Orderlies Salary

The median orderlies salary in the United States is $38,290 per year ($18.41/hour). Salaries range from $32,240 at the entry level to $50,600+ for the top 10% of earners. There are 52,440 orderlies jobs nationwide. Employment is projected to grow 3.3% through 2034.

Last updated: June 2026 Β· Source: U.S. Bureau of Labor Statistics

Median Salary
$38,290
per year
Hourly Rate
$18.41
per hour
Employment
52,440
jobs in the U.S.

Salary Distribution

10th percentile
$32,240
25th percentile
$35,570
Median
$38,290
75th percentile
$44,560
90th percentile
$50,600

Job Growth (2024-2034)

+3.3%
As fast as average

Annual Openings

7,800
jobs/year (growth + replacements)

Education Required

High school diploma or equivalent

Training Needed

Short-term on-the-job training

Orderlies Career Guide

Interview questions, resume templates, and a career ladder written specifically for orderliess.

Orderlies (BLS SOC 31-1132) run the patient-transport + patient-positioning + patient-mobility function inside acute-care hospitals β€” the seat that moves patients between the emergency department, imaging (CT / MRI / ultrasound / X-ray / interventional radiology), operating rooms, PACU (post-anesthesia care unit), ICU, med-surg floors, and discharge. Typical seats: patient-transport orderlies at HCA Healthcare (largest US for-profit hospital operator, 186 hospitals), Ascension Health (140+ hospitals), CommonSpirit Health (Catholic Health Initiatives + Dignity Health merger, 140+ hospitals), Kaiser Permanente (39 hospitals across CA / CO / GA / HI / MD / OR / VA / WA), Providence Health, Sutter Health, Northwell Health (NY), NYC Health + Hospitals, Tenet Healthcare, and Community Health Systems; acute-care central-transport department orderlies at major AMCs (academic medical centers) β€” Cleveland Clinic, Mayo Clinic Rochester + Phoenix + Jacksonville, Johns Hopkins, Massachusetts General, UCLA Health, Stanford Health Care, NewYork-Presbyterian, MD Anderson Cancer Center; SEIU (Service Employees International Union) representation at many union hospitals β€” SEIU-UHW (California + Nevada + Hawaii healthcare), SEIU 1199 (New York + New Jersey + Massachusetts + Maryland healthcare), SEIU Local 121RN + Local 2015; CNA (California Nurses Association / NNU National Nurses United) at some California + Kaiser + Sutter hospitals. Day-to-day: safe patient handling (Hoyer lift + Sara Stedy + Sara Plus mechanical lifts + Air-Assist Lateral Transfer devices / HoverMatt / AirPal + slide-board + gait belt techniques), stretcher + wheelchair + bariatric-scale transport, patient repositioning to prevent pressure injury under NPUAP (National Pressure Ulcer Advisory Panel) staging, morgue + decedent care, isolation-precaution + PPE (personal protective equipment) discipline for airborne + droplet + contact + reverse-isolation, room-turnover assistance at inpatient discharge, and specimen-transport to the lab. BLS reports 52,440 employed with a median of $38,290, p10 $30,180, p90 $50,760. Entry Orderly / Patient Care Technician (PCT) $30-38k + benefits at union hospital or Fortune-100 healthcare system; established Sr Orderly / Central Transport Technician $38-48k + benefits + shift differential; Lead Orderly / Transport Supervisor $46-62k + benefits; typical career-progression path is Orderly β†’ CNA (Certified Nursing Assistant, 4-12 week training + state exam) β†’ LPN (Licensed Practical Nurse, 12-18 month program) β†’ RN (Registered Nurse, ADN 2-year or BSN 4-year program) or Orderly β†’ Radiologic Technologist / Diagnostic Medical Sonographer / Surgical Technologist via community-college health-sciences program. The biggest earnings + advancement lever is stacking BLS + First Aid + PPE + Safe Patient Handling + CPI (Crisis Prevention Institute) + starting an ADN / RN or medical-imaging-tech / surg-tech pathway program at year 2-4 in seat, backed by employer tuition-reimbursement + Section-127 subsidy at HCA + Ascension + CommonSpirit + Kaiser + AMC employers.

