Nurse Survey Review
This report summarizes the responses to the Wisconsin State 2020 Registered Nurse and 2021 Licensed Practical Nurse surveys administered by the Wisconsin Department of Safety and Professional Services as a requirement for license renewal. Per State Statute 106.30, the Department of Workforce Development (DWD) conducts a census of the nurses to assist policymakers in evaluating the supply and demand for nurses and to determine whether there are any regional shortages of nurses or impediments to entering the nursing profession in Wisconsin.
91,442 Registered Nurses (RN) completed the survey. 90,742 were online surveys and 700 answered on paper.
- After eliminating incomplete and unusable surveys, the final sample includes 81,919 RN surveys.
- 69,838 (85.25%) are employed as RNs and 866 (1.06%) are unemployed or are not currently working but are actively looking for work in nursing.
- 51,187 (71.19%) of the sample has not changed their employment positions in the past year. For those who have changed, the most common reason was for promotion or career advancement.
- Almost half of the RN sample have as their highest level of education bachelor's degree in nursing or a related field, specifically 40,340 (49.41%). 25,214 (30.88%) have an associate degree in nursing or related field.
- Among Advanced Practice Nurses (APRN), 5,524 (91.35%) are Advanced Practice Nurse Prescribers (APNP), and 4,905 (81.11%) are Nurse Practitioners (NP).
11,128 Licensed Practical Nurses (LPN) responded to the survey. 10,885 were online responses, and 243 were paper surveys.
- After eliminating incomplete and unusable surveys, the final sample includes 9,597 LPN surveys.
- 8,088 (84.35%) are employed as LPN and 282 (2.94%) are unemployed or are not currently working but are actively looking for work in nursing.
- 6,306 (77.97%) of the sample has not changed their employment positions in the past year. For those who have changed, the most common reason was dissatisfaction with previous position.
- Most LPNs have as their highest level of education a diploma in nursing or vocational nursing 8,455 (89.12%). 714 (7.53%) have an associate degree in nursing or related field.
Overall, the nurse workforce population is not as diverse as the Wisconsin population at large.
- The nurse workforce is female dominated: 91.94% of RNs and 94.08% of LPNs are women. Based on the American Community Survey (ACS) 2015-2019, 47.60% of the Wisconsin workforce population was female.
- Both RNs and LPNs are older than the population overall. The RN workforce is 46 years old on average, while LPNs are 49 years old on average. Based on the ACS data, the Wisconsin workforce averages 44 years in age.
- LPNs are racially and ethnically more diverse than RNs. 89.64% of LPN survey respondents are White, and 3.48% are Hispanic, Latino or Latinx; 94.29% of RN respondents are White, and 2.20% are Hispanic, Latino or Latinx. In comparison, the ACS for Wisconsin reports the population as 88.19% White and 5.72% Hispanic, Latino or Latinx.
Most RNs work in hospitals (50.99%), while 22.98% work in ambulatory care. Conversely, the majority of APRNs work in ambulatory care (48.04%), while fewer work in hospitals (36.06%). The most common principal place of work for LPNs is extended care facilities (34.78%), followed by the ambulatory care setting (30.30%).
Introduction & Survey Methods
Over the past 20 years, the Registered Nurse (RN) workforce has faced the challenges of a national nursing shortage, three recessions, and new health reforms. COVID -19 exacerbated pre-existing shortages as hospitals stopped elective surgeries, requiring the need to reduce staff, which forced furloughs and unplanned retirements of RNs. However, there has been an effort by different public and private institutions to increase interest in nursing careers, resulting in a considerable rise in the number of undergraduate and graduate degrees in nursing since 2003 (Buerhaus et al, 2017). RN employment has also increased over the past 10 years, and it is projected to continue to increase in the next 10 years.
