you have a family or other familial responsibilities it can be difficult unless you have a dedicated partner or support system whom/who are sympathetic to your financial goals. Also, some people love nursing and some people find out it is not for them, I am definitely one of those people who absolutely love my team (physicians, RTs, fellow nurses, social workers, administration, NPs, just everyone) and my profession. I had people who were willing to teach (nurses who were/are 30+ years in the game) as well as a younger nurse who knew the new tricks of the trade. I was never unsafe, for instance, I inquired with my manager about all my OT shifts and she agreed to cancel me if I didn't feel rested enough to work because I was doing the hospital a favor. Your environment has a lot to do with your work satisfaction. I don't mean to rant BTW I'm just telling you all my truth. I never felt burned out and took a 2 1/2 to almost full month vacation every 3 months. I've been to Germany twice, Hawaii, traveled to various parts of the country. Now that I have an extensive skill set, I travel but I still keep my job at my first hospital. I probably will never leave haha I never imagined making almost 6 figures as a brand new nurse and if I can do it, so can you!
  14. Joe V

    Comparing A Nurses' Salary

    According to Indeed, Registered Nurses (RNs) earn between $55,726 (< than 1 year experience) - $72,833 (10+ years of experience) per year in 2021. Forbes reported back in 2019, that top hospital CEOs were making $1 million+. Payscale currently lists the average Hospital Chief Executive Officer salary at $153,479. How do you feel about your salary compared to other professions? Click Like if you enjoyed it. Please share this with friends and post your comments below!
  15. Nurse Beth

    7 Key Steps to Negotiating Salary

    Learning how to negotiate is an important but often overlooked skill for nurses. I just talked to Kim, a nurse and friend who is leaving her facility to work in Corrections. They made her an offer and immediately followed with "But if that's not enough, we can work with the numbers". My friend replied, "Oh, no, that's fine". Clearly, the hiring manager was ready to offer more money but Kim was not prepared to negotiate for herself. Kim's response is typical of nurses. Somehow it's ingrained that it's a value to not discuss money. We're here to care about people, after all. We know that other professionals routinely ask for more money- but nurses are focused on caring, not compensation. The very thought of negotiating is intimidating. Most of us lack skills when it comes to negotiating. It's embarrassing to put yourself out there and be told "No". We don't know what to ask or what's acceptable. Many nurses assume that what's offered is what they're worth and that there is no room for negotiation, anyway. In male-dominated professions, negotiation is more common, if not expected. It's noteworthy that In nursing, men overall make more money than women. Know When Know that entry-level clinical bedside positions don't offer room for negotiation. This is because the new grad rarely has anything to negotiate with- meaning nursing experience. Likewise, when you are transferring from, say, an experienced bedside clinical nurse to a novice Educator, you cannot negotiate the same as an experienced Educator. You may even take a dip in pay temporarily although the ceiling in your new range will be higher. A bedside clinical nurse accustomed to making differentials and working overtime will make less as a new manager but will gain new skills that eventually increase her lifetime earnings. The pay structure in many environments is tiered, based on years of experience and credentials. Even so, as a previous hiring manager in both union and non-union facilities, there is usually always wiggle room. Managers will do everything they can to hire outstanding employees. Know the Going Salary in Your Area A nurse in California makes $70.00 an hour while the exact same nurse in South Dakota makes only $30.00 an hour. It would be naive to try to negotiate for $70.00 an hour in South Dakota. See the comprehensive allnurses 2018 salary survey to see how much nurses make in your area. Take the time to research salaries for the job before your interview. Talk to nursing recruiters and look on Glassdoor and Indeed.com for information. Knowing what the market pays makes you an informed negotiator. Friendly Negotiating doesn't have to mean being aggressive, which is undesirable in an applicant. Maintain a friendly and positive tone but don't be pushy. You may want to work for this organization in the future, or at least keep your bridges open. You both have the same goal- to negotiate a salary and benefits package that is fair to you and aligns with the market. Think of you and the employer as being on the same team. Strategize Don't bring up compensation until the employer makes an offer. It's preferable not to be the first one to throw out a number. If you are asked about your salary requirements, you can say you are open and you want to learn more about the responsibilities before discussing salary. Ask the employer, "What kind of salary range are you working with?" or "What is the typical salary at your organization for this position?" When given a number you can say "Thanks! Is there room for negotiation?" or "Thanks! Is this a firm job offer?" It's OK to wait once an offer has been made. You can respond "I need time to think it over". You can also say "I am going to talk with my spouse. When do you need an answer by?" Sometimes this in itself can garner a higher offer. At the same, avoid an overt power play as this is a turnoff. Don't wait more than 2-3 days to respond to the offer. Negotiate from the skills and experience you have to offer and not from your personal need. If you bring several years of managerial experience and raised patient satisfaction scores on your unit, leverage this over the fact you have two children in college. Why are you right for the job and what do you bring to the table? Know Your Bottom Line You can also say No. Identify your bottom line before going into salary discussions. There is a break-even point you cannot go below to meet your needs. Negotiating means you are in control of your emotions and always prepared to walk away. Negotiate Benefits Remember to look at the whole package. If the salary is firm, you can ask for moving expenses or a higher rate of vacation accrual. What is the commute like? Is there a sign-on bonus? Remember that it may be worth taking an initial pay cut to work in a well known or prestigious organization just to get in and grow professionally. Get the Offer in Writing Finally, remember an offer is not an offer until it's in writing. It's OK to ask "Will I be getting the offer in writing?" Even if you decide not to accept the offer, be polite and gracious in your response. What experiences have you had with negotiating salary, and what has worked or not worked for you?