Core Skills Hiring Managers Screen For

Safe patient handling + mechanical lift operation (Hoyer + Sara Stedy + Sara Plus + air-assist lateral transfer)
Safe Patient Handling and Mobility (SPHM) framework β€” American Nurses Association (ANA) Interprofessional National Standards for SPHM + The Joint Commission SPHM expectations. Hoyer lift (full-body sling lift, up to 500-lb + bariatric 1,000-lb capacity) for total-lift dependency; Sara Stedy + Sara Plus (sit-to-stand lifts) for partial-weight-bearing patients; air-assist lateral transfer devices (HoverMatt + AirPal + AirTap) for lateral transfer bed-to-stretcher-to-OR-table without axial-load on the patient; slide-board technique for cooperative partial-weight-bearing patients; gait-belt technique for ambulatory-with-assist patients. The goal is zero-lift for the patient and zero-injury for the orderly β€” musculoskeletal disorders (MSDs) from unsafe patient handling are the #1 workers'-comp claim in healthcare (BLS + OSHA data), and OSHA's General Duty Clause under 29 USC 654(a)(1) makes SPHM training an employer-liability obligation.
Patient positioning + pressure-injury prevention + NPUAP staging awareness
Patient repositioning discipline β€” every 2 hours for immobile patients per Braden Scale + Waterlow Scale pressure-injury risk assessment; 30-degree lateral tilt vs full lateral vs supine positioning discipline; heel-float positioning to unload the calcaneus; head-of-bed elevation limits (30Β° max to reduce sacral shear where clinically permitted). NPUAP (now NPIAP β€” National Pressure Injury Advisory Panel) pressure-injury staging awareness: Stage 1 (non-blanchable erythema of intact skin), Stage 2 (partial-thickness skin loss with exposed dermis), Stage 3 (full-thickness skin loss), Stage 4 (full-thickness skin and tissue loss with exposed muscle / tendon / bone), Unstageable, Deep Tissue Pressure Injury (DTPI). Orderly-observation-and-report discipline β€” orderlies see the skin at every reposition + transport and are often the first to identify a developing pressure injury; timely report to the RN + wound-ostomy-continence (WOC) nurse is a hospital-acquired-pressure-injury (HAPI) prevention lever with real Medicare + Medicaid pay-for-performance (P4P) financial impact.
Isolation precautions + PPE discipline (airborne + droplet + contact + reverse-isolation) + hand hygiene
CDC (Centers for Disease Control and Prevention) Isolation Precautions framework β€” Standard Precautions (blood + body fluid + non-intact skin + mucous membrane exposure discipline for every patient); Airborne Precautions (N95 or PAPR fit-tested + negative-pressure room for TB / measles / varicella / COVID-19 aerosolizing procedures); Droplet Precautions (surgical mask + private room for influenza + pertussis + meningococcal); Contact Precautions (gown + gloves + dedicated equipment for MRSA + VRE + C. diff + norovirus + scabies); Reverse-Isolation / Protective-Environment (HEPA-filtered positive-pressure room + full PPE for immunocompromised + bone-marrow-transplant patients). PPE donning + doffing sequence per CDC + The Joint Commission β€” sequence errors are the primary vector for healthcare-worker COVID + norovirus + C. diff exposure. Hand hygiene per WHO 5 Moments (before patient contact, before aseptic task, after body-fluid exposure, after patient contact, after contact with patient surroundings) + CDC + The Joint Commission National Patient Safety Goal #7 hand-hygiene compliance monitoring.
Basic Life Support (BLS) + CPR + AED + First Aid response
American Heart Association Basic Life Support (BLS) for Healthcare Providers β€” adult + child + infant CPR, AED (automated external defibrillator) operation, choking / airway-obstruction management, opioid-associated emergency response with naloxone. Required at essentially every acute-care hospital orderly seat; 2-year recertification cycle. In-hospital Code Blue (adult cardiac arrest) + Code Pink (infant abduction) + Code White (behavioral emergency requiring restraint) + Code Purple (child abduction) + Code Silver (active shooter) response β€” orderlies are typically first responders on Code Blue for CPR + chest compressions in the first 2-3 minutes while the RN + physician + Rapid Response Team arrive with the crash cart. Two-provider high-quality CPR discipline β€” 100-120 compressions per minute, 2-inch compression depth, full chest recoil, minimize interruptions, switch compressors every 2 minutes to prevent compressor fatigue. First-aid response for slip-and-fall + laceration + minor-burn events at the patient + visitor + colleague level.
Crisis Prevention Institute (CPI) + verbal de-escalation + safe restraint technique
CPI Nonviolent Crisis Intervention training β€” verbal de-escalation of behavioral-health + intoxicated + delirium + dementia + involuntary-hold patients through Integrated Experience framework (understand the crisis moment + respond therapeutically + prevent escalation). Behavioral-emergency (Code White) response β€” trained-hold techniques (transport wristhold + team-control position) that minimize physical + psychological harm and reduce restraint-related injury. Restraint discipline under The Joint Commission + CMS (Centers for Medicare + Medicaid Services) Restraint and Seclusion standards β€” physical + chemical + seclusion restraint requires physician order + face-to-face evaluation within 1 hour + hourly circulation + skin-integrity + range-of-motion checks + release-at-earliest-possible-time; violation exposes the hospital to CMS Condition of Participation (CoP) survey findings + reputational + legal exposure. De-escalation is always the first-line intervention; restraint is the last resort.
Decedent care + morgue transport + post-mortem discipline
Post-mortem care β€” deceased-patient identification (two-form identification: name + medical record number + toe-tag), family notification support (RN or physician typically leads notification but orderly supports the physical logistics), personal-belonging inventory + secure-storage, body-preparation for transport (positioning, closing eyes and mouth, gentle cleansing, removal of medical devices per protocol + coroner + medical-examiner direction), transport to the morgue with dignity + privacy discipline (draped, back-elevator transport, no public-hallway routing). Coroner + medical-examiner discipline for cases requiring investigation β€” unattended death, suspicious death, workplace death, in-custody death, pediatric death, sudden-and-unexpected death, homicide + suicide + accident cases. Organ + tissue donation coordination β€” orderlies work with organ-procurement organizations (OPOs β€” LifeCenter Northwest, LifeGift, One Legacy, LifeShare Carolinas, etc.) on physical logistics of donor identification + family notification + transport.
Specimen + medical-equipment + medication-cart transport + isolation-precaution logistics
Specimen transport from the patient bedside to the clinical lab under CLIA (Clinical Laboratory Improvement Amendments) + CAP (College of American Pathologists) + The Joint Commission chain-of-custody discipline. Blood-culture + urine + sputum + stool + wound-culture + CSF (cerebrospinal fluid) + blood-gas specimen categorization + labeling verification + timeliness discipline (blood gases must reach the lab within 15-30 minutes of draw for reliable results). Medical-equipment transport β€” infusion pumps, IV poles, ventilator circuits, monitors, wheelchairs, stretchers, bariatric equipment. Medication-cart transport under nursing-supervision (orderlies do not administer medication but do transport medication carts + medication-dispensing carts under RN direction). Isolation-precaution logistics β€” dedicated equipment for contact-precaution patients + terminal-cleaning coordination with environmental services after patient discharge.

