Director of Nursing (DON) salary: $80.83/hr$3,233/wk$168,116/yr median.
Pay range $73.05$2,922$151,944–$92.30/hr$3,692/wk$191,984/yr across the middle 50% of active Nursing Leadership Nursing Leadership postings nationwide.
70 unique employers · 63 cities · 28 states. Pay moved +103.8% over the last 30 days.
How Director of Nursing (DON) pay is distributed.
10% of postings pay under $43.35/hr$1,734/wk$90,168/yr. The top 10% pay above $100.00/hr$4,000/wk$208,000/yr.
How Director of Nursing (DON) pay has moved month over month.
Median pay moved from $105.85 in May 2026 to $53.00 in Oct 2026 (-49.9%). Bars show monthly posting volume; the line tracks the posting-weighted median.
| Month | Median /hr/wk/yr | P25–P75 | Postings |
|---|---|---|---|
| May 2026 | $105.85$4,234$220,168 | $91.86$3,674$191,069–$120.93$4,837$251,534 | 7 |
| Jun 2026 | $80.65$3,226$167,752 | $75.40$3,016$156,832–$91.09$3,644$189,467 | 54 |
| Jul 2026 | $79.50$3,180$165,360 | $75.00$3,000$156,000–$86.85$3,474$180,648 | 29 |
| Aug 2026 | $91.19$3,648$189,675 | $84.23$3,369$175,198–$92.65$3,706$192,712 | 25 |
| Sep 2026 | $46.75$1,870$97,240 | $24.13$965$50,190–$76.00$3,040$158,080 | 4 |
| Oct 2026 | $53.00$2,120$110,240 | $32.50$1,300$67,600–$65.00$2,600$135,200 | 17 |
Director of Nursing (DON) pay across every state with live data.
Showing all 11 states with live data. Bars scale to the highest-paying state.
The metros writing the biggest Director of Nursing (DON) paychecks.
| City | State | Median /hr/wk/yr | P25–P75 | Postings |
|---|---|---|---|---|
| albert lea | MN · MINNESOTA | $89.05$3,562$185,224 | $80.65$3,226$167,752–$93.90$3,756$195,312 | 11 |
| brooklyn | NY · NEW YORK | $87.95$3,518$182,936 | $84.73$3,389$176,238–$91.52$3,661$190,362 | 12 |
CITY PAY DATA
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Where the top of the market is paying for Director of Nursing (DON).
| Employer | Median /hr/wk/yr | Range | Postings |
|---|---|---|---|
| anders group | $86.83$3,473$180,606 | $86.83$3,473$180,606–$100.98$4,039$210,038 | 5 |
| genie healthcare | $74.88$2,995$155,750 | $69.65$2,786$144,872–$104.00$4,160$216,320 | 9 |
| getmed staffing, inc. | $79.92$3,197$166,234 | $78.15$3,126$162,552–$119.65$4,786$248,872 | 8 |
| gqr healthcare | $80.31$3,212$167,045 | $72.50$2,900$150,800–$92.40$3,696$192,192 | 8 |
| supplemental health care | $82.55$3,302$171,704 | $79.15$3,166$164,632–$124.15$4,966$258,232 | 6 |
| uniti med | $86.85$3,474$180,648 | $75.40$3,016$156,832–$92.40$3,696$192,192 | 7 |
| wayward medical | $74.65$2,986$155,272 | $71.50$2,860$148,720–$84.50$3,380$175,760 | 7 |
| wellspring nurse source | $77.70$3,108$161,616 | $72.53$2,901$150,862–$105.15$4,206$218,712 | 5 |
Showing all 8 employers with live pay data.
How Director of Nursing (DON) pay shifts by schedule and contract type.
Travel Contract pays the most at $84.74/hr$3,390/wk$176,259/yr median — 430% above Parttime at $16.00/hr$640/wk$33,280/yr.
How to become a Director of Nursing (DON).
Nursing leadership roles run the operational and clinical management side of nursing — staffing, budget, quality, throughput, and workforce development for a unit, department, or system. The category includes charge nurses, nurse supervisors, nurse managers, directors of nursing, and chief nursing officers. Every leadership role builds on years of bedside RN experience plus progressively more education and operational responsibility.