  16. Agency NursesAgency Nursing is essentially where a nurse will register or sign up with an agency or similar group and tell them what hours they are available to work. The nurses are then contacted and offered work on a shift to shift basis. Agency Nurses are now in high demand, particularly, in the case of nurses with specialized training or experience. See also: travel nursing 2018 Median Salary: $46,240 year / $22.23 hour Education Needed: BSN, ADN Source onetonline.org More Reading: Agency Nurses Ambulatory Care NursesAmbulatory Care Nurses care for patients whose stay in the hospital or other facility will last for less than 24 hours. Ambulatory care nursing covers a broad range of specialties in the out-patient setting. Ambulatory Care Nurses care for individuals, families, and groups in a variety of settings outside the hospital. Ambulatory care nursing is a nursing specialty with its own professional society, standards of practice, certification, performance measurement criteria, and body of literature for evidence-based practice. With patients living longer with chronic diseases, complications, and comorbidities, patient care is shifting to the outpatient setting, bringing sicker patients into the ambulatory care arena. Hospital stays are shorter today with follow up care being handled in ambulatory care settings. The need for more and better prepared RNs has never been greater. As a result of these changes, RNs have more opportunities for a variety of roles in a broad array of settings. Education Needed: BSN, ADN, RN More Reading: American Academy of Ambulatory Care Nursing Ambulatatory Care Questions and Articles Nurse AnesthesiaNurse Anesthetists work with surgeons, dentists, podiatrists, anesthesiologists, and other doctors to provide anesthesia to patients before, during, and after surgery or childbirth. 2018 Median Salary: $167,950 year / $80.75 hour Education Needed: MSN, BSN, ADN Source onetonline.org More Reading: American Association of Nurse Anesthetists Certified Registered Nurse Anesthetists (CRNA) Questions and Articles Cardiac Care NursesThe Cardiac Care Nurse works with other members of the medical staff in assessing, intervening, and implementing nursing care for the cardiac patient. 2019 Median Salary: $88,425 year Overtime Compensation: $10,250 year Education Needed: BSN, ADN, RN Source indeed.com More Reading: American Board of Cardiovascular Medicine Case Management NursesCase Management is a collaborative process of assessment, planning, facilitation and advocacy for options and services to meet an individual's health needs through communication and available resources to promote quality cost-effective outcomes. American Case Management Association Critical Care NursesCritical Care nurses provide care for patients and families who are experiencing actual or potential life-threatening illness. More specific fields that fit into the critical care category include cardiac care, intensive care, and neurological and cardiac surgical intensive care. 2018 Median Salary: $71,730 year / $34.48 hour Education Needed: BSN, ADN Source onetonline.org More Reading: American Association of Critical Care Nurses Critical Care Nurses Watch Nursing Specialties with the Best Work and Life Balance (as selected by allnurses.com members) video... Emergency NursesEmergency Nurses assess patients, provide interventions and evaluate care in a time limited and sometimes hectic environment. Emergency Nurses work independently and interdependently with various health professionals in an attempt to support patients and their families as they experience illness, injury or crisis. Emergency Nurses Association Forensics NursesForensic Nurses provide medical care to victims of crime, collect evidence after crimes occur, and provide medical care to patients within the prison system. International Association of Forensic Nurses Gastroenterology NursesGastroenterology (GI) Nurses provide care to patients with known or suspected gastrointestinal problems who are undergoing diagnostic or therapeutic treatment and/or procedures. GI Nurses practice in physician offices, inpatient and outpatient endoscopy departments, ambulatory endoscopy centers and inpatient hospital units. Society of Gastroenterology Nurses Association Geriatrics NursesGeriatric Nurses care for elderly patients in a number of settings which include the patients home, nursing homes, and hospitals. Geriatric Nurses face constant challenges because their patients are often very ill, very complex, and very dependent on the nurses skills. American Geriatrics Society Holistic NursesHolistic Nurses provide medical care for patients while honoring the individual's subjective opinions about health, health beliefs, and values. Holistic nursing requires nurses to integrate self-care, self-responsibility, spirituality, and reflection into their daily nursing