How to Become a Orderlies

  1. 1
    Complete high school diploma or GED + clean background check + drug screen
    Most acute-care hospital orderly seats require a high school diploma or GED; a clean criminal-background check (state Department of Justice + FBI fingerprint check at many union + state hospitals); a 5-panel or 10-panel pre-employment drug screen; a physical exam including tuberculin skin test (PPD) or IGRA (interferon-gamma release assay) for TB screening + hepatitis B vaccination + measles-mumps-rubella (MMR) titer + varicella titer + influenza vaccination annual + COVID-19 vaccination where required by hospital policy.
  2. 2
    Complete Basic Life Support (BLS) + First Aid + PPE + Safe Patient Handling + orientation
    American Heart Association Basic Life Support (BLS) for Healthcare Providers β€” $75-150 through AHA + American Red Cross; 4-6 hr blended online + in-person course; 2-year recertification. First Aid $40-90. PPE + Safe Patient Handling + isolation-precaution training typically completed during hospital orientation (2-4 weeks paid) at HCA + Ascension + CommonSpirit + Kaiser + AMC employers. CPI Nonviolent Crisis Intervention typically added in the first 3-6 months for behavioral-health + emergency-department + ICU orderly seats.
  3. 3
    Start as Orderly / Patient Care Technician (PCT) / Central Transport Technician at $30-38k + benefits
    First seat β€” patient-transport orderly at an acute-care hospital under a Central Transport department or floor-based staffing model; SEIU-represented at many union hospitals (SEIU-UHW at CA + NV + HI healthcare; SEIU 1199 at NY + NJ + MA + MD healthcare; SEIU Local 121RN at some CA hospitals; SEIU Local 2015). Union hospitals typically pay 12-25% above non-union for comparable roles + provide stronger benefits + pension + tuition reimbursement + guaranteed-hours + shift-differential discipline. Fortune-100 healthcare-system in-house training programs at HCA + Ascension + CommonSpirit + Kaiser also lead to Sr Orderly promotion within 12-24 months.
  4. 4
    Earn Certified Nursing Assistant (CNA) credential within 1-3 years in seat
    The single most common career-progression path β€” Orderly β†’ CNA. CNA credential requires a 4-12 week state-approved training program (75-180 clinical + classroom hours depending on state β€” CA requires 160 hours, NY 100 hours, TX 100 hours, IL 120 hours) + state competency exam (written + skills-based). $300-1,500 program cost + $50-125 state exam fee; many hospitals reimburse or fully subsidize the CNA program for existing orderlies (HCA Healthcare Grow with HCA + Ascension Career Choice + Kaiser Permanente Ben Hudnall Memorial Trust + Sutter Health CNA-Sponsored programs). CNA credential opens $34-46k pay band + expanded scope-of-practice (vital signs + activities of daily living + basic clinical documentation).
  5. 5
    Advance to Sr Orderly / Central Transport Technician / CNA at $38-48k + benefits + shift differential
    3-6 years in seat. Full independent patient-transport + patient-positioning + Code Blue response + safe-patient-handling responsibility. CNA-credentialed with expanded scope-of-practice at some hospitals. Backup for Lead Orderly / Transport Supervisor on shift-level coordination. Some hospitals combine Sr Orderly + CNA + Nursing Assistant scope in a Patient Care Technician (PCT) or Patient Care Associate (PCA) role at $40-52k.
  6. 6
    Advance to Lead Orderly / Transport Supervisor at $46-62k + benefits + LTIP eligibility at Fortune-100 healthcare system
    6-10 years in seat. Own the Central Transport department shift-level operations across 4-12 orderlies + PCTs; own the transport-request queue management + priority triage (ED-to-CT emergency transport vs floor-to-radiology routine transport vs OR-to-PACU post-op transport); own the equipment-inventory + stretcher + wheelchair + bariatric-equipment + Hoyer-lift fleet management; own the shift-handoff + huddle discipline.
  7. 7
    Sequence into a career-track healthcare-clinical program by year 3-6
    The Orderly-to-clinician pipeline is the primary long-term earnings lever. Options: (a) LPN (Licensed Practical Nurse) program β€” 12-18 month program at community college or hospital-affiliated LPN school; $8-18k program cost; LPN pay band $52-72k. (b) ADN (Associate Degree in Nursing) or BSN (Bachelor of Science in Nursing) program β€” 2-year ADN at community college ($10-25k) or 4-year BSN at university ($35-95k); NCLEX-RN state exam for licensure; RN pay band $75-135k+ at Fortune-100 healthcare system. (c) Radiologic Technologist (Rad Tech) β€” 2-year AS program + ARRT (American Registry of Radiologic Technologists) certification; pay band $58-88k. (d) Diagnostic Medical Sonographer β€” 2-year AS or 4-year BS program + ARDMS (American Registry for Diagnostic Medical Sonography) certification; pay band $72-115k. (e) Surgical Technologist β€” 12-24 month AS program + NBSTSA CST certification; pay band $52-82k. (f) Respiratory Therapist β€” 2-year AS + BS program + NBRC RRT certification; pay band $72-105k. Employer tuition-reimbursement + Section-127 subsidy at Fortune-100 healthcare systems typically covers $5,250/yr federal tax-free + employer top-up to $15-25k/yr.
  8. 8
    Long-term β€” advance to CNA β†’ LPN β†’ RN or Orderly β†’ Rad Tech / Sonographer / Surg Tech with 6-10 year total pipeline
    Realistic long-term earnings trajectory: Orderly Year 0-3 at $32-42k β†’ CNA Year 3-5 at $38-48k β†’ LPN Year 5-7 at $58-72k β†’ RN Year 7-10 at $85-125k + LTIP + benefits + tuition-forgiveness at Fortune-100 healthcare system; or Orderly Year 0-3 at $32-42k β†’ Rad Tech Year 3-5 at $65-85k β†’ CT / MRI Modality Tech Year 5-8 at $85-115k β†’ Modality Lead / Chief Tech Year 8-12 at $105-145k. The Orderly seat itself caps at Lead Orderly / Transport Supervisor around $58-68k; the real earnings escape is through the CNA β†’ LPN β†’ RN or Rad Tech / Sonographer / Surg Tech pathway.

