FOR THE PAST 6 YEARS, our sister journal, Nursing2005, has conducted an extensive nursing salary survey, with overall results reported in the fall. This year, LPN2005 takes a closer look at what LPN/LVN respondents had to say.
Who they are
Of the nearly 1,400 nurses who responded to the annual national survey, 126 (9.1% of the sample) identified themselves as LPNs/LVNs. What's the profile of the LPNs and LVNs who responded? They're primarily:
* over age 50 (35%), followed by the 41-to-50 age-group (27%)
* female (97% female, 3% male)
* employed in long-term care (38%) and in the hospital (23%)
* working in geriatrics (39%) or on a medical/surgical unit (16%) if they're employed in the hospital
* working in the midwest or the south (35% each).
What they're earning
Respondents offer some good news about the salary outlook for LPNs/LVNs: The overall average annual income for those who responded to the survey is $34,388, 6.27% higher than in 2004 ($32,358) (see Salary breakdown). Continuing a trend over the past few years, the starting hourly base salary for LPNs/LVNs also rose, averaging $14.43/hour-an increase of 6.2% over the previous year ($13.58/hour). That's more than the increase in hourly base salary of 4.2% for all survey respondents (RNs and LPNs/LVNs combined).
Many facilities also offer pay differentials. These figures dropped overall in the survey, when RN and LPN/LVN responses were combined. When we looked at only LPN/LVN responses, however, we found that LPNs/LVNs fared better-but just barely. About 60% of respondents enjoy shift differentials, the most common type of differential, up slightly from 58% in 2004. One-fifth of respondents (20%) say that charge nurses at their facility are paid a differential, a 2% increase from 2004. Nearly two-thirds of respondents, though, report that their facilities offer no differentials, about 1% more than last year.
About 45% of respondents report being reimbursed for continuing-education activities; 28% are reimbursed for conference and travel fees. Only 5% say their facilities give retention bonuses, and only 8% reimburse for certification fees, both declines from last year.
Some gains, but still underpaid?
Salary increases for nurses overall have gained momentum in recent years, fueled in large part by the nursing shortage and high vacancy rates. But many nurses consider themselves significantly underpaid compared with other professionals. Said one nurse bluntly, "Nursing pay is a disgrace for the responsibility involved."
But as many nurses pointed out, even a good salary is poor compensation for nurses who struggle daily with unsafe staffing levels, overtime issues, and other problems associated with the nursing shortage.
Let's give the last word to two nurses who summed up the opinions of many of their colleagues.
"Nursing is still a predominantly female occupation and continues to be lumped into the facility's per diem rather than billed separately. We haven't succeeded in articulating precisely what we do so as to award an appropriate dollar figure to our interventions."
"Our issues may appear on the surface to be pay-related, but the lack of respect for nursing by nursing administrators and their inability to see how dangerous staffing is even on a 'good' day are what is really wrong. Salary is only a problem when it's very low-otherwise, give us safe staffing and directors of nursing who care."
The Nursing2006 salary survey begins in January. In a future issue, we'll give you directions for participating online.