care. American Holistic Nurses Association HIV/AIDS NursesHIV/AIDS Nurses provide healthcare for patients who are HIV or AIDS positive. These nurses usually have specialized training in HIV/AIDS. Association of Nurses in AIDS Care Informatics NursesNursing Informatics is a broad field which combines nursing knowledge with the use of computers. Jobs in this field could range from the implementation of a new computer network within a hospital to the sales of computer systems to hospitals by an outside computer company. American Nursing Informatics Association Legal NursingLegal Nursing combines the use of the legal system with a thorough knowledge of the nursing field. Legal Nurses are usually seasoned veterans of the nursing field who work with attorneys to review medical documents and determine if medical negligence occurred. American Association of Legal Nurse Consultants Midwifery NursesMidwives are nurses that are specially trained to deal with childbirth and providing prenatal and postpartum care. The midwife is qualified to deliver babies by themselves unless there are extenuating circumstances which require the midwife to consult with a physician. 2018 Median Salary: $103,770 year / $49.89 hour Education Needed: MSN, BSN Source onetonline.org More Reading: American College of Nurse-Midwives Certified Nurse-Midwives Military NursesMilitary Nurses work in a variety of settings, ranging from family practice at a local military base to providing emergency care for the wounded during war times. Neonatal NursesNeonatal Nurses provide care for newborns by assessing the patient to ensure good health, providing preventative care to prevent illness, and caring for the babies which are sick. The neonatal nurse is responsible for anticipating, preventing, diagnosing and minimizing illness of newborns. National Association of Neonatal Nurses Neuroscience NursesNeuroscience Nurses care for patients using new therapies and innovative technologies to treat diseases of the nervous system. American Association of Neuroscience Nurses Nurse Practitioner NursesNurse Practitioners are advanced practice nurses who have obtained their masters degree and are qualified to prescribe medication, and interpret diagnostic and laboratory tests. 2018 Median Salary: $107,030 year / $51.46 hour Education Needed: MSN, DNP Source onetonline.org More Reading: American Academy of Nurse Practitioners American College of Nurse Practitioners Nurse Practitioners / NP Occupational Health NursesThe Occupational Health Nursing is responsible for improving, protecting, maintaining and restoring the health of employees. by providing this care for employees, the occupational health nurse is able to influence the health of the organization. American Association of Occupational Health Nurses Oncology NursesOncology Nurses provide health care for cancer patients at all stages of treatment and remission. Oncology Nursing Society Pediatric NursesPediatric Nurses care for children in all aspects of health care. Pediatric nurses practice in a variety of settings which include hospitals, clinics, schools, and in the home. Association of Pediatric oncology Nurses National Association of Pediatric Nurse Associates and Practioners Perioperative NursesPerioperative Nurses work in operating rooms in tertiary care hospitals, community and rural hospitals, day care surgery units and specialized clinics. They often provide post-anesthetic care in rural hospitals or specialized units where nurses provide total patient care. American Society of Perianesthesia Nurses The Association of Perioperative Registered Nurses Psychiatric NursesPsychiatric Nurses provide care for patients and families with psychiatric and mental illnesses. these nurses practice in a variety of settings which include hospitals, and institutions. International Society of Psychiatric - Mental Health Nurses Research NursesResearch Nurses perform clinical and basic research to establish a scientific basis for the care of individuals across the life span-from management of patients during illness and recovery to the reduction of risks for disease and disability, the promotion of healthy lifestyles, promoting quality of life in those with chronic illness, and care for individuals at the end of life. National Institute of Nursing Research School NursingSchool Nurses work with students and faculty of schools providing medical care and other support in an in-school environment. National Association of School Nurses Transplant NursesTransplant Nurses work in a variety of settings and function in various aspects of transplant procedures. They assist in the transplantation of various body parts which include, but are not limited to: liver, kidney, pancreas, small bowel, heart, and lungs. International Transplant Nurses Society Trauma NursesTrauma Nurses care for patients in an emergency or critical care setting. these nurses