The state of Wisconsin is concerned with both the supply of, and demand for nurses to continue to provide quality health care. In 2009, in accordance with Wisconsin State Statute 106.30, the Wisconsin legislature mandated a survey of RNs each even-numbered year and a survey of the Licensed Practical Nurse (LPN) workforce each odd-numbered year to determine the characteristics of the nurses licensed in the state as part of their renewal license process.
The Department of Workforce Development (DWD) compiles the results of the survey every two years to provide information on demographic characteristics, employment, education, and growth of the nursing workforce in Wisconsin. Parallel to this legislative report, The Wisconsin Center for Nursing (WCN) conducts in-depth analysis on the data gathered from the survey.
The Wisconsin Department of Safety and Professional Services is responsible for the licensing of health care providers in Wisconsin. As part of the licensing and license renewal process, RNs and LPNs must complete the Nursing Workforce Survey. The survey gathers data on nurses who live and/or work in Wisconsin. Information from the survey is divided into different sections: 1) Licensing, Education and Training; 2) Current Employment Information; 3) Nursing Specialization Information; 4) Advance Practice Nursing (only for the RN survey), 5) Unemployment; and 6) Demographic. Two forms of the survey are used, an online version and a mail-in paper version.
The 2020 Registered Nurses survey includes 91,442 completed surveys, of which 90,742 were online and 700 were from the paper survey. After eliminating incomplete and unusable surveys, the final RN sample includes 81,919 surveys. It is important to note that the RN survey does not include the COVID-19 impacts because the collection of the data was prior to the pandemic from January to February 2020. The 2021 Licensed Practical Nurses survey includes 11,128 surveys, of which 10,885 are online and 243 are paper responses. After removing incomplete and unusable data, the final sample includes 9,597 surveys. This survey includes the after-effects of the pandemic because it was conducted from March to April 2021.
The purpose of this paper is to provide a summary of the key information collected in the 2020 RN and 2021 LPN surveys. The data provided in these surveys alone cannot predict the extent of a possible shortage of nurses across Wisconsin; it is just a description of all RN and LPN responses to the survey. Additional research is currently being undertaken by the Office of Economic Advisors (OEA) at DWD regarding demand for and supply of RNs. Further analysis of past and future surveys along with additional factors that influence the labor market may provide insight into the supply, demand, and potential shortage of nurses in Wisconsin.
If you have questions about this report or need more detailed information about the surveys, please contact:
María del Pilar Casal, PhD
Research Analyst Senior
Licensing & Employment
For this report, most of the tables are based on the final clean sample, which includes 81,919 RNs and 9,597 LPNs working and/or living in Wisconsin. The sample sizes for some tables could be different due to missing data or the nature of the question.
The chart below displays the frequency and percentages of the responses to items assessing employment status and factors related to any employment changes. Considering current employment status, 89.07% of RNs and 84.35% of LPNs are employed. Of those employed, the majority work in the nursing field: 85.25% of RNs and 75.28% of LPNs. 1.06% of RNs and 2.94% of LPNs are not employed but seeking work in nursing, while 7.45% of RNs and 8.95% of LPNs are retired.
In addition, 71.19% of the RN sample and 77.97% of the LPN sample reported no change in employment status in the past year. For RNs, 15.13% reported a new position with the same employer and 13.67% reported a new position with a different employer. For LPNs, 9.67% reported a new position with same employer, and 12.36% reported a new position with a different employer. In total, 64.25% of RNs and 40.16% of LPNs have worked about the same hours as the prior year. Only 10.56% of RNs and 21.72% of LPNs indicated that they worked fewer hours than the previous year, while 25.29% of RNs and 38.12% of LPNs worked more hours than the previous year in a typical week.
The most common reasons RNs leave their positions are promotions and career advancement (22.76%) followed by dissatisfaction with the prior position (19.36%) and seeking more convenient hours (12.84%). For LPNs, the top reasons are dissatisfaction with previous position (17.02%), salary/medical or retirement benefits (11.83%) and seeking more convenient hours (10.59%). Of those surveyed, 38.52% of RNs and 42.50% of LPNs have had their license for less than 10 years.
