A
82/100
Nightingale College Claimed Company
The success of our learners and graduates is the core focus of Nightingale College. The future of health care relies upon the new generations of nurses. Nightingale College’s faculty and staff are dedicated to equipping learners with the necessary knowledge and skills to bend the unsustainable course of the current system and greatly improve care outcomes and the quality of life for each individual, family and community they serve. read more
Nightingale College Compensation Employee Reviews
All
Positive
Constructive
What is the best part about your compensation package?
a lot of attention is paid to self wellness
Review from Operations Dept
Pay is honestly in line and a little above industry average. The goal is to keep people here instead of cycle through as folks look for the next big pay day.
Review from Communications Dept
It's within the market rate.
I appreciate the Insurance and benefits, and paid time off for vacation, wellness days,
I was compensated for my innovative ideas.
The 401k match is nice.
Health insurance is really good compared to what I had before. even though I haven't used them - I appreciate that sick/wellness days don't detract from our PTO.
The best part of the compensation package is the balance between competitive pay and comprehensive benefits, especially the focus on well-being and flexibility.
That my insurance is covered if I use Personify. Amazing.
The Wellness time is extremely helpful, as well as the LOA time for employees that need to take off due to disability. I also greatly value the 401K in these unpredictable times of the economy.
I like that it is based on my needs and comes with a good salary.
Medical reimbursement and premium reductions, along with the pay.
The clear structure and plan for personal growth and increased compensation.
The dofferent types of pto
Nightingale provides fair compensation , 401k and financial wellness resources as well as health wellness benefits. Also, time off for bereavement, loss of a pet and many other life circumstances.
Benefits are superior with health being a priority
From what I am aware of, the package is great.
Varity, quick response, availability of support.
Nightingale has a process in place to assess compensation.
Hourly wage is greater than institutions around me.
Why do you feel undervalued and what would make you feel better about your compensation?
Compensation could be better aligned with role expectations, responsibilities, and industry benchmarks
no, The pay scale is good
Pay is far below market rate. There is no individual consideration or performance metrics. They do a little bit of market research and bam there is your pay range, and that high end of the range is only reserved for special cases. You are merely a drone filling a position.
My pay is not competitive in the market and my title is not accurate for the job that I do.
My pay is not as strong as it was with other organizations.
More transparency about what goes into it and more about how our raises work.
Review from Communications Dept
The compensation is far below market avg. Leaders say people are unhappy w/ their comp b/c they don't understand how it's calculated & they want to make more $. Pay more than 40% of the market.
When you complete a market analysis for the role, the compensation provided at Nightingale is about 70 % below market value.
More objective measurements of KPIs for performance reviews.
I am in leadership which does require me to be available to my team 7 days per week and 24 hours per day during the semester.
Compensation is below market. The health insurance is garbage. The VP of HR does nothing to improve these things and lets the managers in HR take the blame for it.
Costs are rising in America, obviously, and the salary I am provided is not enough on which to support a family with a mortgage and car payments.
I think with how the job market is now, along with the rising costs of inflation and housing, that worker compensation should increase as well - especially if the workers are working at high productivity levels.
My compensation has not changed since last January, while we have handed out incredible promotions this January. Raises and promotions should not be done at two different times. (IE if we budget promotions, they should be effective in July like raises are)
Less blackout dates & less rules specifically aimed at specific departments. My job has many more rules and regulations than other positions.
When I was hired, everyone during that time was hired at the same level regardless of experience, professional development, degree, or certification. I am hoping that this realignment will occur in August (I believe that this will be rectified).
I am at the top of my pay scale, with 39 years' experience in professional nursing, a terminal degree and 19+ years of academic experience, and 10+ years nationally certified as a CNE, the going rate for an RN with my credentials is at least another 10-15K per year, then my current salary.
Raises given to other functions to "bring them up to market" and little left over to reward/compensate others who are doing a great job.
I feel we can do more to make how compensation is determined transparent and assist people through planning their own career progression.
Review from HR Dept
pay is less than other colleges, makes it hard to hear about all of the executive dinners that happen. I think it would speak volumes to lessen the dinners, make the yearly training virtual, and to route those funds to increasing pay of employees.
×