Nursing Instructors and Teachers, Postsecondary Salary
The median nursing instructors and teachers, postsecondary salary in the United States is $80,250 per year. Salaries range from $48,800 at the entry level to $129,500+ for the top 10% of earners. There are 77,960 nursing instructors and teachers, postsecondary jobs nationwide. Employment is projected to grow 16.8% through 2034.
Last updated: June 2026 Β· Source: U.S. Bureau of Labor Statistics
Median Salary
$80,250
per year
Employment
77,960
jobs in the U.S.
Salary Distribution
10th percentile
$48,800
25th percentile
$63,510
Median
$80,250
75th percentile
$101,090
90th percentile
$129,500
Job Growth (2024-2034)
+16.8%
Much faster than average
Annual Openings
8,600
jobs/year (growth + replacements)
Education Required
Doctoral or professional degree
+ Less than 5 years experience
Nursing Instructors and Teachers, Postsecondary Career Guide
Interview questions, resume templates, and a career ladder written specifically for nursing instructors and teachers, postsecondarys.
Nursing faculty teach RNs-in-training at BSN, MSN, DNP, and PhD programs at universities (Johns Hopkins, Emory, Duke, UPenn, Yale, U-Michigan, UCSF), ASN programs at community colleges (Ivy Tech, Miami Dade College, Lone Star, Pima), and hospital-based diploma programs (NYU Langone Rory Meyers, Rochester General, Jefferson). BLS pegs the occupation at 77,960 employed with median $80,250, p10 $49,150, p90 $135,860. Faculty split into two tracks: didactic (classroom + lab) and clinical (bedside supervision at hospital + community sites). Prerequisites: active RN license + graduate degree (MSN minimum for ADN / BSN programs; DNP or PhD required for tenure-track at most universities). AACN reports a national faculty shortage of 1,900+ unfilled positions with the median age of nursing PhDs at 61 β meaning strong compensation levers exist. Entry Clinical Instructor $52-72k (9-mo contract with hospital-based clinical supplements); Assistant Professor $72-105k; Associate + Full Professor $95-155k+ at BSN / MSN / DNP programs; Dean of Nursing $175-315k+ at established schools. NLN + CCNE + ACEN accreditation drives program structure; state Board of Nursing approval sets minimum faculty qualifications.
Core Skills Hiring Managers Screen For
Clinical bedside expertise (RN license + 3-5 yrs practice minimum)
Every nursing faculty role β clinical or didactic β requires an active unencumbered RN license in the state where they teach + 3-5 years minimum bedside practice per state Board of Nursing rules. Specialty depth matters: med-surg, critical care, OB, peds, psych, community, gerontology. Faculty teaching a clinical rotation must currently practice or have recently practiced in that specialty. State BoN rules require faculty to hold current specialty certification (CCRN for critical care, CEN for emergency, RNC for OB, etc.) in the area they teach clinically.
Curriculum design + AACN Essentials (BSN + MSN + DNP)
AACN Essentials framework (published 2021, revised competency-based model) drives BSN + MSN + DNP curriculum design nationally. NLN + ACEN accreditation for ADN + LPN programs. Faculty design courses to meet AACN sub-competencies with Level 1 (BSN), Level 2 (MSN), Level 3 (DNP) targets. Curriculum mapping to sub-competencies is a NCLEX-focused enterprise + accreditation requirement.
NCLEX-RN + NCLEX-PN preparation + program pass-rate management
State Board of Nursing evaluates programs on NCLEX first-time pass rate β most states require 80% first-time pass rate; below 80% for 2-3 consecutive years triggers state warning, conditional approval, or program closure. Faculty own NCLEX preparation embedded in courses: HESI + ATI test-taking prep, Kaplan predictor, ExamSoft high-stakes exams, mock NCLEX at end of program. Programs with high NCLEX rates attract applicants + retain accreditation; programs with low rates lose both.
Clinical rotation coordination + hospital affiliation agreements
Every clinical rotation requires a signed affiliation agreement between the nursing program and the hospital or community site. Faculty coordinate 6-10 student clinical groups per semester across med-surg, OB, peds, mental-health, community, and critical-care rotations. Hospital affiliation includes background checks, drug screens, immunizations (MMR / VZV / Hep B / Tdap / annual flu / COVID), respirator fit-testing, and hospital-specific EMR orientation (Epic + Cerner + Meditech dominant). Clinical faculty carry 4-10 students at a time per state BoN faculty-student ratio rules.