generally care for patients who have suffered severe trauma such as a car accident, gun shot wound, stabbing, assault, or other traumatic injury. Trauma Nurse Travel Nursing NursesTravel Nurses work for an agency that provides nurses to hospitals and other health care facilities across the country. Travel nurses usually get to choose which locations they are willing to travel to and are typically given assignments which last for 13 weeks or more. travel nurses usually make a very good salary, receive paid housing accommodations, sign-on bonuses, and other excellent benefits. Travel Nurse Urology NursesUrology Nurses care for patients in such specialties as oncology, male infertility, male sexual dysfunction, kidney stones, incontinence, and pediatrics. Urology nurses may also participate in such urological surgeries as surgery for cancer, general urology, plastic, infertility, brachytherapy, lithotrispy, and pediatric surgery. American Nephrology Nurses Association Society of Urologic Nurses and Associates Women's Health NursesWomen's Health Nurses participate in fields such as OB/GYN, mammography, reproductive health, and general women's health. These nurses practice in a variety of settings. Association of Women's Health, Obstetric and Neonatal Nurses Wound/Ostomy/Continence NursingWound ostomy and continence (WOC) nursing is a specialty involved with caring for patients with acute and chronic wounds (fistulas, vascular ulcers, pressure ulcers, neuropathic wounds, surgical wounds, lacerations), bowel or bladder diversional ostomies, or continence conditions involving skin care issues. WOC nurses provide a multidisciplinary approach to treatment across a continuum of care and in a number of settings. Wound, Ostomy and Continence Nurses Society Wound Ostomy Continence Nursing Certification Board (WOCNCB) Watch Nursing Career Specialties - What's Right for you? video... Types-of-Nursing-Careers.pdf
  17. Perhaps one of the most direct, straightforward, "is-what-it-is", "want-to-know" topics asked in the 2017 allnurses Salary Survey is the range of average salaries by state. Which states pay the highest and which pay the lowest? The are a few variables to consider when looking at these types of statistics. Cost of living, urban areas versus suburban, desirability of location to live in, number of medical facilities in surrounding area etc. Cost of living is one of the biggest factors influencing salary variations from state to state and city to city. Cost of living index is the most inclusive factor in the variation of salary from state to state. The cost of living is cost of maintaining a certain standard quality of living. "Cost of living indexes are meant to compare the expenses an average person expect to incur to acquire food, shelter, transportation, energy, clothing, education, healthcare, childcare and entertainment in a given region." The Top 10 Highest Cost of Living Indices in the US are: New York City, NY San Francisco, Ca Washington DC Honolulu, HI San Jose, Ca Boston, MA Los Angeles, Ca Oakland, Ca Seattle, WA San Diego, Ca The Top 10 Lowest Cost of Living Indices in the US are: Memphis, TN Indianapolis, IN Omaha, NE Columbus, OH Las Vegas, NV Salt Lake City, UT San Antonio, TX Birmingham, AL Des Moines, IA Buffalo, NY Taking all of this into account, nursing salaries will vary greatly based on degree/license, cost of living, type of facility, urban or suburban, teaching versus nonteaching hospitals, education, years of experience, and even benefits offered. The average salaries based on data provided by more than 18,000 nurses in the allnurses 2017 Salary Survey represent nurses of all levels of experience, degree of education, overtime pay, gender, position, and work setting. Cost of living was not incorporated in these figures. There is another article providing another list of all 50 states plus the District of Columbia with adjusted average state salaries for RNs that do incorporate cost of living factors. We will also give you some tools to customize your comparison. When the complete 2017 allnurses Interactive Salary Survey results are released, you will be able to see a more customized view of salaries. Below is the breakdown of the states with the highest and lowest salaries grouped by degree and license. How did your state do? Any surprises? Highest & Lowest State Salaries By Degree Highest & Lowest State Salaries By License Be sure to read Registered Nurse Salary Purchasing Power Across States For the complete survey results go to: 2017 allnurses Salary Survey Results Part 1: Demographics and Compensation 30% of Nurses Leaving the Workforce - 2017 Salary Survey Results Part 2 Sources Expatistan Cost of Living Index Cost of Living Wizard - Salary.com CNN Money - Cost of living: How far will my salary go in another city?
  18. tnbutterfly - Mary

    Purchasing Power of Nurses Across the U.S.

