CRNAs are in high demand – and compensation trends are evolving just as quickly.
What do you need to know about CRNA compensation? Look to our survey for answers.
Health care leaders are navigating a critical moment in the CRNA labor market. Despite early signs of stabilization, CRNA shortages are projected to influence compensation for years to come. Design strategies to help your organization remain competitive while supporting long-term sustainability for the CRNA workforce with the latest results from our 2025 APP Compensation and Productivity Survey.
While CRNA compensation is still on the rise, growth is starting to stabilize after two years of steep increases. However, market shortages for this workforce will likely continue to impact pay for the next 5-10 years.
The data also provides insight into critical pay practices such as sign-on bonuses, shift differentials, CME allowance, student loan repayments, and more.
See the data in action!
Need a quick summary?
BASE PAY AND TOTAL CASH COMPENSATION
- Median total cash compensation for CRNAs has increased by 22.9% since 2022, while TCC for pediatric CRNAs has increased by 17.2% within the same timeframe
- Year-over-year changes are stabilizing, however, and have gone from 9.6% from 2022-2023, 6.7% from 2023-2024, down to 5.2% from 2024-2025
- Market shortages for this workforce will likely continue to impact pay for the next 5-10 years
PAY PRACTICES
- 62% of organizations employ their CRNAs
- 44% use employment agreements for some of or all of their CRNAs
- 44% of organizations provide shift differentials
- 70% of exempt CRNAs are eligible for extra shift pay
- 25% offer student loan repayment
RECRUITMENT AND RETENTION BONUSES
- 80% of organizations offer sign-on bonuses, with the median amount being $20,000
- 48% of organizations are offering retention bonuses, whereas 70% require payback if a CRNA leaves within 2 years
Learn more about our APP Compensation and Productivity Survey!
This survey provides organizations with the critical data they need to systematically track and benchmark market changes, which in turn helps managing strategic and financial planning for continued growth and success.
- Base pay, total cash compensation and total cost of benefits
- Productivity data and ratios, including collections and work RVUs
- Pay practices, including salary grades and ranges, shift differentials and extra shifts, on-call pay, education expenses, sign-on bonuses, retention bonuses and moving allowances
- APP incentive plan design, including prevalence and performance measures
- Data reported for nurse practitioners and physician assistants across multiple specialty groups
- Data also reported for certified anesthesiologist assistants, certified registered nurse anesthetists and certified nurse midwives
- Data reported both nationally and regionally by practice setting (inpatient/outpatient) and locale (urban/suburban/rural)
- Total cash compensation data for a number of APP leadership positions