For the nurses reporting they provide direct patient care, 67,307 (96.38%) of RNs and 6,903 (95.76%) of LPNs report they work as a nurse in Wisconsin. Of those working in Wisconsin, 85.98% of the RNs and 94.68% of the LPNs provide direct patient care (DPC). Direct patient care is defined as, “Administering nursing care one-on-one to patients, the ill, the disabled, or clients, in the hospital, clinic or other patient care setting.” Examples include providing treatments, counseling, patient education or administering medication.
Demographics & Education
In general, the nursing survey population is not as diverse as the labor force in Wisconsin. The RN and LPN workforce continue to be dominated by females who represent 91.94% of RNs, and 94.08% of LPNs. Females represent 47.60% of the Wisconsin labor force.
Both the RN and LPN survey populations are generally older than the Wisconsin labor force at large. The average age of the RN workforce is 46 years, and the median age is 45 years. The average age of the LPN workforce is 49 years, and the median age is 50 years. In comparison, the ACS for Wisconsin reports an average and median age of 44 years. In general, the RN population is younger than the LPN population. 26.31% of RNs are between 30 and 40 years old, compared to 19.17% of the LPNs. Considering the baby boomer population (born between 1946 and 1964), 31.03% of RNs and 39.22% of LPNs are between 55 and 75 years. As the large number of RNs born in the baby boom generation aged, the percentage of the older population increased in the nursing field. This reality plus the aging population has significant implications for workforce planning for the future. Note that only the nurses renewing their licenses are required to complete the survey, and this could explain in part the disparity between the Wisconsin and nursing percentage of the labor force of RNs and LPNs under the age of 25.
In general, there is a lack of diversity in the nursing labor force. LPNs are racially and ethnically more diverse than RNs. 89.64% of LPNs as white and 3.48% as Hispanic, Latino or Latinx; 94.29% of RNs are white and 2.20% are Hispanic, Latino or Latinx. Compared to the total Wisconsin labor force, there is less diversity, especially with the RN group since 88.19% are white and 5.72% are Hispanic, Latino or Latinx for Wisconsin altogether. Most of the nursing workforce resides in Wisconsin (95.30% of RNs and 97.79% of LPNs).
Although 93.93% of RNs and 96.48% of LPNs only speak English, a wide range of languages are spoken. The main second language in the nursing workforce is Spanish; the proportion of Spanish speaking nurses is 2.40% for RNs and 1.73% for LPNs.
Education and ongoing training are critical predictive metrics for RNs and LPNs to provide quality health care in a wide range of settings and situations. The education requirements for RNs and LPNs differ. Most RNs must have at least an associate degree, while LPN only requires completion of a non-degree program. Therefore, the majority (89.12%) of LPNs have less than an associate degree while the opposite is true for RNs. Over the past 10 years the educational attainment of the RN workforce in WI has increased. 88% of the RN sample had an associate degree or higher in 2010 versus 96% in 2020. Specifically, in 2020, 30.88% have an associate degree, 49.41% a bachelor's degree, 14.01% a master's degree, and 1.96% a doctorate degree.
69.83% of RNs and 65.91% of LPNs report no plans for future nursing education. 19.96% of RNs and 20.41% of LPNs plan to further their education within the next two years. 10.21% of the RNs and 13.68% of the LPNs are currently pursuing additional studies. The top challenges for further education for both groups are costs and family/personal reasons. Specifically, the main challenge for RNs is cost of tuition and materials (47.47%), followed by family/personal reasons (31.73%). LPNs' greatest challenge is cost of lost work time and benefits (33.79%), followed by cost of tuition and materials (32.57%).