    This article is featured in the July 2018 edition of our allnurses Magazine... Download allnurses Magazine The Fluctuating Value of the Dollar The value of money does not stay the same. You can look back and see what you paid for your current home or first car and are shocked to look at today's sticker prices. We don't even have to consider time as a factor for value changes. You can travel across the country and see that your current dollar does not go as far in another state as it does at home. Or maybe just the opposite is true, and you find that the best bargains are not at home. This is all about your purchasing power and how the cost of living and location can affect it. How can you factor in variations in the cost of living in different locations to see what your purchasing power really is? As someone looking at various job offers across the country or even in different sections of the state, how can you get a more realistic and accurate comparison of how far your salary will go? Raw Salary vs. Adjusted Salaries Below is a list of the 50 states plus the District of Columbia with the highest (Hawaii $105,750), lowest (South Dakota $57,400) and everything in between average reported (raw) RN salaries (Diploma, ADN/ASN, BSN) based on the results from almost 17,000 respondents to the 2018 allnurses Nursing Salary Survey that was conducted over 4 weeks in February 2018. This is just the beginning of where to start when making job comparisons. But be careful... Don't stop here thinking you know the rest of the story. You need to look at more than just the raw or reported salaries. The purchasing power of a raw salary will vary in different parts of the country depending on the cost of living. For example, $75,000 can probably buy a lot more in Minnesota than it can in New York or Hawaii. As you look at results from salary surveys or articles about salaries, you tend to look at the states with the top salaries and dream of working there. Most likely, what you are seeing is a list of raw salaries. As you think about where to apply for jobs, your decision will be based partly on salary comparison. However, instead of using raw salaries as your yardstick, you should look closely at the salaries that have been adjusted factoring in the cost of living, tax burdens, and location. We have figured all of those into the equation in calculating the adjusted salaries you will see at the bottom of this article. What are Regional Price Parities (RPP) and Why are They Important? Regional Price Parities (RPPs) are used to give a more accurate comparison of salaries and purchasing power across states. RPPs measure the differences in price levels of goods and services across states for a given year and are shown as a percentage of the national overall price. Regional Price Parities are calculated using price quotes for a wide variety of items (rent, food, transportation, housing, recreation, education, apparel, and medical) from the Consumer Price Index (CPI). When analyzing the salary data from the 2018 allnurses salary survey, we used information from the Bureau of Economic Analysis which provides Regional Price Parities (RPPs) for each of the 50 states plus the District of Columbia. The RPP Index uses 100 as the national average cost of living. These numbers can be used to see how the cost of living of one states compares to the National Average. RPPs exceeding 100 represent prices higher than the national average while RPPs less than 100 indicate prices lower than the national average. Hawaii, with the highest RPP of 118.4, has a cost of living 18.4% higher than the National average cost of living, while Mississippi, with an RPP of 86.4, is 13.6% lower than the national average and has a cost of living 32% lower than Hawaii. Keep that in mind when comparing just the raw salaries. Hawaii not only has the highest RPP but also has the highest reported raw RN salary ($105,750) from the 2018 allnurses salary survey. Mississippi, with the lowest RPP has the 4th lowest reported raw salary ($58,281). As you look at the list of Regional Price Parities, you will see that in general, RPPs are lower in the middle sections of the country and are higher on the east and west coast. What about Taxes? No one likes taxes. State and local taxes combine with federal income taxes to take a huge chunk out of your income. Sales tax, state income tax, property tax... All of these vary from state to state, so they must be included in the purchasing power comparison. We will refer to this as the Tax Burden. Many free online federal income tax calculators can be used to calculate the estimated tax burden based on location and reported income. The smartasset Federal Income Tax Calculator was used to arrive at the figures in the adjusted salaries below. Taxes were based on the capital city of each state. Location Quotient Location Quotients (LQs) are ratios that allow an area's