Are CRNAs Typically Paid Hourly or on a Salary Basis?
Certified Registered Nurse Anesthetists (CRNAs) play a critical role in the healthcare industry, providing anesthesia and related care before, during, and after surgical procedures. One common question regarding this profession is whether CRNAs are typically paid hourly or receive a salary. The reality is nuanced—CRNAs are compensated under both structures, with specific employment contexts, geographic locations, and experience levels influencing the payment method.
Compensation Structures: Hourly Versus Salary
CRNAs can be compensated through hourly wages, annual salaries, or hybrid models combining a base salary with additional incentives or productivity bonuses. Data from recent surveys and government statistics offer insights into these compensation models.
Hourly Compensation
Hourly pay structures for CRNAs are most common in employment scenarios such as locum tenens positions, outpatient surgical centers, and private practices. As of 2025, hourly compensation for CRNAs typically ranges between $69.17 and $118.74 per hour, according to data from nursingprocess.org and the U.S. Bureau of Labor Statistics (BLS).
Hourly positions often include overtime pay for non-exempt roles, typically at 1.5 times the regular hourly rate after 40 hours per week. States offering notably higher hourly wages include:
| State | Average Hourly Wage (2025) |
|---|---|
| Minnesota | $128.33 |
| Hawaii | $128.22 |
| California | $118.74 |
Annual Salary Compensation
A significant proportion of CRNAs employed in hospitals and healthcare institutions receive annual salaries. The median annual salary for CRNAs in 2025 is approximately $205,770, with salaries varying widely based on experience, geographic region, and specialty focus (BLS). Salaried CRNAs often receive comprehensive benefit packages, including retirement plans, health insurance, and professional development allowances, contributing significantly to overall compensation.
The top-paying industries for salaried CRNAs include:
| Industry | Average Annual Salary (2025) |
|---|---|
| Specialty Hospitals (private) | $246,810 |
| Federal Government Facilities | $205,770 |
Hybrid Compensation Models
Some CRNA positions utilize hybrid compensation models, combining a fixed annual salary with additional productivity bonuses, incentives, or payments for on-call shifts. These incentives can significantly boost overall earnings—common bonuses for on-call shifts range from $500 to $600 per shift.
Factors Influencing CRNA Payment Structures
Several key factors influence whether CRNAs receive an hourly wage or annual salary, including employment setting, geographic location, and years of experience.
Employment Setting
The type of healthcare facility significantly impacts the payment structure:
- Hospitals: About 70% of CRNAs employed in hospitals receive annual salaries.
- Outpatient Surgery Centers: Approximately 45% of CRNAs in these settings are hourly employees.
- Locum Tenens Positions: Roughly 90% of CRNAs working temporary or locum tenens assignments are paid hourly.
Geographic Location
Geographic variations significantly affect compensation. Certain states offer higher hourly rates, while others provide more substantial annual salaries:
| State | Highest Reported Earnings (Annual, 2025) |
|---|---|
| Illinois | $281,240 |
| Montana | $256,460 |
| Minnesota | $266,000 |
Experience Level
Experience also plays a crucial role:
- Entry-Level CRNAs: Average annual compensation is around $149,675.
- Experienced CRNAs (10+ years): Average annual earnings increase significantly, averaging approximately $186,894 per year.
Legal and Regulatory Considerations
The Fair Labor Standards Act (FLSA) classifies most CRNAs as exempt employees, meaning they do not qualify for overtime compensation under federal guidelines. However, non-exempt CRNA roles, often hourly positions, must be compensated for overtime according to federal and state labor laws.
State-specific regulations can also impact CRNA compensation structures. For example:
- California mandates overtime pay for hourly hospital staff, including CRNAs.
- Texas does not offer mandatory overtime protections for salaried CRNAs.
Professional Organizations and Resources
Several professional organizations provide valuable resources and guidance regarding CRNA compensation, industry standards, and career development:
- American Association of Nurse Anesthesiology (AANA)
- Address: 10275 W Higgins Rd, Suite 500, Rosemont, IL 60018
- Phone: (855) 526-2262
- Provides comprehensive surveys and data on CRNA compensation and employment conditions.
- American Academy of Nurse Practitioners Certification Board (AANPCB)
- Address: 2600 Via Fortuna, Suite 240, Austin, TX 78746
- Phone: (512) 637-0500
- Email: [email protected]
- Facilitates certification and professional development for advanced practice nurses.
- Council on Accreditation of Nurse Anesthesia Educational Programs (COA)
- Address: 222 S Prospect Ave, Park Ridge, IL 60068
- Phone: (847) 655-1160
- Accredits nurse anesthesia educational programs, influencing employment opportunities and compensation potential.
Additional Resources and Tools
For those seeking deeper insights into CRNA compensation, several tools and studies can provide valuable information:
- AANA Compensation Survey: Detailed analysis of compensation trends.
- ZipRecruiter CRNA Salary Explorer: Tool for comparing CRNA salaries across multiple regions.
- “2025 CRNA Workforce Report” by AANA: Examines compensation disparities by region and gender.
- “Impact of Telemedicine on CRNA Compensation” (Journal of Nursing Anesthesia, 2024): Explores emerging trends affecting CRNA compensation.
Understanding the nuances of CRNA compensation structures—whether hourly, salaried, or hybrid—provides valuable insights into the profession’s financial outlook. With variations influenced by setting, geography, experience, and regulatory frameworks, CRNAs and prospective CRNAs can make informed career decisions aligned with their professional goals and personal expectations.