|Education and Training of Registered Nurses and Licensed Practical Nurses||RN||%RN||LPN||%LPN|
|Education (Highest Nursing or Related Field Degree)||81642||9487|
|Diploma in Nursing or Vocational Nursing||3052||3.74||8455||89.12|
|Plans for Future Education||81918||9590|
|Enrolled in a Associate Program||1111||11.58|
|Enrolled in a BSN program||3454||4.22||161||1.68|
|Enrolled in a MSN program||2621||3.20|
|Enrolled in a Master's degree program in a related health field||334||0.41|
|Enrolled in a DNP program||1033||1.26|
|Enrolled in a Nursing PhD program||109||0.13||8||0.08|
|Enrolled in a non-degree certification program||813||0.99||32||0.33|
|Plan to pursue further education in the next two years||16348||19.96||1957||20.41|
|Challenges to further education (select top two) *||81918||9590|
|Commuting distance to education program||1455||1.78||288||3.00|
|Cost of lost work time and benefits||19381||23.66||3240||33.79|
|Cost of tuition, materials, books, etc||38890||47.47||3123||32.57|
|Lack of flexibility in work schedule||7866||9.60||1240||12.93|
|Limited access to online learning||630||0.77||252||2.63|
|Scheduling of educational programs offered||1701||2.08||457||4.77|
|*Totals greater than 100% due to multiple choices. Calculated as % of respondents.|
The chart shows the relationship between the education and age of RNs.
The RNs' figure shows increased educational attainment for younger nurses. The older the population, the higher the percentage with a nursing diploma. Those in the middle age range (35 to 55 years old) have a higher proportion of associate degrees. A bachelor's degree is the norm in the younger age range. The proportion of those with master's and PhD's in nursing or related field is uniform across the different age groups.
The LPNs' figure shows a u-shape for the percentage with a nursing diploma, with the higher percentage in the case of younger than 25 and older than 60. Those in the middle age range (25 to 60 years old) have a higher proportion of associate degrees. The proportion of those with bachelor's, master's, and PhD's in nursing or related field is uniform across the LPNs older than 25.
Work & Specialization
The 2020 RN survey includes questions about telehealth and remote work for the first time. The following charts display information about telehealth and remote work at their primary place of employment.
The tables below indicate the clinical areas in which RNs and LPNs have specialized knowledge and/or experience of two or more years. For RNs, Medical-Surgical (31.50%) leads the way, followed by Acute Care/Critical Care/Intensive Care (29.70%); Adult Health (20.17%); Women's Health (17.00%); and Geriatrics/Gerontology (16.85%). For LPNs, the largest share is in Geriatrics/Gerontology (48.64%), followed by Adult Health (26.91%); Family Health (18.86%); Hospice Care/ Palliative Care (18.03%); and Community Health (16.27%).
|RN Specialized Knowledge or Two or more years' experience||Total||Percent|
|Acute Care /Critical Care/Intensive Care||24330||29.70|
|Hospice Care/ Palliative Care||8614||10.52|
|Occupational Health/Employee Health||6455||7.88|
|Labor and Delivery||5411||6.61|
|Other, not listed||4976||6.07|
|Addiction/ AODA/Substance Abuse||3896||4.76|
|School Health (K-12 or post-secondary)||2938||3.59|
|LPN Specialized Knowledge or Two or more years' experience||Total||Percent|
|Hospice Care/Palliative Care||1730||18.03|
|Other, not listed||1395||14.54|
|Medical - Surgical||1138||11.86|
|Acute Care/Critical Care/Intensive Care||1040||10.84|
|Surgery/Pre-op/Post-op / PACU||446||4.65|
|Occupational Health/Employee Health||384||4.00|
|School Health (K-12 or post-secondary)||305||3.18|
|Maternal - Child Health||241||2.51|
|Labor and Delivery||197||2.05|
The tables below show the specialties in which RNs and LPNs hold current national board certifications. 24.47% of RNs and 26.22% of LPNs report that they are board certified in a medical specialty. The top specialty areas for RNs are: Acute Care/Critical Care; Family Health; and Adult Health and Oncology Nursing (OCN®, CPON®, CBCN, AOCNP®, AOCNS®). The top national board certifications for LPNs are IV Certification; Geriatrics/Gerontology; Emergency Medicine/Nursing beyond Basic Life Support; and Wound Care.