Standard path: BSN + 5-10 years of clinical experience → MSN in nursing administration or MBA/MHA → progressive leadership roles from charge nurse to nurse manager to director to CNO. Most CNOs hold an MSN-NL or DNP plus 15+ years of nursing experience including operational leadership.
| Degree | Duration | Notes |
|---|---|---|
| Bachelor of Science in NursingBSN | 4 years | Functional baseline for charge and lead RN roles. Some smaller systems still hire ADN-prepared charge nurses, but BSN is the norm. |
| MSN — Nursing Administration / Executive LeadershipMSN-NL | 2 years post-BSN | Standard credential for nurse manager, director, and CNO tracks. Covers healthcare finance, HR, quality, and systems leadership. |
| MBA / MHA | 2 years | Alternative or supplement to MSN-NL for nurse leaders moving toward CNO, COO, or system executive roles. |
| Doctor of Nursing Practice — ExecutiveDNP | 3-4 years | Doctoral terminal degree for executive nursing roles. Increasingly common for CNO and Vice President roles in academic systems. |
Active unencumbered RN license required for all nurse leader roles up through CNO. Bedside licensure remains the foundation for clinical credibility.
Required at most systems even for leadership roles that don't deliver direct care.
| Credential | Issued by | Pay impact |
|---|---|---|
| NE-BC Nurse Executive - Board Certified Standard board credential for nurse managers and directors. Eligibility requires a BSN, an MSN, and management experience. | ANCC | +5-10% |
| NEA-BC Nurse Executive, Advanced - Board Certified Executive-level credential for CNOs and senior leaders. Requires graduate-level education plus 2+ years in a senior executive role. | ANCC | +5-15% |
| CENP Certified in Executive Nursing Practice Executive nursing credential from the American Organization for Nursing Leadership. Common for VP and CNO tracks. | AONL / AONE | +5-15% |
| Clinical specialty board CCRN / CEN / CNOR / etc. Clinical specialty certifications carry forward into unit-level leadership — a CCRN charge nurse and a CNOR OR director both signal credibility with their teams. | AACN / BCEN / CCI | +5-10% |
- 3-5 years RNCharge Nurse
Shift-level leadership for a single unit. Handles assignments, admissions/discharges, breaks, and rapid-response coordination.
- 5-7 yearsLead RN / Unit-Based Council Chair
Recognized clinical and operational leader on a unit. Often the bridge role into formal nurse-manager appointments.
- 7-10 yearsNurse Manager
Full operational ownership of a unit or service line: staffing, budget, hiring, quality, and 24/7 unit performance. MSN often required.
- 10-15 yearsDirector of Nursing
Multi-unit or service-line oversight (e.g. all critical care, all perioperative services). Owns strategy and operational performance for that domain.
- 12-18 yearsVice President of Nursing / Associate CNO
System or hospital-level executive responsible for a major nursing domain. Often a stepping stone to the CNO seat.
- 15+ yearsChief Nursing Officer (CNO)
Top nursing executive in a hospital or system. Owns nursing strategy, workforce, and quality; partners with CMO and CEO on overall care delivery.
Schedule. Charge nurses work shifts; managers and above work primarily business hours with significant on-call exposure (24/7 unit accountability). Directors and CNOs work substantial weeks and weekends during crises, surveys, and major operational events.
Physical demands. Largely operational rather than physical. Leaders often back-fill bedside during staffing crises, especially nurse managers, so the underlying physical demands of the unit still apply intermittently.
Healthcare management overall is one of the fastest-growing US occupational categories. Nursing leadership specifically benefits from workforce churn (post-pandemic retirements, manager burnout) plus the ongoing build-out of value-based care, quality reporting, and Magnet certification programs.
What clinicians ask about Director of Nursing (DON) pay.
What is the average Director of Nursing (DON) salary in 2026?
The median Director of Nursing (DON) salary is $80.83/hr (approximately $168,116/yr) based on 158 active job postings.
What is the pay range for Director of Nursing (DON)?
Hourly pay ranges from $73.05 at the 25th percentile to $92.30 at the 75th percentile, with the top 10% earning above $100.00/hr.
Which state pays Director of Nursing (DON) roles the most?
Massachusetts currently leads with a median of $96.09/hr across 6 postings.
How many employers are hiring Director of Nursing (DON)s?
Our dataset shows 70 unique employers posting Director of Nursing (DON) roles across 28 states.
Where does TrueRounds get Director of Nursing (DON) salary data?
All salary figures are computed from active US healthcare job postings with listed pay ranges, collected over a rolling 6-month window and weighted by posting volume.
Active US healthcare postings. Weighted by volume. Refreshed daily.
Pay benchmarks are computed from active job postings with listed pay ranges, collected on a rolling 6-month window. Each role's percentiles are weighted by posting volume so a metro with two postings doesn't outweigh a metro with two hundred. Outliers (postings priced more than 4× the role median) are dropped to avoid contract-line distortion.
Use the data, then push back.
Bring these numbers into your next contract conversation. Recruiters know what the market pays — now you do too.