Simulation education (INACSL Standards) + high-fidelity mannequin operation
Simulation counts for up to 50% of clinical hours in most states per NCSBN 2014 landmark study on sim substitution. INACSL Standards of Best Practice govern sim design. High-fidelity mannequins (Laerdal SimMan 3G, Gaumard Victoria, CAE Juno) require faculty operator training. Simulation faculty design scenarios with pre-briefing, run, and debriefing (Debriefing with Good Judgment, PEARLS, or Advocacy-Inquiry models). Sim center coordinators earn a differential + often manage sim lab budget of $500k-3M.
Evidence-based nursing pedagogy + scholarship of teaching (SoTL)
Nursing faculty publish in Nurse Educator, Journal of Nursing Education, Nursing Education Perspectives, Teaching and Learning in Nursing. Scholarship expectations at tenure-track BSN + MSN programs: 3-6 peer-reviewed articles + 1-3 grant applications (NIH NINR / HRSA nursing-workforce grants / AACN grants / Foundation for Nursing Excellence) across a 6-year tenure clock. DNP / PhD faculty also publish clinical or translational research in their specialty area.
Accreditation cycle management (CCNE + ACEN + NLN)
BSN + MSN + DNP programs pursue CCNE (Commission on Collegiate Nursing Education) or ACEN (Accreditation Commission for Education in Nursing) accreditation. ADN + LPN programs pursue ACEN or NLN CNEA. 10-year cycle with midpoint continuous-improvement report + on-site peer-review visit. Faculty on self-study team for 18-24 months per cycle. State BoN approval sits alongside accreditation β programs must maintain both.
Faculty + clinical preceptor supervision
Sr faculty supervise adjunct clinical instructors and hospital-based preceptors. Preceptor training is a state BoN + accreditation requirement β typically an 8-16 hour course covering student learning outcomes, evaluation rubrics, and hospital-specific expectations. Adjunct clinical instructor supervision includes weekly check-ins, joint clinical days, and evaluation of clinical performance. Program directors manage 15-40 adjunct clinical instructors per program.
How to Become a Nursing Instructors and Teachers, Postsecondary
- 1Earn a BSN + get an active RN license + gain 3-5 years bedside experienceBSN from a CCNE / ACEN-accredited program (4 years, $30-160k depending on public / private). Pass NCLEX-RN + license through state Board of Nursing. Practice 3-5 years bedside β most nursing faculty come from critical care, med-surg, OB, peds, or ED backgrounds. Specialty certification (CCRN, CEN, RNC-OB, CPN, PMHNP-BC) is a strong signal for teaching that specialty.
- 2Earn MSN with Education focus (or DNP / PhD for university faculty)MSN with Nurse Educator concentration (2 years, $18-65k) β required minimum for ADN / BSN faculty at community colleges + many BSN programs. DNP (3-4 years post-BSN or 1.5-2 years post-MSN, $35-135k) for practice-focused doctoral track + required at most tenure-track BSN + MSN programs. PhD in Nursing (4-6 years, typically funded at R1 nursing schools with stipend + tuition remission) for research-focused tenure-track at BSN + MSN + PhD programs. Online + hybrid options at WGU, Chamberlain, Grand Canyon, University of Phoenix at the MSN + DNP levels; PhD programs typically on-campus or hybrid at R1s (Johns Hopkins, Emory, Duke, UPenn, U-Michigan, UCSF).
- 3Start as Clinical Instructor / Adjunct Clinical Faculty$52-72k on 9-month contract (full-time clinical instructor) or $65-120/hour (adjunct clinical). Clinical instructor role at BSN or ASN program teaching a specialty rotation (med-surg, OB, peds, critical care, mental-health, community). Requires active RN license + specialty certification + bedside experience. Some programs hire full-time; many start as adjunct + move to full-time over 1-3 years.
- 4Advance to Assistant Professor / Course Coordinator (tenure or clinical track)$72-105k on 9-month contract. Full teaching load β typically 2-3 didactic courses + 1 clinical group per semester at BSN programs; 3-4 courses at ASN programs. Course-coordinator role for a specific course (Adult Health I, OB, Peds, Community Health, etc.) with responsibility for syllabus, exam design, and lecture delivery. Assistant Professor tenure-track requires DNP or PhD at most 4-year universities.