|RN Top Medical Certifications||Total||Percent|
|Acute Care/Critical Care||2145||2.62|
|Oncology Nursing (OCN®, CPON®, CBCN, AOCNP®, AOCNS®)||1024||1.25|
|Emergency Nursing (CEN®, CFRN®)||900||1.10|
|OB/GYN/Women’s Health Care||743||0.91|
|Wound/Ostomy Nursing (CWOCN, CWCN, COCN, CCCN, CWON)||606||0.74|
|Case Management Nursing||587||0.72|
|General Nursing Practice||538||0.66|
|Medical-Surgical Nursing (CMSRN®)||462||0.56|
|Hospice and Palliative Nursing (CHPN®, ACHPN®)||390||0.48|
|Nursing Case Management||389||0.47|
|High-Risk Perinatal Nursing||282||0.34|
|Psychiatric & Mental Health Nursing||268||0.33|
|Ambulatory Care Nursing||257||0.31|
|Nurse Educator (CNE)||216||0.26|
|Perianesthesia (CPAN®, CAPA®)||204||0.25|
|Diabetes Management - Advanced||199||0.24|
|Psychiatric & Mental Health Nursing-Advanced (APMHN)||186||0.23|
|Orthopedic Nursing (ONC®)||176||0.21|
|Home Health Nursing||149||0.18|
|Occupational Health (COHN)||136||0.17|
|Nurse Executive (CENP)||127||0.16|
|Nursing Professional Development||125||0.15|
|Nurse Executive - Advanced||124||0.15|
|Nurse Manager and Leader (CNML)||92||0.11|
|Nephrology (CNN, CDN)||64||0.08|
|Infusion Nursing (CRNI)||59||0.07|
|School Nursing (NCSN®)||45||0.05|
|Radiology/Invasive Procedures Lab||38||0.05|
|Legal Nurse Consultant (LNCC®)||37||0.05|
|Cardiac Rehabilitation Nursing||34||0.04|
|Domestic Violence/Abuse Response||27||0.03|
|College Health Nursing||23||0.03|
|Public Health Nursing-Advanced (APHN)||7||0.01|
|Other certification, not listed||4027||4.92|
|*Totals greater than 100% due to multiple choices. Calculated as % of respondents.|
|LPN Top Medical Certifications||Total||Percent|
|Emergency Medicine/Nursing beyond Basic Life Support||251||2.62|
|Wound Care Certification||213||2.22|
|Mental Health Nursing||138||1.44|
|Hospice and Palliative Licensed Nurse||69||0.72|
|*Totals greater than 100% due to multiple choices. Calculated as % of respondents.|
The pie charts below provide a summary of the primary work setting of RN and LPN survey respondents. Primary work refers to the place where they work the most hours, even if this work is unpaid or voluntary. RNs are primarily employed in hospitals (50.99%), followed by ambulatory care (22.98%) and extended care (7.12%). LPNs mainly work in extended care (34.78%), ambulatory care (30.30%), and hospitals (12.46%). Considering the job position or function, most RNs are staff nurses (62.47%), followed by Advanced Practice Nurses (8.06%), nurse managers (7.24%), and case managers (6.53%).
The 2020 RN survey includes questions about telehealth and remote work for the first time. The table below displays information about telehealth and remote work at their primary place of employment. Considering the time spent providing services via phone, 33.58% of RNs never use it, while 34.90% spend less than 25% on the phone, 9.11% spend between 26 and 50%, and 22.41% spend 50% or more of the time providing services via phone. For LPNs, 35.88% never use the phone, 25.13% spend less than 25% of their time via phone, 11.71% between 26 and 50%, and 27.28% spend more than 50% of their time providing services via phone. The most used remote communication by RNs and LPNs is telephone (59.59% and 52.61% respectively), followed by email (17.31% and 18.47%), and electronic messaging (16.12% and 20.90%).