Career Progression

Orderly / Patient Care Technician / Central Transport Technician (entry)
0-3 yrs$30-38k hourly + benefits + shift differential (10-25% at union hospitals + Fortune-100 healthcare)
  • β€’Safe patient handling β€” Hoyer + Sara Stedy + Sara Plus + HoverMatt + slide-board + gait-belt techniques
  • β€’Patient transport bed-to-stretcher-to-wheelchair to imaging + OR + PACU + ICU + discharge
  • β€’Isolation-precaution + PPE discipline for airborne + droplet + contact + reverse-isolation patients
  • β€’Code Blue first-response CPR + chest compressions in the first 2-3 minutes
Next: Sr Orderly / CNA at 3-5 years with CNA credential + BLS + CPI training.
Sr Orderly / Central Transport Technician / Certified Nursing Assistant (CNA)
3-8 yrs$38-48k hourly + benefits + shift differential + on-call pay
  • β€’Full independent patient-transport + patient-positioning + Code Blue response + safe-patient-handling responsibility
  • β€’CNA-credentialed with expanded scope-of-practice (vital signs + ADLs + basic clinical documentation)
  • β€’Preceptor for new-hire orderly + PCT onboarding on shift
  • β€’Backup for Lead Orderly / Transport Supervisor on shift-level coordination
Next: Lead Orderly / Transport Supervisor at 6-10 years, or LPN / RN / Rad Tech / Sonographer / Surg Tech via community-college pathway.
Lead Orderly / Transport Supervisor / Patient Care Technician II
6-12 yrs$46-62k salaried or hourly + benefits + shift differential + LTIP eligibility at Fortune-100 healthcare
  • β€’Own the Central Transport department shift-level operations across 4-12 orderlies + PCTs
  • β€’Own the transport-request queue management + priority triage across ED + floors + imaging + OR + PACU
  • β€’Own the equipment-inventory + stretcher + wheelchair + bariatric-equipment + Hoyer-lift fleet management
  • β€’Own the shift-handoff + huddle discipline + new-hire preceptor coordination
Next: Central Transport Manager or lateral into RN / Rad Tech / Sonographer / Surg Tech.
Central Transport Manager / Patient Care Services Manager (rare Orderly-track continuation)
10-18 yrs$58-88k salaried + 5-10% bonus + LTIP + full benefits at Fortune-100 healthcare system
  • β€’Own multi-shift Central Transport department operations at a mid-size to large acute-care hospital
  • β€’Own the department budget + staffing + equipment-capital plan + productivity metrics
  • β€’Own the interface with Nursing + Imaging + OR + PACU + ICU + Emergency Department leadership
  • β€’Direct-manage 12-40 orderlies + PCTs + Lead Orderlies + shift supervisors
Clinical Career Track (LPN β†’ RN + Rad Tech + Sonographer + Surg Tech + Respiratory Therapist via community-college + BSN pathway)
3-10 (career transition) yrs$52-135k depending on specialty + BSN + LTIP + benefits at Fortune-100 healthcare
  • β€’LPN β€” 12-18 month program + state licensure; pay band $52-72k
  • β€’RN (ADN or BSN) β€” 2-4 year program + NCLEX-RN; pay band $75-135k+
  • β€’Rad Tech + Sonographer + Surg Tech + Respiratory Therapist β€” 2-year AS + national-board certification; pay band $52-115k depending on specialty
  • β€’Long-term escape from the Orderly wage-cap into a $85-135k + LTIP clinical career at Fortune-100 healthcare