- 5Advance to Associate Prof / Full Prof / Program Director / Dean of Nursing$95-315k+. Associate Professor with tenure ($95-125k). Full Professor ($115-165k). Program Director (BSN / MSN / DNP) adds $8-25k stipend + course release. Chair of Nursing ($155-215k, 12-month). Dean of Nursing at established schools ($185-315k+, 12-month + endowed / named deanship supplements). Executive Fellow in Nursing Education (AACN) is the top-tier academic-leadership credential for dean-track candidates.
Career Progression
Clinical Instructor / Adjunct Clinical Faculty
0-4 yrsFull-time Clinical Instructor $52-72k (9-mo) Β· Adjunct clinical $65-120/hour Β· ~$18-42k adjunct annual on 2-3 rotation-per-year load
- β’Supervise 4-10 students in a clinical rotation (state BoN sets faculty-student ratio, typically 1:8 for med-surg + 1:10 for community + 1:6 for critical care and OB)
- β’Facilitate pre-clinical conference + post-clinical debrief on each clinical day
- β’Evaluate student clinical performance against course rubric + document in clinical evaluation tool
- β’Coordinate with hospital-based preceptors + charge nurses at the affiliated clinical site
Next: Assistant Professor at 2-5 years with MSN complete or DNP in progress.
Assistant Professor / Course Coordinator (Clinical or Tenure Track)
0-6 yrs$72,000-$105,000 (9-mo contract) + summer teaching option + benefits + partial clinical practice supplement at some schools
- β’Teach 2-3 didactic courses + 1 clinical group per semester (BSN program) or 3-4 courses (ASN program)
- β’Course Coordinator for a specific course β own syllabus, exam design, and content updates
- β’Serve on program-level committees (curriculum, admissions, evaluation)
- β’Sustain scholarly output for the tenure dossier (typically 3-6 peer-reviewed articles + 1-3 grant applications across 6-year tenure clock at tenure-track programs)
Next: Tenure vote in year 6 (tenure track); or continuous 3-year renewal (clinical track) with senior clinical faculty promotion at year 6-8.
Associate Professor (tenured or promoted clinical track) / Sr Course Coordinator
6-15 yrs$95,000-$135,000 (9-mo) + summer + benefits + course-coordinator stipend where applicable
- β’Lead specialty tracks or advanced practice courses (Nurse Practitioner didactic courses, DNP capstone advising)
- β’Chair or co-chair DNP / PhD thesis or capstone committees
- β’Mentor junior faculty and adjunct clinical instructors
- β’Lead program-level accreditation self-study workgroups (CCNE / ACEN) + state BoN approval renewals
Next: Full Professor at 12-20 years or move to Program Director / Chair track.
Full Professor / Program Director / Chair of Nursing
12-25 yrsFull Professor $115-165k (9-mo) Β· Chair $155-215k (12-mo) + benefits + endowed / named chair supplements $15-50k
- β’Lead a nursing department or specific program (BSN, MSN, DNP, PhD)
- β’Own accreditation cycle (CCNE / ACEN) + state Board of Nursing program approval
- β’Own faculty hiring, evaluation, and workload assignments
- β’Represent the program at university leadership + AACN + NLN + state nursing-workforce meetings
Next: Dean of Nursing at 18-30 years.
Dean of School of Nursing
20+ yrs$185,000-$315,000+ (12-mo) + executive benefits + endowed / named deanship supplements $25-75k + retention bonus
- β’Full P&L for school of nursing β operating budget ($8M-$85M+), capital budget, faculty comp
- β’Own the school's NIH + HRSA + AACN + foundation grant strategy
- β’Advance donor relationships (nursing schools attract significant philanthropic support post-COVID)
- β’Report to Provost / Chancellor / University President; represent the school at AACN + NLN + national policy
Next: Provost, University President, or CNO at a major academic health system.
Interview Questions & Answers
5 free questions below. Career Kit unlocks 15 total plus resume bullets for every level.