The 2020 RN and 2021 LPN surveys include questions about income for the first time. 18.66% of RNs annual pre-tax earnings are in the range of $55,001-$65,000, followed by $65,001-$75,000 (16.27%), and $45,001-$55,000 (13.08%). Notice that 15% of RN are making more than $95,000, and 18% are making less than $45,000 per year. Considering LPNs, 62.26% make in their primary job less than $45,000 per year, followed by $45,001-$55,000 (18.54%), and $55,001-$65,000 (10.03%). Only 9.17% of the sample earns $65,000 or more.
|Income Principal Place of Work||RN||%RN||LPN||%LPN|
|Annual Pre-tax Earnings*||73325||8164|
|$25,001 - $35,000||3154||4.3||1715||21.01|
|$35,001 - $45,000||5264||7.18||2001||24.51|
|$45,001 - $55,000||9594||13.08||1514||18.54|
|$55,001 - $65,000||13683||18.66||819||10.03|
|$65,001 - $75,000||11930||16.27||386||4.73|
|$75,001 - $85,000||8859||12.08||196||2.4|
|$85,001 - $95,000||5405||7.37||67||0.82|
|$95,001 - $105,000||4237||5.78||40||0.49|
|$105,001 - $115,000||2519||3.44||16||0.2|
|Compensation in Primary position||73325||8164|
|Full time, salaried||18510||25.24||696||8.53|
|Full time, hourly wage||35219||48.03||5060||61.98|
|Part time, salaried||1732||2.36||57||0.7|
|Part time, hourly wage||14631||19.95||1806||22.12|
|*Include overtime and bonuses but exclude sign-on bonuses.|
The following figures show annual pre-tax earnings at their primary workplace by gender identity for RN and LPN.
For RNs, almost half of females (47.19%) are in the middle earning range making between $55,000 and $85,000, 31.74% are earning less than $55,000; and only 21.17% are making more than $85,000. Similarly, 45.81% of males are in the middle range of $55,000-$85,000, with 34.47% earning more than $85,000, and only 20% are making less than $55,000. Considering nonbinary identity, 40.42% of them are making less than $55,000, followed by the middle range of $55,000-$85,000.
For LPNs, 81.44% of females are earning less than $55,000; 16.82% are earning between $55,000 and $85,000; and only 1.74% are making more than $85,000. For males, most of them are in the lower earning range (70.79%), with 22.52% earning between $55,000 and $85,000; and only 6.7% are making more than $85,000. Considering nonbinary identity, almost all are making less than $55,000, 6.25% are in the middle earning range making between $55,000 and $85,000, and none is making more than $85,000.
These figures illustrate annual pre-tax earnings at their primary workplace by education for RN and LPN.
For RN, as expected, the lower the educational degree, the higher the proportion of nurseys in the lower income range, and the lower the percentage in the higher income range. As the income range increases, a higher proportion of RNs have either a Bachelor’s, Master’s, or Doctorate degree. Specifically, more than 70% of RNs making more $85,000 hold at least a bachelor's degree.
For LPN, the lower the educational degree, the higher the proportion of nurseys in the lower income ranges, and the lower the percentage in the higher income ranges. As the income range increases, a higher proportion of LPNs have either an Associate's, Bachelor’s, Master’s, or Doctorate degree.
Advanced Practice Registered Nurses
The RN survey also provides data about advanced practice registered nurses (APRN). Wisconsin Chapter N8 of the Board of Nursing offers both a definition of APRN and the certification of a specific subset of advanced practice nurses, the advanced practice nurse prescriber (APNP).
Specifically, the definitions require the advanced practice nurse: 1) have a current license to practice in Wisconsin or another state covered by a licensure compact; 2) hold a certification as a nurse-midwife, certified nurse anesthetist, or a clinical nurse specialist and; 3) hold a Master’s degree in nursing or a related health field. Advance practice nurses receiving certification in any of the fields listed prior to July 1, 1998 are not required to hold a master’s degree. An APNP must meet the criteria for an APN plus have at least 45 contract hours in clinical pharmacology/therapeutics and have passed a jurisprudence examination for APNPs.