Interview Questions & Answers

5 free questions below. Career Kit unlocks 12 total plus resume bullets for every level.

Q1. Walk me through how you'd safely transfer a 320-lb partial-weight-bearing patient from bed to stretcher for a CT scan.technical
Structured. (1) Pre-transfer assessment β€” review the patient's chart for weight-bearing status, transfer-instruction from PT (physical therapy), mobility-limitation, isolation-precaution status, pain-and-sedation status, and IV / catheter / drain / ventilator equipment involvement. Check the transfer order for the CT and confirm the patient's ID with two identifiers (name + medical record number). (2) Equipment selection β€” for a 320-lb partial-weight-bearing patient, a HoverMatt or AirPal air-assist lateral-transfer device is the first-choice equipment (1,200-lb capacity + minimal-lift + zero-axial-load on the patient) with a friction-reducing lateral-slide onto the stretcher. Backup equipment β€” a full-body Hoyer sling lift if the patient is total-lift dependency; a Sara Plus sit-to-stand lift if the patient can sit-to-stand with support. (3) Team-lift discipline β€” for a 320-lb patient, a 3-person or 4-person team-lift is standard per hospital SPHM policy; call the Lead Orderly or ED / floor RN to coordinate the team. Assign roles β€” one person controls the head-end (airway + IV + patient-communication); one person controls the foot-end (feet + drains + Foley catheter); one person controls the transfer-device inflation + lateral-slide; a fourth person manages the stretcher-brake + linens + patient-cover. (4) Pre-transfer preparation β€” HoverMatt slid under the patient using log-roll technique; inflate to full-air-pressure per manufacturer spec; align stretcher-side with bed-side with brakes locked on both bed + stretcher; adjust height so bed + stretcher are level. (5) Transfer execution β€” count off '1-2-3-slide' + lateral-slide the patient across the HoverMatt onto the stretcher; deflate the HoverMatt; verify patient safety + comfort + monitor / IV / catheter / drain integrity. (6) Post-transfer β€” patient-comfort check, side-rail up, safety-belt secured, IV pole + monitor + supplemental oxygen + medication-cart secured for transport, blanket + patient-dignity discipline. (7) Transport β€” steady pace, elevator-priority for ICU + ED + OR-to-PACU transports, patient-communication throughout, arrival handoff to CT tech with signed transport form + patient chart + isolation-precaution status. Interviewers screen for orderly candidates who understand SPHM equipment-selection + team-lift discipline + patient-safety-and-dignity discipline.
Q2. You're transporting a patient to the OR and the patient begins to have chest pain + shortness of breath in the elevator. How do you handle it?situational
Structured. (1) Immediate response β€” press the elevator emergency stop or continue to the next floor (whichever gets to a floor faster); do not stall the patient in the elevator without ability to call for help. (2) Call for help β€” press the elevator emergency call button + call the hospital rapid-response team (typically dial the in-house Code Blue extension or push the wireless call-button on the transport radio); provide floor + location + patient status. (3) Patient assessment β€” talk to the patient, assess responsiveness + airway + breathing + circulation (ABC); check the patient's chart for cardiac + pulmonary history + medications + allergies. (4) Position for comfort + safety β€” head-of-bed 30-45Β° upright if the patient is on a stretcher (semi-Fowler's for respiratory + cardiac symptoms); loosen restrictive clothing + linens; keep the patient warm. (5) If the patient becomes unresponsive + pulseless β€” start CPR immediately (100-120 compressions per minute + 2-inch depth + full recoil); the elevator wall + a firm surface is CPR-adequate; a second responder from the rapid-response team should arrive with the crash cart + AED within 2-3 minutes. Continue CPR until the RN or physician takes over. (6) Documentation post-event β€” the transport-event documentation form + incident-report form for the QI (Quality Improvement) + Patient Safety Officer review; document time-of-symptom-onset + time-of-help-arrival + patient status at handoff + all interventions. (7) Debrief β€” the Lead Orderly + Transport Supervisor + Charge RN typically debriefs with the involved staff to identify learning points + emotional-processing + policy improvements. Interviewers screen for orderly candidates who understand the mid-transport clinical-emergency response + rapid-response-team activation + CPR-readiness + documentation discipline.