Q1. Walk us through your teaching philosophy in a clinical rotation.technical
Structured: (1) Pre-clinical conference sets the day β review each student's assigned patient, safety priorities, medication passes, procedures they'll observe or perform, and questions they should be prepared to answer at post-conference. (2) During clinical: consistent rounds β I check in with each student every 45-60 minutes, ask a clinical-reasoning question tied to their assigned patient ('What are you watching for on this patient with heart failure? What's the earliest sign of decompensation?'), and observe medication passes + procedures per state BoN preceptor rules. (3) Debrief at post-clinical: structured reflection using PEARLS or Advocacy-Inquiry model β students describe what happened, what they noticed, what surprised them, and what they'd do differently. (4) Clinical evaluation is standardized against the course rubric documented in the clinical evaluation tool (typically ATI, Elsevier HESI, or program-specific rubric). No secret evaluations β students see their rubric weekly. (5) Safety is non-negotiable β a student who is unsafe (medication error, unsafe procedure attempt, unsafe patient handling) gets immediate redirection, documented performance concern, and β if pattern β course-level remediation. Interviewers screen for candidates who describe structured pedagogy tied to state BoN preceptor rules, standardized evaluation, and clear safety escalation. Vague 'meet students where they are' answers without process specificity fail.
Q2. How do you prepare students for NCLEX-RN?technical
Concrete: (1) NCLEX preparation is embedded across every course, not saved for a senior-year prep course. Every exam mimics NCLEX-style items (application-level, alternate-format including SATA, hot-spot, ordered-response, fill-in-the-blank calculation, next-generation NCLEX Case Study items). (2) High-stakes standardized testing at program milestones β ATI Comprehensive Predictor or HESI Exit Exam at end of program with typical benchmark of 90+ probability of passing NCLEX. Students scoring below benchmark complete structured remediation before program completion. (3) Test-taking-strategy course + Kaplan or ATI live-review course in senior year covering priority-setting frameworks (ABC + Maslow + safety), pharm question strategies, and case-study reasoning. (4) Mock NCLEX with question-review and rationale explanation β students see why the correct answer is correct and why each distractor is wrong. (5) Faculty own the pass-rate metric β every failing student is a program-level concern, and root-cause analysis for each cohort's non-passers drives curriculum revision. (6) State BoN reporting: NCLEX first-time pass rate is reported publicly + used in state program approval + CCNE / ACEN accreditation. Programs below 80% for 2-3 consecutive years lose accreditation. Interviewers screen for candidates who name specific tools (ATI, HESI, Kaplan), specific benchmarks, and specific accreditation consequences.
Q3. A clinical student makes a medication error on your rotation. Walk me through how you handle it.situational
STAR-adjacent structured protocol: (1) Immediate patient safety β assess the patient for adverse effects; notify the hospital charge nurse and the primary RN caring for the patient. Follow hospital medication-error protocol (rapid response if clinically indicated; medical notification per hospital policy; charting the incident per hospital standard). (2) Pull the student aside privately once the patient is safe. Talk through what happened β 'Walk me through what you thought you were doing and where the check broke down.' Never berate or humiliate in front of peers or hospital staff. (3) Complete the hospital incident-report + the program's clinical-incident report contemporaneously. Do not delay. (4) Notify the program director + course coordinator within 24 hours. (5) Assess the student's readiness to continue clinical for the day β sometimes a break is warranted; sometimes finishing under closer supervision is the right pedagogical choice. (6) Structured remediation plan: root-cause analysis (was it dosage calculation, wrong route, wrong patient identifier, med reconciliation gap, distraction, knowledge gap on medication class?), targeted skill-lab practice, additional supervised med passes before independence is restored. (7) Document the remediation plan + student's engagement in the clinical evaluation tool. (8) If the pattern repeats or the incident involved patient harm, escalate to program committee for course-level remediation or dismissal-from-clinical review per program policy. Interviewers screen for candidates who prioritize patient safety first, protect student dignity, document contemporaneously, and know the state BoN + program-committee escalation path.