There are 5,771 (95.44%) APRNs who work in Wisconsin and 276 (4.56%) who work outside Wisconsin with at least one National Board Certification. The national certifications as an APN by the definition given in the survey are: Nurse Practitioner (NP), Certified Nurse Midwife (CNM), Certified Registered Nurse Anesthetist (CRNA), and Clinical Nurse Specialist (CNS). The most common national certification is NP (81.11%), followed by CRNA (13.53%). 5,524 nurses are Advanced Practice Nurse Prescriber (APNPs). 5,294 (95.84%) of APRNs work in WI, and 91.22% of them provide Direct Patient Care.
Nurses can have more than one certification. In the case of NPs, the top specialty is Family (54.52%), followed by Adult (19.82%), Gerontological (8.75%), Acute Care (7.42%), and Pediatric (7.16%). For CNSs, the most common specialties are Adult Health (38.24%), Gerontological (15.86%), Acute and Critical Care-Adult (11.33%), and Adult Psychiatric and Mental Health (9.35%).
|Certification and Specialization of Advanced Practice Nurses (APRN)||Total||Percent|
|National Board Certification (Check all that apply)*||6047||100|
|Nurse Practitioner (NP)||4905||81.11|
|Certified Nurse Midwife (CNM)||42||0.69|
|Certified Registered Nurse Anesthetist (CRNA)||818||13.53|
|Clinical Nurse Specialist (CNS)||353||5.84|
|Advanced Practice Nurse Prescriber (APNP)||5524||91.35|
|Works in Wisconsin with at least one National Board Certification||5771||95.44|
|Works outside Wisconsin with at least one National Board Certification||276||4.56|
|Works in Wisconsin as APNP||5294||95.84|
|Works outside of Wisconsin as APNP||230||4.16|
|Working and Provides Direct Patient Care in WI|
|Nurse Practitioner Specialty||Total||%|
|OB-Gyn / Women’s Health Care||167||3.4|
|Family Psych & Mental Health||118||2.41|
|Adult Psychiatric & Mental Health||102||2.08|
|No specialty designation||37||0.75|
|Not currently certified||25||0.51|
|Diabetes Management – Advanced||19||0.39|
|Clinical Nurse Leader (CNL)||2||0.04|
|Clinical Nurse Specialty||Total||%|
|Acute and Critical Care -Adult||40||11.33|
|Adult Psychiatric & Mental Health||33||9.35|
|No specialty designation||32||9.07|
|Child & Adolescent Psych & Mental Health||7||1.98|
|Community /Public Health||7||1.98|
|Acute and Critical Care -Pediatric||5||1.42|
|Acute and Critical Care -Neonatal||5||1.42|
|Diabetes Management – Advanced||4||1.13|
|OB-Gyn / Women’s Health Care||2||0.57|
|Palliative Care - Advanced||2||0.57|
|*Totals greater than 100% due to multiple choices. Calculated as % of respondents.|
APRN certification by principal place of employment. 83.72% of all APRNs are working in either Ambulatory Care (46.38%) or in Hospitals (37.34%). The remainder are in Extended Care (3.93%), Education Institutions (3.02%), Public Health (2.93%), and Home Health (2.95%). Approximately 50% of NPs and APNPs are working in Ambulatory Care, followed by Hospitals. CNMs, CRNAs and CNSs are largely in Hospitals: 45.24%, 86.63% and 56.09% respectively, followed by Ambulatory Care.
|APRN Certification by Principal Place of Employment|
Registered Nurses and Licensed Practical Nurses complete a survey at each biennial license renewal. The results from these surveys are used to provide extensive reports to the state legislature and to periodically produce long-term supply and demand forecasts.