Offered $45 an Hour With a Master’s Degree - Nurse Educator Pay Is a Healthcare Crisis

Disclaimer: The following is not legal advice or intended to provide any legal guidance to nurses. Always consult with a legal professional.

If you’ve had a chance to chat with me before, you know I’m not one to shy away from tough conversations. Whether it’s navigating the legal complexities nurses face, advocating for their rights, or discussing challenges in the profession, I’m always up for addressing the tough stuff. Nursing instructor pay is an issue that’s often overlooked, but it’s high time we shine a light on the pay disparity for nurse educators.

Adjunct Nursing Professor Pay- My Experience

When I started exploring adjunct teaching positions, I was honestly shocked by the pay. Considering the qualifications required—a master’s degree in nursing, clinical experience, and the responsibility to meet Board of Nursing standards—the compensation doesn’t seem to reflect the critical role these educators play in shaping the future of nursing, and it’s time we talk about it.

With over 24 years of critical care experience, I’ve seen firsthand the dedication and hard work that nursing educators put in. They’re not just teaching—they’re training the next generation of nurses who will take care of patients, families, and communities. So why isn’t the pay aligning with the responsibility and importance of their work?

This isn’t just about fair pay—it’s about recognizing and supporting those who are shaping the future of our profession. If we want to see real change, we need to continue this conversation and advocate for the fair compensation that nurse educators deserve.

The Reality of Adjunct Nurse Faculty Pay

Let’s break down the reality of adjunct nurse faculty pay. You might have heard the term “adjunct,” but if you're not fully aware of what it means in the nursing education world, here’s my experience: Adjunct nursing professors are part-time, often contract-based educators, and they are paid a fraction of what their full-time counterparts make!

To put it into perspective, while full-time faculty enjoy stable 12-month contracts with benefits, adjuncts are often limited to 9-month contracts, with little to no benefits. And despite teaching the same courses and bringing the same expertise to the table, adjunct faculty often find themselves struggling to cover even basic living expenses. A 2020 report by the American Federation of Teachers found that nearly a third of adjuncts earn less than $25,000 per year, placing them below the federal poverty guideline for a family of four. That's not much when you're responsible for educating the next generation of nurses!

It's a hard pill to swallow, especially when you consider that many adjuncts also juggle bedside nursing roles just to make ends meet. Clinical nurse educators, who teach in labs and simulation settings, must maintain active nursing licenses, adding another layer of responsibility to their already heavy workload.

So why does this disparity exist? Many nursing schools—especially in underserved areas—rely heavily on adjuncts, but the pay doesn't match the demand. For some, becoming an adjunct is seen as a stepping stone into full-time academia, but it’s hardly a guaranteed path. What has been your experience with adjunct faculty pay in nursing?

The Pay Discrepancy

Let’s take a closer look at full-time nursing faculty roles. While these positions offer more stability and generally higher salaries than adjunct roles, there’s still a glaring pay gap when it comes to what nursing educators earn compared to clinical nurses.

According to the U.S. Bureau of Labor Statistics (BLS), the median annual wage for registered nurses was $86,070 in May 2023. Sounds decent, right?

But, the more specialized the nurse, the more they earn:

• Nurse Anesthetists: Among the highest-paid nursing specialties, nurse anesthetists have a median annual wage of approximately $189,000.
• Neonatal Nurses: Specializing in the care of newborns, neonatal nurses earn around $127,000 annually.
• Emergency Room Nurses: These nurses, who work in high-pressure emergency settings, have a median annual salary of about $116,000.

In comparison, nearly a third of adjuncts earn less than $25,000 per year. That’s a significant difference, especially when you consider the critical work that nursing educators do—shaping the next generation of nurses, staying current with clinical knowledge, and balancing demanding academic responsibilities.

A Real-Life Insight

I had a conversation with a colleague at one of the top universities in our state who shared a fascinating insight. Despite this school having the highest nursing faculty salaries in the state, their pay still doesn’t match what hospitals offer.

Even though the university administration is aware of the gap, raising salaries is a tricky situation. Why? Because nursing faculty are already considered the “highest paid” across academic departments, any salary increase might ignite salary inflation, causing other departments to demand the same.

A Bigger Issue: The Institutional Struggles and Challenges

The pay gap in nursing education is just the tip of the iceberg. Beneath the surface, nursing schools—especially those at state universities—are facing a deep financial struggle that goes beyond faculty salaries. Let’s break it down.

On one side, nursing schools want to offer competitive salaries to attract and retain top-tier educators. On the other, they’re stuck with tight budgets and the ongoing pressure to keep tuition costs low, particularly for underserved student populations who rely on affordable education options.

It's a delicate balancing act: if salaries are increased to make teaching roles more competitive, tuition hikes might be inevitable. But that comes at a cost, especially for students who, despite low tuition, still need scholarships to make their education possible.