Q4. Why nursing education β you'd earn more staying at the bedside or moving to a Nurse Practitioner role.culture
The honest answer that resonates: nursing education is the choke point in the national nurse-workforce shortage. AACN reports 1,900+ unfilled faculty positions annually + 75,000+ qualified BSN applicants turned away because programs can't scale faculty. Every year a nursing faculty stays in role, 20-40 nurses enter the workforce who wouldn't otherwise. That mission-fit + the schedule (9-month academic contract with summers off or flexible summer teaching / practice) + the tuition benefit for advanced degrees + the ability to maintain 1-2 shifts/week clinical practice at some schools + PSLF eligibility + state pension at public universities β the total comp when accounting for schedule + benefits is often within $10-25k of what a Nurse Practitioner earns bedside, and the mission difference is meaningful. Interviewers screen for candidates who acknowledge the pay tradeoff honestly and articulate the specific mission + schedule + benefits levers rather than pretending there's no tradeoff.
Q5. Where do you see yourself in 5-10 years?closer
Show a ladder. Tenure track: 'Currently Assistant Professor with DNP in progress; targeting tenure vote at year 6 with 4-5 peer-reviewed publications + 2 grant applications (NIH NINR K-award or HRSA nursing-workforce grant) + strong teaching evaluations. Post-tenure: Course Coordinator role for Adult Health II, then MSN Program Director track over 8-12 years.' Clinical track: 'Currently Clinical Instructor with MSN Education in progress; targeting Sr Clinical Instructor + Course Coordinator role at year 4-6 with a specialty focus on critical care or OB, then Program Director for the BSN clinical curriculum over 8-12 years.' Administrator track: 'Currently Assistant Professor with DNP + AACN Executive Fellow in Nursing Education planned; targeting Program Director role at year 6-8, then Chair of Nursing at year 12-15, then Dean of Nursing at year 18-22.' Name the specific credentials (DNP / PhD / AACN Executive Fellow / CNE / CNL / CNS / NP specialty cert), specific role targets, and specialty focus. Vague answers fail; concrete ladders win.
Resume Template β Assistant Professor / Course Coordinator (0-6 yrs)
Copy these bullets into your resume as a starting point. Career Kit includes bullets for every level of the ladder.
Assistant Professor / Course Coordinator (0-6 yrs)
- βΈAssistant Professor of Nursing at [BSN program at CCNE-accredited SLAC or state university]; teach 3 didactic courses (Adult Health I + Community Health + Pharmacology) + 1 clinical group per semester; carry 8 students in med-surg clinical rotation per state BoN faculty-student ratio.
- βΈCourse Coordinator for Adult Health I (junior-year cornerstone); redesigned course to align with revised AACN Essentials sub-competencies; student NCLEX-tagged content-area subscore rose 68% β 82% over 3 cohorts.
- βΈ3 peer-reviewed publications in Nurse Educator + Nursing Education Perspectives; 1 HRSA Advanced Nursing Education Workforce grant application submitted (pending review).
- βΈDNP + RN + CCRN (Critical Care) + CNE (Certified Nurse Educator). $84k (9-mo) + $10k summer teaching option + full benefits + $6k research budget + PSLF-eligible.
What Gets You Rejected
- βExpired RN license or license from a compact state without endorsement to the teaching state β screens out at HR verification. Programs must show active unencumbered licensure for every faculty member.
- βLess than 3-5 years bedside experience β state BoN preceptor rules require minimum practice hours. Fresh graduates or short-tenure staff nurses don't meet the threshold and screen out.
- βNo specialty certification aligned with the teaching assignment β a candidate teaching critical care without CCRN or a candidate teaching OB without RNC-OB signals depth gaps to the search committee.
- βWeak documentation habits β nursing education is a heavily-documented enterprise (clinical evaluations, incident reports, program committee minutes, accreditation self-study). Candidates who describe informal or catch-up documentation habits fail the screen.
- βCannot articulate NCLEX preparation strategy β every hiring loop tests this. Vague 'I use NCLEX-style questions' answers fail; specific ATI / HESI / Kaplan tool naming + benchmark specificity wins.
- βNo fluency in CCNE / ACEN accreditation cycle β screens out for any tenure-track or program-coordinator role. Programs live and die by accreditation cycle management.
- βRigid clinical-teaching style β nursing education post-2020 has moved toward simulation + INACSL Standards + Debriefing with Good Judgment. Candidates who dismiss simulation as 'not real clinical' signal outdated pedagogy.
