for RNs, offering salaries well above the national average. Not only does California offer the highest RN salaries, the state boasts the top 10 paying metropolitan areas in the U.S. According to the BLS, RNs make the highest salaries in California, Hawaii, Oregon, District of Columbia, and Alaska. Where an RNFA works will also impact compensation levels. Average compensation ranges from $59,450 for nurses in the bottom 10% to over $120,520 for the top 10%.īecause RNFAs enter the field after getting specialized certifications and at least two years experience as a perioperative nurse, they can expect to command higher-than-average pay. As of May 2021, RNs earn an average annual salary of $82,750. However, BLS state-specific estimates for all RNs reflect salary ranges for RNFAs. Bureau of Labor Statistics (BLS) does not provide salary data for RNFAs. For example, staff nurses, who do not hold the same certifications as RNFAs, make an annual salary of $78,760 as per in August 2022. Because of their broader responsibilities and specialized training, these nurses typically earn more than other operating room RNs. The increasing demand and value placed on RNFAs by hospitals and surgical clinics has lifted RNFA salary potential compared to other RN roles. Nurses who work in states with higher than average cost of living can also expect higher pay. RNFAs with more work experience will command top salaries. Like all RN positions, earnings can vary significantly depending on education, certification, and type of employer. How much does an RNFA make? The median RNFA salary in the United States, as of August 2022 data from, is $102,740. Find out more about RNFA salaries, the highest-paying states, and how to increase your pay. The growing need for surgical care and the rise in outpatient clinics and same-day procedures have boosted average RNFA salary levels and career opportunities. These RNs have more operating room responsibilities than scrub nurses and other perioperative nurses. Before that happens, it makes good business sense for companies that want to attract early talent to adopt pay transparency policies.Interested in a career as a registered nurse first assistant (RNFA)? RNFAs work with doctors during surgery, applying their specialized knowledge and training to provide better patient care and ease the pressure on the healthcare team. If trends continue, pay transparency could be the law of the land. Indeed, studies suggest pay transparency has positive effects on job satisfaction, job performance and workers’ perceptions of their employer. Yet another survey found that 60% of employees - especially Gen Z and Millennials - would consider switching jobs to gain more pay transparency than they have at their current company. It further suggests that a company might be untrustworthy. When job applicants don’t see salary information on a posting, they’re likely to think a company is hiding something or might underpay them. A survey of North American employers found that nearly a third say they are not ready to take this step.Ĭompanies that delay might undermine efforts to attract and retain employees. It’s clear that not every company is thrilled by this trend toward greater pay disparity. Public salary disclosures won’t rectify all of these long-standing pay equity issues, but they let early talent know that companies are serious about working to fix them. Handshake data shows that companies get 13% more applications from Black students when they include salary information in job postings. Salary disclosure laws are intended to promote fairness as we continue to learn more about chronic wage gaps between men and women and disparities rooted in race and ethnicity. It can enhance equity and diversity efforts. A recent survey of adults who have looked for work within the past five years found that a third of them would not go to a job interview unless they knew the pay. In fact, when asked to rank their top factors related to gender diversity that might compel college students to apply to a company, Gen Z put pay equity above seeing women in leadership roles, having dedicated programs to support women and employing a chief diversity officer.Ĭompanies that keep salary information close to the vest risk losing applicants and draining their talent pool. 1 reason why Gen Z chooses a particular employer and sticks with a job. Our own data shows that salary is far and away the No. They’re much more comfortable discussing salaries than previous generations. Generation Z - today’s early talent - tell us they’re more likely to apply for a job if they see a salary range. Pay transparency laws are already starting to have an effect: A recent survey found that nearly one in six companies that disclosed pay data attracted more job candidates.
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