Issue link: https://beckershealthcare.uberflip.com/i/1544994
30 CLINICAL LEADERSHIP The financial incentives nurses crave By Mariah Taylor Across the nation, hospitals and universities are implementing financial incentive programs to recruit new and experienced nurses. Many of these incentives were developed or enhanced in response to staffing challenges during the COVID-19 pandemic, Candace Mori, PhD, RN, senior vice president and system chief nursing and patient care services officer at Cleveland-based MetroHealth, told Becker's. "To us, financial incentives are investments in the caregivers who pour their energy and heart into our patients every day," Dr. Mori said. In 2026, many systems and universities are expanding the pool of money for these programs, with scholarships, tuition reimbursement or loan repayment, and sign-on bonuses being the most common financial perks. Becker's reached out to three systems to learn what incentives they offer, and which are most sought aer among new and experienced nurses. e range of incentives MetroHealth offers sign-on bonuses and tuition reimbursement to all incoming nurses. ey also offer pickup and certification incentives, as well as preceptor and charge nurse incentives. Escondido, Calif.-based Palomar Health offers sign-on bonuses, relocation assistance, tuition reimbursement, student loan repayment support, shi differentials, an employee referral program, certification pay and performance-based bonuses. Some of these incentives have been long-standing in the compensation structure, while more targeted incentives such as sign-on bonuses and loan repayments have expanded in recent years to meet workforce shortage needs, Mel Russell, MSN, RN, chief nurse executive and COO at Palomar Health, told Becker's. For example, in 2023 the system offered a $100,000 bonus to all current registered nurse staff who stayed for a set period. When this incentive ended, the system launched a new registered nurse incentive with a hiring bonus of up to $45,000 depending on specialty and part-time or full-time status. Providence, R.I.-based Women & Infants Hospital created a new incentive this year that gives new nurses up to $45,000 in loan repayment over three years. "Rather than relying on short-term bonuses, we are investing in pipeline development and early career stability," Kim Francis, PhD, RN, senior vice president of patient care services and chief nursing officer at Women & Infants Hospital, told Becker's. e incentives that bring in new nurses New graduate nurses tend to show the most interest in loan repayment. "In my opinion, loan repayment programs are significantly more appealing to new graduates than traditional sign-on bonuses," Dr. Francis said. "New nurses are oen managing substantial educational debt, so structured loan support combined with a clear employment pathway provides both financial relief and professional security. I think programs tied to commitment and mentorship resonate more strongly than one-time financial incentives." Mr. Russell said he has seen a similar trend among new nurses. "Programs that support professional development and reduce educational debt resonate more strongly with new graduates, as they are focused on building long-term career stability," he said. e incentives experienced nurses crave For midcareer or experienced nurses, sign-on bonuses stand as the most desirable incentive. "While some incentives overlap with those offered to new graduates, midcareer nurses oen prioritize long-term financial security and work-life balance over educational assistance programs," Mr. Russell said. All three leaders said although sign-bonuses are persuasive for experienced nurses, this group also tends to look for nonfinancial perks. is includes generous benefits programs, flexible scheduling, leadership and career pathways, specialty expertise development and work-life balance. n Image Credit: Adobe Stock