distribution of employment by industry (nursing) to be compared to a reference, in this case, the U.S. If an LQ is equal to 1, then that location has the same share of employment than the average U.S. If the LQ is greater than 1, it indicates there is a greater share of (nursing) employment that the reference area (U.S. average). When seeking a nursing job, a state with a higher Location Quotient is more desirable since there are more employment opportunities in that area as compared to the average concentration. According to the latest May 2017 Bureau of Labor Statistics, states with the highest concentration of nursing jobs and location quotients are South Dakota, West Virginia, Delaware, Missouri, and Mississippi. What Is YOUR Purchasing Power? Are you ready to see an estimate of what you really make after all the adjustments are made? Below, you will see a comparison of all the reported and adjusted average RN salaries which incorporate the cost of goods, services, and taxes in an area. The adjusted salaries, although surprising, more accurately represent the real value of your earnings for cross-area comparisons. When you see what the adjusted salaries are, it might change your ideas of where you might want to look for jobs. The salary that you thought was so low before might now look more attractive. Reported salary alone does not tell the entire story, and decisions to relocate for a job should not be based solely on salary numbers. Even if the salary for a potential job is higher, the purchasing power will decrease if the cost of living is also higher. When actual salaries are adjusted for regional prices, this will give the job-seeker a more accurate representation of purchasing power for realistic comparisons between locations. AVERAGE RN SALARIES & ADJUSTED SALARIES PER STATE Alabama Reported Income = $57,586 Estimated Tax Burden = $17,045 Income After Taxes = $40,541 RPP = 86.6 Adjusted Income = $46,814 Number of Active RNs 82,513 Location LQ 1.26 Alaska Reported Income = $82,037 Estimated Tax Burden = $23,377 Income After Taxes = $58,660 RPP = 105.4 Adjusted Income = $58,659 Number of Active RNs = 14,817 Location Quotient = 9.86 Arizona Reported Income = $69,290 Estimated Tax Burden = $21,150 Income After Taxes = $48,140 RPP = 95.9 Adjusted Income = $50,198 Number of Active RNs = 90,048 Location Quotient = 0.99 = 0.99 Arkansas Reported Income = $60,736 Estimated Tax Burden = $19,364 Income After Taxes = $41,372 RPP = $41,372 Adjusted Income = $41,372 Number of Active RNs = 41,372 Location Quotient = 1 California Reported Income = $98,938 Estimated Tax Burden = $36,127 Income After Taxes = $62,811 RPP = 114.4 Adjusted Income = $54,905 Number of Active RNs = 429,981 Location Quotient = 0.83 Colorado Reported Income = $68,613 Estimated Tax Burden = $21,882 Income After Taxes = $46,731 RPP = 103 Adjusted Income = $45,380 Number of Active RNs = 77,302 Location Quotient = 0.95 Connecticut Reported Income = $74,811 Estimated Tax Burden = $27,985 Income After Taxes = $46,826 RPP = 108.7 Adjusted Income = $43,078 Number of Active RNs = 63,938 Location Quotient = 1.02 Delaware Reported Income = $72,674 Estimated Tax Burden = $21,828 Income After Taxes = $50,846 RPP = 100.2 Adjusted Income = $50,745 Number of Active RNs = 18,484 Location Quotient = 1.29 District of Columbia Reported Income = $70,893 Estimated Tax Burden = $22,620 Income After Taxes = $48,273 RPP = 115.9 Adjusted Income = $41,650 Number of Active RNs = 28,033 Location Quotient = 0.72 Florida Reported Income = $64,498 Estimated Tax Burden = $18,291 Income After Taxes = $46,207 RPP = 99.7 Adjusted Income = $46,346 Number of Active RNs = 319,262 Location Quotient = 1.04 Georgia Reported Income = $70,177 Estimated Tax Burden = $24,040 Income After Taxes = $46,137 RPP = 92.1 Adjusted Income = $50,095 Number of Active RNs = 128,169 Location Quotient = 0.85 Hawaii Reported Income = $105,750 Estimated Tax Burden = $37,103 Income After Taxes = $68,647 RPP = 118.4 Adjusted Income = $57,980 Number of Active RNs = NA Location Quotient = 0.84 Idaho Reported Income = $61,482 Estimated Tax Burden = $19,852 Income After Taxes = $41,630 RPP = 93 Adjusted Income = $44,763 Number of Active RNs = 22,288 Location Quotient = 0.95 Illinois Reported Income = $66,246 Estimated Tax Burden = $24,558 Income After Taxes = $41,688 RPP = 98.9 Adjusted Income = $42,152 Number of Active RNs = 198,104 Location Quotient = 1.02 Indiana Reported Income = $64,383 Estimated Tax Burden = $21,308 Income After Taxes = $43,075 RPP = 90.3 Adjusted Income = $47,702 Number of Active RNs = 114,338 Location Quotient = 1.11 Iowa Reported Income = $57,446 Estimated Tax Burden = $20,125 Income After Taxes = $37,321 RPP = 90.2 Adjusted Income = $41,356 Number of Active RNs = 54,620 Location Quotient = 1.06 Kansas Reported Income = $61,408 Estimated Tax Burden = $21,208 Income After Taxes = $40,200 RPP = 90.5 Adjusted Income = $44,420 