“We Don’t Want Pizza Parties, We Want Better Pay"

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I’ve heard that exact comment several times over the years from various Registered Nurses throughout the country.? Regardless of organization or region, better pay and safer conditions have been top of mind for nurses. Unfortunately, it took something as devastating as a global pandemic to shed light on the issue and finally, finally increase rates for Staff RNs nationwide.

We all know that overall travel pays more since contractors are used as a “Band-Aid” to staff shortages or increase in census.? But not everyone can travel – we have families, responsibilities, a need for benefits, a need for a consistent paycheck, etc. Also, if you are a seasoned RN being paid based on your years of experience may be better than a set travel rate.

The purpose of this article is to educate Registered Nurses everywhere on how they can influence their pay and the factors that go into pay rates for Staff RN roles. Most healthcare organizations base their pay scale on internal equity and corporate levels representing seniority.? For example, a new graduate might be a RN 1 whereas a 20-year healthcare veteran might be a RN 4. For sake of internal equity, the organization will want to hire future 20-year RNs as a RN 4 with a similar pay rate. What most people don’t know is that each level has a pay scale with a large range (sometimes up to $10/hour) and that although most offers are based on internal equity, there is always a few dollars an hour up for negotiation.

Below are the factors that play into pay rates and how to influence them…

Experience

This is an obvious one! Health systems are looking at years of experience first and foremost.? When writing a resume, be sure to include all your experience.? I often see RNs leave out LPN experience or CNA experience, especially if it’s been a while. Type of experience is also important. I always recommend that if given the opportunity to work at a Level 1 Trauma Center, do it! Transferable skills such as devices, drips and exposure on cases is also super important when showcasing your skills.

Education & Certifications

Pay is also factored by education. Some organization have separate pay scales for ADNs vs BSNs. If going back to school doesn’t make sense for you, certifications will help.

Sign-On Bonuses

Sign-on bonuses are not always around, but when they are it’s a great opportunity to increase your annual salary by $10,000 or even $20,000! Most organizations will run these quarterly following a quarterly budge. There is nothing more frustrating than missing out on a sign-on so be sure to ask your recruiter how long the sign on bonus is running to position your timeline accordingly.

Your Interview

The interview will often determine how bad the hiring manager or leadership team want you and how much they might be willing pay, within their range of course.? I tell my candidates our interview preparation call is often the most important conversation of the whole process.? For example, if an organization has offered a candidate $45/hour and the candidate is seeking $47/hour, a counter can be an option if the unit manager really wants the candidate. This often has nothing to do with experience or education, but rather the connection with the unit manager or hiring manager.? Don’t underestimate the importance of a good impression during an interview.

Especially with cost of living rising, I hope this information has been helpful.? Throughout my career in healthcare recruitment, advocating for RN pay is something I am hugely passionate about. If you have any additional questions, I am happy to be a resource. Feel free to reach out to me at [email protected].

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