New Grad Benchmarks
First-Year CRNA Salary Benchmarks 2026
What new grads actually make in year one. The state 25th percentileis your floor — anything below means the offer is below market. Year-one negotiation rarely pulls you above the state median; that's a year 3–5 conversation.
How to read these numbers
- p25 = new-grad floor. First-year offers below this are below market in your state.
- p50 = state median. Where year 3–5 CRNAs typically land.
- 1099 hourly is independent contractor rate. Take-home is ~60% of gross after self-employment tax, benefits, and retirement.
- COL index: 100 = national average. A higher salary in a high-COL state may have lower buying power.
| State | FloorNew Grad Floor (p25) | State Median | 1099 Hourly | COL Index |
|---|---|---|---|---|
| Alaska | $240K | $290K | $150–$200/hr | 127 |
| California | $230K | $275K | $145–$195/hr | 142 |
| Washington | $230K | $270K | $145–$190/hr | 110 |
| Wyoming | $225K | $265K | $140–$185/hr | 95 |
| Colorado | $220K | $260K | $135–$180/hr | 105 |
| Montana | $220K | $260K | $135–$180/hr | 95 |
| New York | $220K | $260K | $140–$190/hr | 139 |
| North Dakota | $220K | $260K | $140–$180/hr | 90 |
| Oregon | $220K | $260K | $135–$180/hr | 113 |
| Connecticut | $215K | $255K | $135–$175/hr | 111 |
| Idaho | $215K | $255K | $130–$170/hr | 97 |
| Massachusetts | $215K | $250K | $135–$175/hr | 135 |
| Minnesota | $215K | $255K | $135–$175/hr | 98 |
| Nevada | $215K | $255K | $135–$175/hr | 104 |
| New Jersey | $215K | $250K | $135–$175/hr | 115 |
| South Dakota | $215K | $255K | $135–$175/hr | 90 |
| Arizona | $210K | $245K | $130–$170/hr | 103 |
| Hawaii | $210K | $240K | $130–$170/hr | 192 |
| Illinois | $210K | $240K | $130–$170/hr | 94 |
| Iowa | $210K | $250K | $130–$170/hr | 90 |
| Kansas | $210K | $245K | $130–$165/hr | 87 |
| Maryland | $210K | $245K | $130–$170/hr | 113 |
| Nebraska | $210K | $250K | $130–$170/hr | 90 |
| New Hampshire | $210K | $245K | $130–$170/hr | 113 |
| New Mexico | $210K | $245K | $130–$170/hr | 93 |
| Rhode Island | $210K | $245K | $130–$170/hr | 108 |
| Utah | $210K | $245K | $130–$170/hr | 101 |
| Wisconsin | $210K | $245K | $130–$170/hr | 93 |
| Delaware | $205K | $240K | $125–$165/hr | 104 |
| Maine | $205K | $240K | $125–$165/hr | 109 |
| Michigan | $205K | $240K | $125–$165/hr | 91 |
| North Carolina | $205K | $240K | $125–$165/hr | 96 |
| Pennsylvania | $205K | $240K | $125–$170/hr | 97 |
| Vermont | $205K | $240K | $125–$165/hr | 112 |
| Virginia | $205K | $240K | $125–$170/hr | 104 |
| Georgia | $200K | $235K | $125–$160/hr | 93 |
| Indiana | $200K | $235K | $125–$160/hr | 90 |
| Missouri | $200K | $235K | $125–$160/hr | 88 |
| Ohio | $200K | $235K | $125–$160/hr | 91 |
| Oklahoma | $200K | $235K | $125–$160/hr | 87 |
| South Carolina | $200K | $235K | $125–$160/hr | 96 |
| Texas | $200K | $235K | $125–$170/hr | 92 |
| Alabama | $195K | $220K | $120–$160/hr | 89 |
| Arkansas | $195K | $230K | $120–$155/hr | 87 |
| Florida | $195K | $230K | $120–$165/hr | 101 |
| Kentucky | $195K | $230K | $120–$155/hr | 90 |
| Tennessee | $195K | $230K | $120–$160/hr | 90 |
| Louisiana | $190K | $225K | $120–$155/hr | 92 |
| West Virginia | $190K | $225K | $120–$155/hr | 85 |
| Mississippi | $185K | $220K | $115–$150/hr | 85 |
Adjust for setting
The state floor assumes hospital / academic. Apply these multipliers for other settings.
Hospital / academic
1.00× state baseThe default reference. New grads typically start here.
Surgery center (ASC)
+5%Less call, more daytime hours. Market rates are slightly lower per hour but lifestyle premium is real.
Office-based
+8%Pain management, dental, plastics. Higher hourly, fewer cases per day. Independent practice opportunities.
Rural / critical access
+15%Hardest to staff, highest pay for new grads willing to commit. Often loan repayment programs available.
Locum tenens (1099)
+20% on hourlyNot recommended for new grads in year 1 — credentialing burden and zero clinical mentorship are tough.
Military / VA
−15% baseLower base offset by federal benefits, retirement match, loan repayment, and predictable schedule.
What new grads can actually negotiate
Honest take: in year one, base salary is mostly set by market. What you can move:
- Signing bonus: $10K–$30K is common for new-grad CRNA offers. Rural/crisis-staffed positions go higher, up to $50K+.
- CME allowance: $3,500–$5,000/yr is standard. Push for $5,000+ and 5 days CME time.
- PTO:4–6 weeks. Negotiate the calendar accrual not the day count — “6 weeks accrued in year 1” is better than “6 weeks once you've been here a year.”
- Loan repayment: $20K–$50K/yr in rural and underserved areas. Federal NHSC also stacks. Run the math on loan repayment vs. higher base — repayment is usually tax-favored.
- Tail coverage: if claims-made, get the employer to pay tail on no-fault termination. This single clause is worth $10K–$30K to you on contract end.
- Retirement match: 4–8% of base. Push for the match to vest immediately rather than over 3–5 years.
Salary Calculator
Run your specific scenario with state, setting, experience, and call burden filters.
Negotiation Playbook
12-item scorecard, scripts, and the leverage points new grads don't realize they have.
Signing Bonus Analyzer
After-tax, clawback-adjusted, vesting-aware real value.
New Grad 90-Day Playbook
Week-by-week from graduation to first clinical day.
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