The Texas Dilemma

Let’s take Texas as an example. In my experience, some of the lowest tuition rates in the state are offered by certain nursing schools, making them financially accessible to a broad range of students who might not have other opportunities. But here's the catch: increasing educator pay would likely lead to higher tuition costs, which could undermine the very mission these schools are working so hard to fulfill—providing an affordable education to future nurses.

The Heart of the Issue: Educators Deserve More

This brings us to the heart of the problem. Nurse educators are the backbone of healthcare’s future. They’re the ones shaping the next generation of nurses and ensuring our healthcare system stays strong. But despite their vital role, they often find themselves fighting for fair compensation in a structure that simply doesn’t support them. It's as if the system doesn't recognize just how critical their work is, which is truly a disservice to the future of nursing.

Could Nurses Be Part of STEAM?

Imagine a world where nurses were seen as part of STEAM (Science, Technology, Engineering, Art, and Math)—yes, art is in there, and nurses are often the creative innovators who shape healthcare. Would that change things? Would it open up additional funding opportunities and recognition?

Nurse innovators like Rebecca Love, MSN, RN, and the Commission for Nurse Reimbursement (CNR) are actively engaging with Congress to advocate for improved funding and systemic changes in healthcare reimbursement structures.

It’s about demanding change at the highest levels, fighting for our educators, and ensuring they are compensated for their critical contributions to healthcare.

Why Would Anyone Enter Academia? I Ask.

As I consider the possibility of adjunct instructor positions, I feel excited about the thought and the opportunity to help shape the next generation of nurses. But I also feel the weight of the pay and benefits offered, along with the level of accountability that comes with such roles—accountability that many instructors don’t fully realize until it’s too late. Yes, as a nurse instructor, you can be reported and disciplined by a board of nursing in that role.  Anytime a nurse uses the word nurse they are held to the rules and regulations that dictate that professional license.  Take, for example, the Texas Nurse Practice Act (NPA), which outlines the responsibilities of nurses who supervise students. This is essential for all nursing instructors to know and understand.  

In addition to requiring a master's degree, the salary for teaching was significantly lower than what I was earning in the clinical world, and the expectations and accountability were higher as I am now not just accountable for myself but others. It's a stark reminder that the role of a nursing educator is much more complex and demanding than many outside of academia realize.  It was one of those moments when I asked myself, "Is this the nursing world I know and love, or am I stepping into a parallel universe where education and care are treated as separate entities?" This experience sparked a deep reflection on how nurses are valued across various sectors—whether at the bedside or in the classroom.

The disconnect between the two became glaringly obvious, and I realized that if we are truly going to shape the future of nursing, we need to start having tough conversations about pay, support, and respect for those who educate.

How Do We Fix This?

The issue of nurse educator pay and the systemic challenges they face is a much bigger problem than just a paycheck. Fixing this requires a collective effort from nurses, nursing organizations, and policymakers to disrupt these outdated systems and demand better support for those who educate our future nurses. Here’s how we can start addressing these issues, both from within the profession and at a larger societal level:

Addressing the disparities in nurse compensation requires a multifaceted approach:

1. Advocacy and Policy Reform: Organizations like the Commission for Nurse Reimbursement (CNR) are actively working to modernize reimbursement structures for nursing services. Their mission is to transform how nursing care is valued and reimbursed, aiming to secure fair compensation for nurses' critical contributions.
2. Strategic Partnerships: Collaborations between nursing associations and healthcare organizations can drive systemic change. For instance, the CNR has partnered with the American Academy of Ambulatory Care Nursing (AAACN) to advance nursing value demonstration and revenue creation, focusing on policy changes and innovative reimbursement models.
3. Legislative Engagement: Participating in legislative summits and engaging with policymakers are crucial steps. The CNR's inaugural Legislative Summit in June 2024 united healthcare leaders to discuss and strategize on nurse reimbursement issues, emphasizing the need for policy reforms that recognize the value of nursing care.
4. Professional Development and Education: Nurses should pursue continuous education and leadership roles to enhance their influence in healthcare settings. Engaging in professional organizations and committees can provide platforms to advocate for fair compensation and contribute to policy development.
5. Community and Institutional Engagement: Nurses can participate in school boards, university committees, and local healthcare forums to advocate for equitable compensation and highlight the importance of nursing education and practice.

By combining these strategies, we can work towards a more equitable and sustainable future for nursing professionals.

Now is the time to stand together and create a lasting impact. Let’s raise our voices, demand change, and ensure that nurse educators receive the recognition, pay, and respect they deserve.

Visit Advocates for Nurses for resources, courses, and mentoring opportunities to guide you on your path. Let’s keep advocating, educating, and inspiring—together.