Q3. Describe a difficult patient-handling situation you handled.behavioral
STAR. Situation: Orderly at NYC Health + Hospitals Bellevue on the acute-care medicine floor; assigned to transport a 285-lb combative patient with dementia + delirium from the medicine floor to the ED for a fall + head-strike evaluation. Task: complete the transport safely for the patient + staff without escalation. Action: (1) reviewed the patient's chart β€” established dementia + delirium + acute agitation history + physical-restraint order in the previous shift; consulted with the assigned RN + Charge RN on the current mental status + de-escalation history + any as-needed (PRN) medication administration. (2) Applied CPI Nonviolent Crisis Intervention framework β€” approached the patient calmly + used the patient's name + gave clear + simple + one-step directions ('I'm here to help you get to the doctor. We're going to move you carefully.') + avoided cornering or hovering. (3) Coordinated a 3-person team-lift with the assigned RN + Patient Sitter + me β€” the RN handled the verbal engagement + PRN medication if needed; the Patient Sitter and I handled the physical stretcher-transfer using the HoverMatt to minimize the resistance-inducing physical-force. (4) During transport β€” kept the patient's line-of-sight covered from stimulating hallway activity + spoke calmly + kept the pace steady + reassured the patient throughout. (5) At the ED handoff β€” reported the patient's mental status + agitation history + de-escalation-technique success to the ED RN + Charge RN for continuity of care; documented the transport-event + de-escalation-technique-used in the ED chart. Result: transport completed safely; zero physical-restraint use during transport; the ED RN + Charge RN thanked the team for the coordinated + de-escalation-first approach; the patient's head-strike evaluation was completed without additional escalation. Interviewers screen for orderly candidates who use CPI de-escalation framework + team-coordination + patient-dignity-first approach on difficult-patient transports.
Q4. Why orderly work rather than jumping straight into a CNA or LPN or Rad Tech program?culture
Honest. 'Orderly work is the foundation β€” a year or two as an orderly builds the patient-handling + Code Blue response + isolation-precaution + de-escalation + team-communication muscle-memory that CNA + LPN + Rad Tech schools don't teach at that hands-on volume. The Fortune-100 healthcare systems (HCA + Ascension + CommonSpirit + Kaiser + AMC) also fund the pathway β€” HCA Grow with HCA + Ascension Career Choice + Kaiser Ben Hudnall Memorial Trust cover CNA + LPN + RN + Rad Tech + Sonographer + Surg Tech program tuition + a paid clinical-preceptor cycle. Long-term the RN + Rad Tech + Sonographer + Surg Tech pay band ($75-135k+ at Fortune-100 healthcare) is real β€” but starting as an orderly and moving up with employer-funded tuition is more sustainable than taking on $35-95k of nursing-school debt out of pocket. My 24-36 month plan is Orderly Year 1-2 β†’ CNA + BLS + CPI Year 2 β†’ LPN + RN pathway or Rad Tech pathway program admission Year 2-3 through my hospital's tuition-reimbursement program.'
Q5. Where do you see your career in 5 years?closer
Show the fork. Two tracks β€” orderly-continuation with progression to Sr Orderly + Lead Orderly + Transport Supervisor at Fortune-100 healthcare system (capping around $58-68k), or orderly-to-clinician pathway via CNA + LPN + RN or Rad Tech + Sonographer + Surg Tech + Respiratory Therapist (opening $75-135k+ pay band). Pick one. 'I'm on the orderly-to-RN pathway. I've completed my BLS + First Aid + PPE + Safe Patient Handling + CPI training. I'm 8 months into a hospital-sponsored CNA program at [community college] funded through HCA Grow with HCA / Ascension Career Choice / Kaiser Ben Hudnall. In 12 months I'll be CNA-credentialed and applying for admission to the ADN nursing program at [community college] for a Fall 2026 start. Long-term I want to be a med-surg RN or ED RN at HCA / Ascension / Kaiser within 5 years and consider BSN + PACU or ICU specialty at year 7-9.'

Resume Template β€” Sr Orderly / Central Transport Technician / CNA (3-8 yrs)

Copy these bullets into your resume as a starting point. Career Kit includes bullets for every level of the ladder.