- βHistory of student-conduct disputes at prior institutions β nursing faculty routinely evaluate students on high-stakes measures (clinical safety, medication administration, academic integrity). Faculty with a pattern of student-complaint escalation or reversed evaluations screen out.
Salary Negotiation Levers
- βFaculty shortage premium β AACN reports 1,900+ unfilled faculty positions with median age of PhD nurse faculty at 61. Hiring committees have real pressure to close offers. Ask for above-band salary + moving allowance + summer teaching option.
- βClinical practice supplement β many schools allow 1-2 shifts/week bedside practice at affiliated hospitals for a $12-40k supplement + maintains clinical currency + specialty certification. Ask explicitly.
- βTuition benefit β nursing faculty pursuing DNP / PhD often get $5,250-15,000 annual tuition remission at their employer institution or partner institutions. Confirm at hire.
- βSummer teaching option β 6-12 week summer sessions at $8-25k additional income above the 9-month base. Confirm eligibility + typical rate at hire.
- βPSLF eligibility β public + nonprofit universities are PSLF-eligible. Get the employer certification form signed at hire + re-submit annually. Nursing faculty with federal loans often see $50-150k+ forgiveness over 10 years.
- βState pension at public universities + University of California Retirement Plan + TIAA at nonprofits β significant total-comp lever. Confirm tier + vesting.
- βAACN Executive Fellow / NLN Certified Nurse Educator (CNE) / Sigma Theta Tau Fellow recognition β these designations often trigger salary-band adjustments + differentiate at promotion + tenure.
- βSign-on bonus β nursing-faculty hiring is chronic shortage. R1 universities + AAMC academic health systems + community-college BON approvals often offer $10-40k sign-on bonuses. Ask.
- βSim center + skills-lab budget access β sim faculty at growing programs often get $5-25k discretionary sim-scenario development budget + travel to INACSL / SSH conferences.
- βEndowed / named chair or professorship β at established BSN + MSN + DNP programs (Johns Hopkins, Emory, Duke, UPenn, Yale, U-Michigan), endowed chairs add $25-75k salary + $15-50k research budget. Available to Associate + Full Professor level typically but sometimes offered at hire for star candidates.
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Nursing Instructors and Teachers, Postsecondary Salary by State
Best Cities (cost-adjusted) βSalary Map β Click a state for details
$62K$130Kβ No data
Top Paying States
Hawaii
$130K
+61%
District of Columbia
$108K
+34%
Delaware
$98K
+22%
Nevada
$97K
+20%
Connecticut
$96K
+19%
Idaho
$91K
+13%
Alaska
$86K
+7%
Massachusetts
$85K
+6%
Texas
$85K
+6%
Wisconsin
$85K
+6%
Vertical line = national median. Click a state for full details.
| State | Median | vs. National |
|---|---|---|
| Hawaii | $129,530 | +61.4% |
| District of Columbia | $107,770 | +34.3% |
| Delaware | $98,170 | +22.3% |
| Nevada | $96,500 | +20.2% |
| Connecticut | $95,500 | +19.0% |
| Idaho | $90,890 | +13.3% |
| Alaska | $85,650 | +6.7% |
| Massachusetts | $85,130 | +6.1% |
| Texas | $84,930 | +5.8% |
| Wisconsin | $84,700 | +5.5% |
Showing 1β10 of 51
Nursing Instructors and Teachers, Postsecondary Salary by Metro Area
| Metro Area | Median | vs. National |
|---|---|---|
| Waco, TX | $206,810 | +157.7% |
| San Jose-Sunnyvale-Santa Clara, CA | $150,400 | +87.4% |
| Fresno, CA | $135,080 | +68.3% |
| Augusta-Richmond County, GA-SC | $111,820 | +39.3% |
| Amherst Town-Northampton, MA | $111,440 | +38.9% |
| Wilmington, NC | $110,620 | +37.8% |
| Ann Arbor, MI | $109,080 | +35.9% |
| Fargo, ND-MN | $106,380 | +32.6% |
| San Diego-Chula Vista-Carlsbad, CA | $103,900 | +29.5% |
| Houston-Pasadena-The Woodlands, TX | $103,010 | +28.4% |
Showing 1β10 of 178
Data Source: U.S. Bureau of Labor Statistics, Occupational Employment and Wage Statistics (OEWS). Data reflects the most recent annual survey.
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