Number of Active RNs = 58,405 Location Quotient = 1.04 Kentucky Reported Income = $63,250 Estimated Tax Burden = $22,414 Income After Taxes = $40,836 RPP = 87.8 Adjusted Income = $46,510 Number of Active RNs = 71,600 Location Quotient = 1.16 Louisiana Reported Income = $67,582 Estimated Tax Burden = $20,271 Income After Taxes = $47,311 RPP = 90.4 Adjusted Income = $52,335 Number of Active RNs = 67,866 Location Quotient = 1.19 Maine Reported Income = $64,357 Estimated Tax Burden = $21,563 Income After Taxes = $42,794 RPP = 98.4 Adjusted Income = $43,490 Number of Active RNs = 25,199 Location Quotient = 1.16 Maryland Reported Income = $70,796 Estimated Tax Burden = $24,404 Income After Taxes = $46,392 RPP = 109.5 Adjusted Income = $42,367 Number of Active RNs = 81,217 Location Quotient = 0.99 Massachusetts Reported Income = $88,440 Estimated Tax Burden = $29,856 Income After Taxes = $58,584 RPP = 107.8 Adjusted Income = $54,345 Number of Active RNs = 130,875 Location Quotient = 1.15 Michigan Reported Income = $66,797 Estimated Tax Burden = $25,222 Income After Taxes = $41,575 RPP = 93 Adjusted Income = $44,704 Number of Active RNs = NA Location Quotient = 1.08 Minnesota Reported Income = $68,922 Estimated Tax Burden = $24,189 Income After Taxes = $44,733 RPP = 97.5 Adjusted Income = $45,880 Number of Active RNs = 110,093 Location Quotient = 1.12 Mississippi Reported Income = $58,281 Estimated Tax Burden = $18,487 Income After Taxes = $39,794 RPP = 86.4 Adjusted Income = $46,058 Number of Active RNs = 49,979 Location Quotient = 1.26 Missouri Reported Income = $62,866 Estimated Tax Burden = $20,044 Income After Taxes = $42,822 RPP = 89.5 Adjusted Income = $47,846 Number of Active RNs = 110,642 Location Quotient = 1.27 Montana Reported Income = $63,776 Estimated Tax Burden = $19,662 Income After Taxes = $44,114 RPP = 94.1 Adjusted Income = $46,880 Number of Active RNs = 16,912 Location Quotient = 1.08 Nebraska Reported Income = $63,667 Estimated Tax Burden = $20,542 Income After Taxes = $43,125 RPP = 90.5 Adjusted Income = $47,652 Number of Active RNs = 30,606 Location Quotient = 1.16 Nevada Reported Income = $78,707 Estimated Tax Burden = $22,378 Income After Taxes = $56,329 RPP = 97.4 Adjusted Income = $67,073 Number of Active RNs = 39,464 Location Quotient = 0.79 New Hampshire Reported Income = $66,212 Estimated Tax Burden = $20,798 Income After Taxes = $45,414 RPP = 105.9 Adjusted Income = $42,884 Number of Active RNs = 22,792 Location Quotient = 1 New Jersey Reported Income = $78,938 Estimated Tax Burden = $29,839 Income After Taxes = $49,099 RPP = 113.2 Adjusted Income = $43,374 Number of Active RNs = 127,564 Location Quotient = 0.99 New Mexico Reported Income = $69,348 Estimated Tax Burden = $21,363 Income After Taxes = $47,985 RPP = 93.6 Adjusted Income = $51,266 Number of Active RNs = 28,865 Location Quotient = 1 New York Reported Income = $78,178 Estimated Tax Burden = $27,224 Income After Taxes = $50,954 RPP = 115.6 Adjusted Income = $44,943 Number of Active RNs = 328,761 Location Quotient = 0.96 North Carolina Reported Income = $64,125 Estimated Tax Burden = $20,703 Income After Taxes = $43,422 RPP = 90.9 Adjusted Income = $47,770 Number of Active RNs = 135,157 Location Quotient = 1.13 North Dakota Reported Income = $59,342 Estimated Tax Burden = $16,916 Income After Taxes = $42,426 RPP = 91.5 Adjusted Income = $46,367 Number of Active RNs = 14,821 Location Quotient = 1.06 Ohio Reported Income = $63,637 Estimated Tax Burden = $23,807 Income After Taxes = $39,830 RPP = 89.3 Adjusted Income = $44,602 Number of Active RNs = 208,895 Location Quotient = 1.14 Oklahoma Reported Income = $64,400 Estimated Tax Burden = $21,034 Income After Taxes = $43,366 RPP = 89 Adjusted Income = $48,726 Number of Active RNs = 53,184 Location Quotient = 0.87 Oregon Reported Income = $84,375 Estimated Tax Burden = $30,471 Income After Taxes = $53,904 RPP = 99.8 Adjusted Income = $54,012 Number of Active RNs = 60,846 Location Quotient = 0.94 Pennsylvania Reported Income = $67,875 Estimated Tax Burden = $24,103 Income After Taxes = $43,772 RPP = 98.4 Adjusted Income = $44,484 Number of Active RNs = 220,174 Location Quotient = 1.21 Rhode Island Reported Income = $75,119 Estimated Tax Burden = $26,074 Income After Taxes = $49,045 RPP = 99.6 Adjusted Income = $49,143 Number of Active RNs = 20,572 Location Quotient = 1.22 South Carolina Reported Income = $65,547 Estimated Tax Burden = $21,405 Income After Taxes = $44,142 RPP = 90.3 Adjusted Income = $48,884 Number of Active RNs = 70,656 Location Quotient = 1.05 South Dakota Reported Income = $57,400 Estimated Tax Burden = $16,250 Income After Taxes = $41,150 RPP = 88.3 Adjusted Income = $46,602 Number of Active RNs = 18,353 Location Quotient = 1.47 Tennessee Reported Income = $58,627 Estimated Tax Burden = $16,422 Income After Taxes = $42,205 RPP = 90.2 Adjusted Income = $46,790 Number of Active RNs = 101,797 Location