Sr Orderly / Central Transport Technician / CNA (3-8 yrs)
  • β–ΈSr Orderly + CNA at Kaiser Permanente Oakland Medical Center Central Transport department; supported 22-42 patient-transports per shift across ED + imaging + OR + PACU + ICU + med-surg with zero SPHM-related staff-injury events in FY24.
  • β–ΈPreceptor for 8 new-hire orderlies + PCTs on Hoyer + Sara Stedy + HoverMatt + slide-board + CPI de-escalation training; peer-recognized for consistent 4.8+ patient-satisfaction scores on Press Ganey Central Transport surveys.
  • β–ΈFirst-responder CPR on 3 Code Blue events in FY24 with 2 return-of-spontaneous-circulation (ROSC) outcomes; documented +12 correctly identified developing pressure-injury observations reported to WOC nurse + RN for early-intervention.
  • β–ΈCertified Nursing Assistant (CNA) β€” California licensed. BLS + First Aid + AED (AHA) + CPI Nonviolent Crisis Intervention. SEIU-UHW member. $46k hourly + $2.75/hr shift differential + full benefits + Kaiser Ben Hudnall tuition support toward ADN.

What Gets You Rejected

  • βœ—History of SPHM-related staff injury or workers'-comp claim tied to unsafe patient handling β€” musculoskeletal disorders are the #1 healthcare-worker workers'-comp exposure and reference-check screens this hard.
  • βœ—Weak isolation-precaution + PPE discipline β€” a documented failure to don + doff PPE correctly for airborne + droplet + contact patients is a healthcare-worker + patient-safety risk and often terminates the hire.
  • βœ—History of restraint-related patient injury or documented Joint Commission + CMS Restraint + Seclusion CoP finding tied to the candidate β€” a career-ending event at most acute-care hospitals.
  • βœ—No BLS + First Aid + CPI + Safe Patient Handling certification currency β€” reference-check + license-verification catches expired certifications and disqualifies the hire.
  • βœ—No CNA + LPN + RN + Rad Tech + Sonographer pathway progression after 3+ years in seat when the employer offers full tuition-reimbursement β€” signals candidate has not invested in career progression and caps at Lead Orderly.
  • βœ—Weak documentation habits β€” a Sr Orderly who cannot document a transport-event or pressure-injury observation cleanly is a legal-liability exposure at HAPI + fall + adverse-event review.
  • βœ—History of complaints from RN + physician + Charge RN counterparts on patient-handoff communication β€” orderly-RN partnership discipline is often the difference between a well-run vs poorly-run Central Transport department.

Salary Negotiation Levers

  • βœ“Union representation β€” SEIU-UHW (California + Nevada + Hawaii) + SEIU 1199 (New York + New Jersey + Massachusetts + Maryland) + SEIU 2015 union hospitals pay 12-25% above non-union for comparable roles + stronger benefits + pension + tuition reimbursement + guaranteed-hours + shift-differential.
  • βœ“Fortune-100 healthcare system employer premium β€” HCA Healthcare + Ascension + CommonSpirit + Kaiser Permanente + AMC (Cleveland Clinic + Mayo + Johns Hopkins + UCLA + Stanford + NewYork-Presbyterian + MD Anderson) tuition-reimbursement + Section-127 subsidy typically covers $5,250/yr federal tax-free + top-up to $15-25k/yr for CNA + LPN + RN + Rad Tech + Sonographer program.
  • βœ“CNA credential β€” adds $6-12k at Sr Orderly promotion at union + Fortune-100 healthcare hospitals; often required for Sr Orderly / PCT / PCA rung.
  • βœ“CPI Nonviolent Crisis Intervention + de-escalation training β€” required for ED + ICU + behavioral-health orderly seats; adds $2-4k at Sr Orderly promotion.
  • βœ“Safe Patient Handling and Mobility (SPHM) Champion + Peer Coach role β€” adds $1-4k plus recognition + advancement priority at hospitals with formal SPHM Champion programs (HCA + Kaiser + Cleveland Clinic + Mayo).
  • βœ“Shift differential β€” night + weekend + holiday coverage typically pays 10-25% differential at union + Fortune-100 healthcare hospitals; some hospitals also pay Sunday premium or on-call pay.
  • βœ“Bariatric-equipment-certified β€” hospitals with high-volume bariatric bariatric patient population (> 500 lb) pay premium for orderlies certified on bariatric-Hoyer + bariatric-air-lift equipment; adds $1-3k at Sr Orderly rung.
  • βœ“Employer-sponsored tuition-reimbursement for CNA + LPN + RN + Rad Tech + Sonographer + Surg Tech + Respiratory Therapist pathway β€” the single most important negotiation lever for long-term earnings; HCA Grow with HCA + Ascension Career Choice + Kaiser Ben Hudnall Memorial Trust + Sutter Health CNA-Sponsored + Cleveland Clinic Career Development + Mayo Clinic Education Assistance are the flagship programs.
  • βœ“Metro premium β€” NYC + SF + Boston + LA + Seattle + Chicago + DC pay 15-30% above US median for the same seat + strong SEIU + CNA + NNU representation.

