April 1, 2025
Shape your RN workforce structures with the latest compensation benchmarks.
Health care organizations continue to face unprecedented clinical workforce shortages. The registered nurse (RN) workforce has been hit particularly hard due to post-pandemic burnout, unfavorable working conditions, and an insufficient pipeline of future clinicians. As critical staffing issues persist, organizations are looking for better ways to recruit and retain RNs in a competitive talent market.
Utilizing data from our Registered Nursing Compensation Survey – which includes data from approximately 350,000 nursing employees across 115 positions – we’ve compiled the latest benchmarks and insights on emerging compensation trends within this workforce.
Access our infographic and discover how organizations like yours are addressing RN shortages through:
- Tailored market strategies – Nearly half (46.7%) of health care organizations have established an RN-specific pay philosophy to accommodate unique workforce demands.
- Changes in base pay and market increases – In early 2024, more than 50% of health care organizations undertook a large project to review and compare their RN pay to market data in order to assess competitiveness. These projects resulted in sizable base pay increases across the board. On top of this, some RN specialties saw higher-than-average base pay market movement in 2024.
- Additional compensation – Premium pay programs are changing to better meet the needs of the evolving RN workforce. Many organizations are adopting innovative new practices to further workplace flexibility and strengthen the employee value proposition.
- Staffing utilization – More than 55% of Chief Nursing Officers rely on key staffing metrics – with turnover being the most critical – to assess and optimize their resources.
- …and more!
Learn more about our Registered Nursing Compensation Survey!
This survey offers valuable insights into:
- Data for nursing students, LPNs, NPs, CNMs, and CRNAs for a robust pulse on the holistic licensed and professional nursing market
- How market strategies vary based on level, setting, specialty, and experience
- The frequency of market data comparisons and best practices for effective program administration
- Premium pay design, bonus structures, and alternative work arrangements including per diem, extra shifts, rate differentials, call pay, bonuses and more