Quotient = 1 Texas Reported Income = 101,797 Estimated Tax Burden = $22,753 Income After Taxes = $48,283 RPP = 96.9 Adjusted Income = $49,828 Number of Active RNs = 318,505 Location Quotient = 0.88 Utah Reported Income = $61,455 Estimated Tax Burden = $19,258 Income After Taxes = $42,197 RPP = 97.3 Adjusted Income = $43,265 Number of Active RNs = 34,479 Location Quotient = 0.74 Vermont Reported Income = $65,556 Estimated Tax Burden = $23,096 Income After Taxes = $42,460 RPP = 101.6 Adjusted Income = $41,791 Number of Active RNs = 15,092 Location Quotient = 1.01 Virginia Reported Income = $69,533 Estimated Tax Burden = $22,997 Income After Taxes = $46,536 RPP = 102.3 Adjusted Income = $45,490 Number of Active RNs = 105,034 Location Quotient = 0.83 Washington Reported Income = 79,181 Estimated Tax Burden = $23,873 Income After Taxes = 55,308 RPP = 105.5 Adjusted Income = $54,253 Number of Active RNs = 97,859 Location Quotient = 0.88 West Virginia Reported Income = $63,393 Estimated Tax Burden = $19,684 Income After Taxes = $43,709 RPP = 87.6 Adjusted Income = $50,414 Number of Active RNs = 33,838 Location Quotient = 1.45 Wisconsin Reported Income = $66,156 Estimated Tax Burden = $24,471 Income After Taxes = $41,685 RPP = 92.8 Adjusted Income = $44,920 Number of Active RNs = 94,836 Location Quotient = 0.97 Wyoming Reported Income = $68,226 Estimated Tax Burden = $18,369 Income After Taxes = $49,857 RPP = 96.7 Adjusted Income = $51,558 Number of Active RNs = 14,534 Location Quotient = 0.9 To see more results from the allnurses 2018 Salary Survey go to: 2018 Nursing Salary Survey Results Part 1 - Demographics Safe Staffing: How Does Your Workplace Stack Up? 2018 Salary Survey Results Part 2 When and Why Nurses are Leaving the Workforce - 2018 allnurses Salary Survey Results Part 3 How Much Do Nurses Make? - 2018 allnurses Salary Survey Results Part 4 Resources Bureau of Economic Analysis U.S. Department of Commerce Smartasset Federal Income Tax Calculator Bureau of Labor Statistics - Purchasing Power: using wage statistics with regional price parities to create a standard for comparing wages across U.S. areas Bureau of Labor Statistics/Help & Tutorials/Location Quotient
  19. kbrn2002

    2016 Salary thread

    Somebody asked about the 2015 salary poll results: This got me to thinking. Oaufish is absolutely right. We have not seen the results of the long ago survey yet. So...as requested, let's start the 2016 salary thread! Please post 1] state you work/live in 2]Area of nursing you work in and whether you are an LPN, RN, NP or other. Hourly wage, both base and with differentials if they apply. Also include if this is a union facility if you would like. 3] Ballpark Housing costs [rent/mortage payments]. Is the cost of living in your area high or low compared to wages? OK. I'll start. WI RN in LTC/SNF making $28.00/hrs base and $1.50-$3.00/hr shift differential, we are not union COL is fairly low. My housing costs run about $650 - $700 a month including utilities.
  20. allnurses recently examined the reasons why nurses leave the workforce. This was part of the 2018 Salary Survey. The number one reason is simply age. Of course, as we all age, we expect at some point to leave the nursing workforce. Approximately 2% of our surveyed nurses report they are retired and another 2.2% plan to retire within the next year. On the other end of the spectrum 46% expect to work 16+ more years. When compared to the 2017 allnurses Salary Survey, it's interesting to note that approx 3% of the nursing workforce planned to retire in the next year and only 8% expected to work 16+ more years. Age is by far the number 1 reason why nurses leave the workforce. Almost 40% cite this reason. Retirement came in second with over 26% of respondents reporting. Job dissatisfaction also ranked very high at >7%. In the 2017 survey, age accounted for 39% of the reasons that nurses were leaving the nursing workforce, while 16% listed job satisfaction as the reason for leaving nursing. In 2017, 12% of the nurses surveyed listed unsafe work environment as a reason to leave. This number decreased to Nurses Take DC in the forefront of nursing advocacy to address nurse/patient ratios. Surprisingly pay is not a huge reason for nurses leaving the workforce. In 2017, 16% of the respondents stated this was a reason they were leaving. However, in 2018, this number had plunged to 2.5%. So, are nurses being more fairly compensated now or is the perception of pay improved? These results are customizable by age, highest nursing degree, primary nursing specialty, length of nursing career, type of license (ie RN/APRN) and state where you live. To see additional Salary Survey Results, go to: 2018 Nursing Salary Survey Results Part 1 - Demographics Safe Staffing: How Does Your Workplace Stack Up? 2018 Salary Survey Results Part 2 How Much Do Nurses Make? - 2018 allnurses Salary Survey Results Part 4