Already a Orderlies? Grow From Here

Free playbooks on what actually gets you promoted and raised β€” not motivational advice, the real mechanics.

How to Ask for a RaiseThe Promotion Playbook β€” What Actually Gets People PromotedHow to Write a Self-Review That Positions You for PromotionHow to Build a Promotion Packet Your Committee Can't Ignore

Orderlies Resume Review β€” $29

Personalized resume review from someone who has hired orderliess. Purchase, email your resume to support@weblabra.com, and receive detailed written feedback within 7 days.

  • βœ“ Occupation-specific critique (not generic)
  • βœ“ Rewrite suggestions for weak bullets
  • βœ“ Missing skills / keywords flagged
  • βœ“ Formatting + ATS-readability feedback
  • βœ“ 7-day turnaround, 100% refund if we miss it

Orderlies Career Kit β€” $19

  • βœ“ All 12 interview questions with expert answers
  • βœ“ 7 real questions aggregated from Glassdoor, Blind, Reddit, LinkedIn
  • βœ“ Interview format intel for 8 top employers
  • βœ“ 3 copy-paste salary negotiation emails
  • βœ“ Resume bullets for every level of the career ladder
  • βœ“ 30–60–90 day plan for your first role
  • βœ“ Cover letter templates specific to this occupation
  • βœ“ Detailed salary negotiation script
  • βœ“ Ranked list of certifications with cost + ROI
  • βœ“ Downloadable PDF for offline access
  • βœ“ Instant access, no expiration, no subscription
βœ“ 7-day money-back guarantee β€” no questions asked

One-time purchase. 7-day refund guarantee.

Sample reviews β€” real customer reviews will appear here as they come in.

β€œThe interview question bank saved me. I got the exact question about 'walking through a DCF' at my Goldman Sachs superday, verbatim.”

β€” Anonymous, Financial Analyst

β€œCopy-paste negotiation emails are worth the price alone. I used the 'accepting with counter' template and got an extra $8k signing bonus.”

β€” Anonymous, Software Developer

β€œThe 30-60-90 day plan for a new grad RN was better than the orientation my hospital gave. Wish I'd bought this in nursing school.”

β€” Anonymous, Registered Nurse

Orderlies Career Growth Kit β€” $29

Already working as a orderlies? This kit is for building your case for the next promotion or raise β€” not for getting hired.

  • βœ“ Self-review draft mapped to orderlies competencies
  • βœ“ Promotion packet outline with evidence appendix structure
  • βœ“ 30–60–90 day evidence-collection plan
  • βœ“ Promotion committee anticipation guide
  • βœ“ Tenure and pay reference bands by level
  • βœ“ Downloadable PDF for offline access
βœ“ 7-day money-back guarantee β€” no questions asked

One-time purchase. 7-day refund guarantee.

Orderlies Salary by State

Best Cities (cost-adjusted) β†’

Salary Map β€” Click a state for details

$27K
$50Kβ–  No data

Top Paying States

California
$50K
+30%
Washington
$49K
+27%
Vermont
$48K
+26%
Hawaii
$47K
+23%
New York
$47K
+22%
Oregon
$45K
+18%
Minnesota
$45K
+16%
Delaware
$44K
+14%
Colorado
$44K
+14%
Maine
$43K
+11%
Vertical line = national median. Click a state for full details.
StateMedianvs. National
California$49,920+30.4%
Washington$48,690+27.2%
Vermont$48,120+25.7%
Hawaii$47,130+23.1%
New York$46,600+21.7%
Oregon$45,120+17.8%
Minnesota$44,550+16.3%
Delaware$43,800+14.4%
Colorado$43,570+13.8%
Maine$42,530+11.1%
1–10 of 47

Orderlies Salary by Metro Area

Metro AreaMedianvs. National
San Francisco-Oakland-Fremont, CA$69,870+82.5%
San Jose-Sunnyvale-Santa Clara, CA$65,790+71.8%
Santa Rosa-Petaluma, CA$63,780+66.6%
Sacramento-Roseville-Folsom, CA$62,380+62.9%
Bakersfield-Delano, CA$50,110+30.9%
Santa Maria-Santa Barbara, CA$50,040+30.7%
Modesto, CA$49,890+30.3%
Los Angeles-Long Beach-Anaheim, CA$49,760+30.0%
San Diego-Chula Vista-Carlsbad, CA$49,410+29.0%
Rochester, MN$48,290+26.1%
1–10 of 123
Data Source: U.S. Bureau of Labor Statistics, Occupational Employment and Wage Statistics (OEWS). Data reflects the most recent annual survey.
How does this compare to pro athletes?
A orderlies earning $38,290/year would need 1557 years to match Stephen Curry's NBA salary, or 1671 yearsto match Patrick Mahomes' NFL contract.
See all sports & celebrity salaries β†’
πŸ“ˆ See how orderlies salaries have changed over the past decade.
View Orderlies salary trend (2011–2024) β†’